Case studies turn abstract human rights concepts into practice ideas that resonate with corporate practitioners. In the social sustainability context, hearing about responsible business models developed and implemented by real companies not only strikes a chord with a business audience but also motivates them to take action, whether that’s securing the budget for an awareness-raising program or exploring systematic changes in procurement practices.
This was at the heart of my contribution to a panel on creating spaces for case studies in human rights teaching earlier this week at the Teaching BHR Forum’s annual meeting. Drawing on my 10 years of experience in designing and delivering corporate training, I was invited to share my insights on the unique value real-life cases bring to corporate human rights training programs.
The audience liked it, so I thought the CORE Message readers might appreciate it too. Here are key takeaways from my talk:
1- Case studies = examples of real-world responsible business models
At CORE, we use various case studies in our human rights programs, but we especially like those developed by the Geneva Center for Business and Human Rights (GCBHR). Disclaimer: I am part of the GCBHR team and have contributed to the development of the cases as researcher and editor. I know how diligently the GCBHR team works to build trust with companies, local civil society and rightsholder groups, to thoroughly research and understand the human rights issue and the underlying root causes and to engage with different stakeholders on the ground to accurately reflect their viewpoints and the impacts on them.
The common thread in GCBHR’s case studies is that they highlight scalable business models that demonstrate human rights principles and profits can coexist. Whether it’s Trafigura’s responsible cobalt sourcing program in the DRC or Decathlon’s strategic partnership model with its suppliers in Ethiopia, these case studies revolve around a core (no pun intended!) question: How can companies manage and grow their operations while also incorporating human rights into their everyday business decisions and actions?
2- People will never forget how you made them feel: Case studies turn facts into relatable experiences
“People may forget what you said, people may forget what you did, but people will never forget how you made them feel.” This statement by Maya Angelou perfectly applies to corporate training (or teaching of any sort).
Incorporating case studies into corporate human rights training has proven to be a powerful tool. These case studies don’t just present examples—they evoke emotions and create a sense of connection. When participants see how real businesses are tackling human rights challenges, they are often more engaged and open to learning. I’ve seen firsthand how impactful this can be.
By using case studies – and complementing that with the right tone and storytelling – we are able to transform facts from a specific example into business experiences that our audience can relate to. For example, whenever I share the Decathlon partnership case with a team of procurement professionals, it sparks not only questions about the specifics of the sourcing model, but also peer conversations that then inspire peer learning. This dynamic becomes even more powerful when the case study that involves the same sourcing destination, the same commodity or even the same supplier! Watch the discussions that unfold then!
3- “If they can do it, we can do it!”: Case studies motivate practitioners
It’s well known that many business operations adversely impact human rights. There are plenty of examples of businesses violating or contribution to the violation of human rights around the world. As important as it is to underline how business can harm people and the planet, a strong corporate human rights training program should balance ‘things gone wrong’ examples with positive examples, such as those highlighting responsible sourcing models and cultural transformation programs.
Finding the right case study for the right audience takes effort. Striking a balance between good examples and negative ones adds an additional layer of complexity. Tailoring the content of human rights training programs to the specific needs of the audience is crucial for sparking emotional reactions, and hopefully, inspiration. Whether it’s procurement professionals, legal teams, or human rights officers in the audience, at CORE, we ensure that the examples we bring in resonate with their industry or function.
Corporate human rights training sessions are often the only dedicated space within a company where employees can openly discuss human rights issues. In some cases, these discussions serve as catalysts for broader organizational change, starting with something as simple as a lunch chat about a human rights concern raised during training.
Case-based learning is a must for engaging human rights training programs
At their core (oops, I did it again!), case studies in corporate human rights training are about inspiring action. They help spark critical conversations, encourage new ways of thinking about human rights in the business context, and can ultimately help lead to tangible changes in business practices that promote respect for people and the planet. When corporate professionals see that other companies are already undertaking similar efforts, it motivates them to take steps toward integrating human rights into their own operations and supply chains.
Case studies bridge the gap between theory and practice. They show that human rights are not only an ethical and increasingly a legal obligation but also an achievable goal for businesses today. Through case-based learning, we empower corporate professionals to understand that human rights are a shared responsibility—and that every individual in an organization has a role to play.
Write to me for all things human rights capacity-building: serra@peopleatcore.com
Serra for the CORE team
