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Human Rights Consultant

Did you know that human rights consulting is a relatively new field that emerged in the latter part of the 20th century? In the 1970s and 1980s, the concept of corporate social responsibility became popular, leading to a heightened focus on human rights in the corporate world. This led to businesses hiring human rights consultants to assess and manage their human rights impact.


As time progressed, human rights consulting expanded to include government agencies, non-governmental organizations (NGOs), and international organizations. These consultants played a key role in the development of international human rights standards and the implementation of human rights policies and programs. They worked tirelessly with governments and NGOs to promote human rights and social justice, and helped create and manage programs to address issues such as forced labor, discrimination, and human trafficking.


Today, human rights consulting is a diverse field, with consultants working in various settings and sectors. They collaborate with businesses to develop and implement human rights policies and practices, with NGOs and governments to promote human rights advocacy, research, and program implementation. Human rights consultants also work with individuals, communities, and organizations to address local-level human rights issues. They may specialize in areas such as gender, labor rights, or environmental justice. This field is continuously evolving and expanding, making it a fascinating and critical area to explore.

Federal Laws

The United States has several federal laws in place to protect human rights. These laws are designed to promote equality and fairness in various areas of life and protect individuals from discrimination. The most notable federal laws include the Civil Rights Act of 1964, which prohibits discrimination based on race, color, religion, sex, or national origin in employment, education, and public accommodations. The Americans with Disabilities Act of 1990 prohibits discrimination against individuals with disabilities in employment, public accommodations, transportation, and telecommunications. The Age Discrimination in Employment Act of 1967 prohibits employment discrimination against individuals who are 40 years of age or older. The Fair Housing Act of 1968 prohibits discrimination in the sale, rental, or financing of housing based on certain characteristics. The Equal Pay Act of 1963 requires employers to pay men and women equally for equal work. Finally, the Family and Medical Leave Act of 1993 requires covered employers to provide eligible employees with job-protected leave for certain family and medical reasons.

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