What does a human-rights-respecting workplace look like? Is it a workplace where people can earn a living safely and with dignity? Where harassment and violence are not brushed aside? Where workers can speak up when their rights are violated? And where health, including sexual and reproductive health, is understood as part of decent work? These were some of the questions we carried into the Business and Human Rights Capacity Building and NAP Review Workshop. Convened by the @State Department For Justice, Human Rights and Constitutional Affairs, together with the Kenya National Commission on Human Rights (@HakiKNCHR) and the Danish institute for Human Rights, the workshop brought stakeholders together to review Kenya’s National Action Plan on Business and Human Rights (NAP) and begin shaping NAP 2.0. We discussed the State’s duty to protect human rights, the responsibility of businesses to respect them, and access to remedy. But an important question emerged: How do we make sure these commitments actually reach the people they are meant to protect? 🤔 What does the NAP mean to the mama mboga in a rural community? To a young person in a gig job? To a woman experiencing harassment at work? Because a policy can be beautifully written — but its real test is what happens beyond the conference room. As the review moves forward across five thematic areas, we joined the Labour group, where discussions focused on decent work, occupational safety and health, informal and gig workers, supply chains and the protection of vulnerable workers. We brought a simple but important message: you cannot talk about decent work without talking about gender equality and sexual and reproductive health and rights. ✊🏾 What happens when a woman faces sexual harassment at work? Can we truly talk about safe and dignified workplaces if gender-based violence is not addressed? And can workers fully enjoy decent work if their health, dignity and bodily autonomy are not protected? These are not side conversations. They are workplace rights. That is why we advocated for explicit provisions on sexual harassment and gender-based violence in the world of work, aligned with ILO Convention 190, while ensuring that gender equality and SRHR remain visible in the revised NAP. This builds on our work to advance workplace SRHR and gender equality — because workplaces should not only be places where people earn a living, but spaces where people can work with safety, dignity, equality and respect. 🌱 As Kenya shapes NAP 2.0, RHNK will continue engaging to ensure workplace SRHR remains part of the human rights agenda. Because ultimately, the question is not only what the policy says. It is: who does it protect, and can they feel the difference? 💙 #NAP2 #WorkplaceSRHR #GenderEquality #ILO190 #RHNK4Impact