Analysis of Modern Slavery Act, Employee Rights, and Ethics

This discussion post analyzes the Modern Slavery Act (2018), focusing on its implications for human trafficking and forced labor, with examples from China and Australia. The author emphasizes the importance of ethical considerations, particularly within the context of HR practices, highlighting the need for empathy, cultural sensitivity, and appropriate communication when dealing with employee issues such as grief and trauma. The post also references the legal requirements of the Act, including the need for human rights due diligence and reporting, and stresses the importance of stakeholder engagement in creating a positive workplace environment. The author concludes by emphasizing the importance of offering suitable working conditions as a core organizational ethical responsibility, and the importance of addressing employee issues in a timely and sensitive manner.

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06 Apr 2019
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In this discussion, I will focus on the modern slavery act (2018), which implements global
legislation in conjunction with human trafficking and forced labor (Middleton and Watson,
2018). While considering examples from the authoritarian policy of China, it can be easily
found in media reports that employees are being engaged in forced labor (Marschke &
Vandergeest 2016). Furthermore, in Australia, there are many examples that suggest the
involvement of forced labor, especially in organizations dealing with complex production of
electronics and ICT supply chains. On the other hand, the ideology of the organization should
be to cope up with employee issues such as overburden of job responsibilities, difficulties
during routine work practice, and other negotiations important for the workplace
environment. And this week, it is learnt that dealing with a difficult situation such as loss,
grief, and trauma in conjunction with employees is also included within the scope of
responsibilities of HR professionals. The motivation behind these professional act is to
support employees and offer them a better environment in the workplace.
In my opinion, I would be a leaders or as HR professional, it is important to talk with, the
employees regarding any difficult situation. The communication practice required in this
consideration includes maintaining empathy in tone, understanding the emotions, valuing the
cultural difference, and using appropriate body language to support in difficult situations
(Middleton and Watson, 2018).
With respect to the modern slavery act, the legalization emphasized that institute must
mandate policies to conduct human right diligence and prepare the report for subsequent
vigilance. The stakeholders must be actively engaged in reviewing the policies and enforcing
a positive workplace environment. The law is applicable not only to the local employees but
also to the expatriates if working within the organization. However, in my perspective, the act
of offering suitable working conditions to employees should also be considered within the
scope of organizational ethics.
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References:
Marschke, M. and Vandergeest, P., 2016. Slavery scandals: Unpacking labour challenges and
policy responses within the off-shore fisheries sector. Marine Policy, 68, pp.39-46.
Middleton, H. and Watson, L., 2018. First nation’s workers Alliance: A campaign against
modern slavery. Guardian (Sydney), (1832), p.4. Available at:
https://search.informit.com.au/documentSummary;dn=787273059171268;res=IELAPA
[Accessed on 6th April 2019]
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