Page 146 - The Ethics of ASEAN

The Ethics of ASEAN

The other main area where ASEAN could fail in realising human development ethics is
the future of work.
First, human development at work is not the same as human resource development.
As we saw in the dialogues, they are two distinct concepts that describe different
aspects of societal progress and individual well-being. Yet the 2020 ASEAN Declaration
on Human Resources Development for the Changing World of Work and Its Roadmap
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limits human development to skills and capabilities for a digital and green economy.
Social progress is defined as better employment opportunities, higher income and
economic competitiveness. Inequality is not mentioned at all in the roadmap. Yet the risk
of workplace inequality is a major social risk according to a 2019 Asia Development Bank
Institute study.
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Growing disparities can entail huge social costs by undermining
individuals’ education and occupational choices, damaging
trust and eroding social cohesion, undermining the quality of
governance, and increasing pressure for inefficient populist
policies. This is because inequality is frequently associated
with rent seeking, which has a corrosive effect on morale,
societal solidarity, and fairness.

The ethics of human development in ASEAN’s future workplace needs to include the
United Nations goals of enlarging people’s freedoms and opportunities, improving their
well-being, and enabling them to lead fulfilling lives.
How can ASEAN avoid the risk of losing its human development ethics?
First, ASEAN should embrace the ethics of the “right to develop” as stated in the 2012
ASEAN Human Rights Declaration.
Second, ASEAN should take advantage of work organisations to embed human
development ethics. Organisations individualise human development at work through
career mobility opportunities, continuous learning and participating in how work is
organised. Organisations imbed ethics in organisational culture, codes of conduct and
leadership behaviour.
Third, human development at work should be reported and measured as a human net
positive result in the work experience using qualitative as well as quantitative indicators.
Work is not only measured by economic performance. It is also where aspiration, freedom,
fulfilment, opportunity, learning and meaningful contribution can be managed. Negative
human development at work can also be measured by discrimination, exclusion, mental
distress and repetitive task-based routines.

13 ASEAN Declaration on Human Resources Development for the Changing World of Work and Its Roadmap 2020
https://asean.org/wp-content/uploads/2021/08/ASEAN-Declaration-on-Human-Resources-Development-for-
the-Changing-World-of-Work-and-Its-Roadmap.pdf retrieved 29 July 2023.
14 Demystifying Rising Inequality in Asia Edited by Bihong Huang, Peter J. Morgan, and Naoyuki Yoshino © 2019
Asian Development Bank Institute https://asean.org/wp-content/uploads/2021/08/ASEAN-Declaration-on-
Human-Resources-Development-for-the-Changing-World-of-Work-and-Its-Roadmap.pdf retrieved 29 July
2023

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