PHA-Exchange> Conciliatory food for a confrontational thought

[claudio at hcmc.netnam.vn]

MORE ON THE POLITICS OF HUMAN RIGHTS 

Human Rights Reader 67

WHY ARE WE SO OFTEN CONCILIATORY WHEN WE SHOULD BE CONFRONTATIONAL?  (Part 13 
of 16 )

123. To make sense of current world problems, we too often fall back on 
a "shish-kebab mentality". This much easier and convenient approach looks at 
the various problems affecting the world as if they were all separate events 
skewed together by tragedy or destiny. So we set out to tackle the morsels
when 
the problem is in the skewer.

124. Tackling the skewer calls for: 
a)	an active effort on our part to identify the present sociopolitical 
structure(s) that lead to the major constraints at the base of the self-
generating cycles of poverty and human rights (HR) violations (= politically 
oriented causal analysis), 
b)	a comparable effort to identify and isolate the main actors or duty 
bearers (individual or institutional; public, private or corporate) responsible 
for the sorry present state of affairs --in an effort to elucidate who and what 
forces we will have to oppose or support in the formidable task of eradicating 
HR violations (= politically oriented capacity analysis), followed by, 
c)	an identification of the current methods and interventions being 
proposed and/or implemented to tackle the existing and foreseeable future 
problems related to HR violations (= politically oriented situation analysis).

125. Most interventions we see being implemented deal with the symptoms and 
immediate causes of HR violations as a final outcome. These symptoms --which we 
are relatively better at dealing with-- will continue to be a problem as long 
as actions to combat their roots do not attempt to make real basic, structural 
changes that effectively change the power base of those sectors of society that 
suffer from such violations.

126. We must keep our eyes constantly open lest --while “trying to help"-- we 
be "used" (in a national or an international context) to bolster the existing 
unfair system. Our energies may thus end up being devoted to maintaining a 
status-quo we basically want to redress.

127. It is the powerlessness of the poor and the hungry what ultimately needs 
to be reverted and that requires some bold, decisive steps to break the status-
quo. The question is, can we become catalysts in this process?

128. Governments, we know, have little genuine interest in making the needed 
structural changes and prefer to "patch-up"" the existing system.

129. In the same context, strategies to face transnational corporations and 
international financial institutions (IFIs) --also central actors in the 
potential resolution of world HR issues-- are in dire need of being revamped as 
well. For this to happen, as many as possible of the adversely affected 
governments of the South have to exert concerted pressures on these 
corporations' and institutions’ operations. Cancun was a good start in this 
direction. Being watchful and openly outspoken on issues regarding 
transnational corporations and IFIs, especially as relates to foreign debt, is 
central to a committed HR activism on our part.

130. As Paulo Freire noted: People have to be present at the historical process 
as thinking activists, not maneuvered by the Establishment thinking for them.

131. In working with people, one should always ask why things are the way they 
are --specifically avoiding to provide answers (!).  Such a methodology exposes 
felt needs, contradictions, and also politicizes the issues bringing out a 
strong sense of collective identity in people. Additionally, it cultivates any 
existing spark of political awareness into workable concrete actions, at the 
same time providing the pertinent rallying points for such action.

132. Social mobilization (also called "practical politics" by some) can indeed 
initially call for distinctly non-political issues and actions, i.e., those 
enhancing self-help measures and lobbying capabilities; but they should all end 
up placing very concrete demands.

133. One should start with small, attainable goals, i.e., organizing 
unpretentious local voluntary work, posing relevant questions-to or making 
specific demands-from authorities and duty-bearers. This, by itself, is a giant 
step forward. The existing discontent and anger can be mobilized creatively and 
can be used as a force to start proposing some structural changes.

134. Social mobilization ultimately leads to a process of empowerment and to 
some degree of control of the situation(s) through building confidence in the 
ability to act and make a real measurable and observable difference.

135. Networking: Working together and organizing and coordinating work with 
others is of paramount importance in the process of empowerment. It helps 
create necessary support systems. Networking can also link together, in 
coalitions, a number of dispersed, existing single issue constituencies, be it 
around limited or more general strategic or tactical HR objectives and be it 
temporarily or permanently. This facet of organization can be particularly 
relevant and positive in the First World, where single-issue constituencies 
have become very vocal and visible (e.g., environment, women's rights, consumer 
rights, anti-nuclear, etc.).

136. Also, do not skip critically analyzing the role of particular NGOs (some 
of you may work for them) working (or not working) on human rights issues. In 
last instance, ask yourself if those NGOs are working for or against the best 
interest of the people. Ultimately, our responsibility to the marginalized is 
not to go in and "do for them’, but to help-remove-the-obstacles-preventing-
people-from-providing-for-themselves. It is not for us to go into other 
countries and "set things right".

137. So, do not rely on others doing these kinds of things; speak up! Be 
counted! Each one of us must speak up and act at our very own levels. Every bit 
helps.

138 Keep asking: why? Constantly expose and denounce contradictions you find in 
your analysis of specific situations and, most of all, do not be intimidated. 
The "silent majority" is probably behind you on most issues, and certainly in 
HR issues. We need to become change agents and effective advocates for social 
change and HR --leaving old fears behind.

139. Finally, never forget that doing our technical work better and putting in 
place more and more efficient training, management and supervision only diverts 
the attention from the more basic political/structural issues which we have to 
address if we are serious about wanting to do away with HR violations as a 
constant sign of inequity. Efficiency is important. But not if only applied to 
the more technical aspect of combating these violations.

Claudio Schuftan, Ho Chi Minh City
claudio at hcmc.netnam.vn



------------------------------------------------------------------
This mail sent through Netnam-HCMC ISP: http://www.hcmc.netnam.vn/