Pakistan – National Human Rights Institutions/Ombudspersons
CHAPTER 1: National Action Plan on Business and Human Rights
1.4 | Coherence between the National Action Plan, Other Government Policies, and Pakistan’s International Commitments (page 9)
‘[…]The Action Plan calls for a rights-based approach to development planning, strengthening of the National Human Rights Institutes (NHRI), […]’
CHAPTER 2: Protect, Respect, Remedy Framework
Pillar I: State Duty to Protect Human Rights (page 15)
‘The NHRIs in Pakistan have an evolving role and special powers to protect human rights and improve Pakistan’s reporting standards internationally. In addition to the National Commission for Human Rights (NCHR), other NHRIs include the National Commission on Child Welfare and Development (NCCWD), the National Commission on the Rights of the Child (NCRC), and the National Commission on the Status of Women (NCSW). Additionally, the process is underway for the establishment of Pakistan’s National Commission on Minorities (NCM).’
CHAPTER 3: National Action Plan Priority Areas and Proposed Actions
3.1 | General Proposed Actions
- Federal (page 16)
‘2. Review framework, engage with, and build the capacity of, National Human Rights Institutions to promote and sustain effective support to the implementation and oversight of the protection, respect, and remediation of human rights in the context of business activity.
Performance indicator(s): (i) Review report; (ii) Number of capacity-building activities conducted with NHRIs in Pakistan
UN Guiding Principle(s): 3, 8, 25, 27
Relevant SDG(s): Goal 16 – Peace, Justice & Strong Institutions’
This information is also covered under Appendix 1: Implementation Plan, Proposed Action 2 designating the Ministry of Human Rights; National Commission for Human Rights; National Commission for Child Welfare and Development; National Commission on the Status of Women; National Commission on the Rights of the Child as Leading Entities, and designating the Provincial Human Rights Departments and the Provincial Labour Departments as Additional Entities (page 42).
3.2. NAP Priority Areas
3.2.2 | Anti-Discrimination, Equal Opportunity, and Inclusion
Proposed Actions
- Provincial (page 23)
‘25. Increase awareness about harassment at the workplace and gender-based discrimination, and existing reporting and remedial mechanisms, such as the Provincial Ombudsperson.
Performance indicator(s): (i) Number of awareness-raising activities
UN Guiding Principle(s): 2, 3, 8, 27
Relevant SDG(s): Goal 5 – Gender Equality; Goal 16 – Peace, Justice and Strong Institutions’
This information is also covered under Appendix 1: Implementation Plan, Proposed Action 25 designating the Provincial Women Development Departments and the Provincial Commissions on the Status of Women as Leading Entities, and designating Media, the Business Community, CSOs, NGOs & INGOs, the Information, Science and Technology Department, the Training, Management and Research Wing of the SGA&CD Department, the Provincial Public Service Commissions, the Provincial Judicial Academies, the Provincial Industries Departments, the Provincial Commerce Departments, the Provincial Labour Departments and the Provincial Information Departments as Additional Entities (page 53).
3.2.8 Access to Remedy
Proposed Actions
- Federal and Provincial (page 37)
‘68. Ensure the effective functioning of public grievance redressal mechanisms such as the Ombudsperson Offices and enhance their capacity to resolve complaints.
Performance indicator(s): (i) Development of Capacity-building Initiatives; and (ii) Number of Capacity-building Trainings
UN Guiding Principle(s): 1, 3, 27
Relevant SDG(s): Goal 5 – Gender Equality; Goal 8 – Decent Work and Economic Growth; Goal 10 – Reduced Inequalities’
This information is also covered under Appendix 1: Implementation Plan, Proposed Action 68 designating the Federal and Provincial Ombudsperson against Harassment of Women at the Workplace; Ministry of Human Rights as Leading Entities, and designating the Provincial Human Rights Departments; National Commission of Human Rights; Services and General Administration Department; Legal experts as Additional Entities (page 71).
ANNEX II: Actions Already Undertaken by Pakistan
B | Measures Relevant to NAP Priority Areas
ii. Anti-Discrimination, Equal Opportunity, and Inclusion
- Gender-Based Discrimination (page 74)
‘The Protection against Harassment of Women at the Workplace Act 2010 was passed to ensure the safety of women at the workplace. The Act requires each organization to ensure the creation of an inquiry committee to investigate and decide upon cases of harassment at the workplace. The power to investigate and decide upon cases of harassment also rests with the Federal and Provincial Ombudspersons for Harassment.’
- Sindh (page 76)
‘The Sindh Protection against Harassment of Women at the Workplace Act 2010 ensures that women are provided adequate protection against harassment at places of work. Every organization is under an obligation to create an inquiry committee to investigate and decide open cases of harassment at the workplace in accordance with the provisions of the Act. A Provincial ombudsperson has been authorized under the Act to investigate and decide upon cases of harassment.’
- Khyber Pakthunkhwa (page 76)
‘The Khyber Pakhtunkhwa Protection against Harassment of Women at Workplace Act 2018 ensures that women are provided adequate protection against harassment at places of work. Every organization is under an obligation to create an inquiry committee to investigate and decide open cases of harassment at the workplace. A Provincial ombudsperson has been authorized under the Act to investigate and decide upon cases of harassment.’
- Balochistan (page 77)
‘The Balochistan Protection Against Harassment of Women at Workplace Act 2016 provides adequate protection to women against harassment at places of work. Every organization is under an obligation to create an inquiry committee to investigate and decide open cases of harassment at workplace in accordance with the provisions of the Act. A Provincial ombudsperson has been authorized under the Act to investigate and decide upon cases of harassment.’
viii. Access to remedy (page 86)
‘In addition to judicial mechanisms, quasi-judicial bodies exist to regulate competition in business, unfair labour practices and industrial disputes. These bodies include the Ombudsperson offices in all four provinces for sexual harassment at the workplace, taxation, insurance and to address any complaints faced by the public from Federal Government Departments which include State Owned Entities.’