Framework Discussion on HRD Protection Platforms
by Renato G. Mabunga
December 16, 2014
(This article has been presented by the author to the delegates of the 6th Asian Human Rights Defenders Forum (6th AHRDF) held in Quezon City, Philippines on 3-5 December 2014)
Though use inter-changeably and oftentimes carries the same meaning, intent and even connotation, there is a THIN LINE DISTINCTION between Security of Human Rights Defenders (HRDs) and the Protection of Human Rights Workers.
Coming from an Organization Development (OD) perspective: Security of HRD speaks more of the assessment of the Slide2internal realities of individual defenders and their organizations vis-à-vis their actual experience and perceptions in the conduct of doing human rights work. It is an evaluation of perceived risks and threats that directly impacts on one’s personal commitment (to the cause of human rights), involvement (to organizations), and sustainability of seeing through some changes in the external situation. It also defines the degree of threshold for organization indicating critical shift or change in the conduct of operation – from a normal, acceptable level of usual activities to conscious weighing of the impact and dangers of particular action to the lives of the implementers and/or the target communities.
Protection of HRDs, on the other hand, is a response or measures derived from the assessment of risks and threats. This could either be personal or at the individual level, or organizational. And, may take the form of internal policies of the organization or personal disciplinary measures and precautions of individual HRDs. All of which are aimed at lessening risks and threats.
From individual or organizational internal measures, all lines of security questions become impetus to many forms of advocacy issues and concerns for the Protection and Recognition of the rights of Human Rights Defenders.
From my Research , there are several significant variables both internal and external that characterized the foundational elements of a human rights defender. For the internal factors, I grouped them into two- system categories to provide clearer focus and define the boundaries; namely: (1) the Individual and (2) the Organizational.
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