What is WOVO Improve?

WOVO Improve is a digital self-assessment and action-planning platform designed to help suppliers identify gaps in systems and practices, prioritize corrective actions, and track improvement over time. It translates insights from worker feedback and assessments into structured, supplier-owned follow-up.

How does WOVO Improve use worker feedback from the WELL Survey?

WOVO Improve is aligned to the same indicators as the WELL Survey. Gaps identified through worker feedback can be directly reflected in Improve, enabling suppliers to prioritize actions that respond to real worker-reported risks and track progress against those issues.

Who uses WOVO Improve, and who owns corrective actions?

WOVO Improve is primarily used by supplier management teams. Suppliers own their assessments, action plans, and follow-up, while brands and buyers can use the system to support, monitor, and prioritize engagement based on risk and progress.

How is WOVO Improve different from traditional corrective action plans (CAPs)?

WOVO Improve is a digital, scalable system designed to respond directly to worker-reported data. Unlike traditional CAPs that are static, manual, and tied to audit cycles, Improve is automatically informed by worker survey results, making improvement worker-driven rather than audit-driven. Improve focuses suppliers on a small number of priority actions—typically three at a time—meeting suppliers where they are and enabling realistic, sustained follow-through rather than overwhelming them with extensive action lists.

How does WOVO Improve support human rights due diligence (HRDD)?

WOVO Improve supports HRDD by documenting how risks are addressed over time, strengthening supplier systems, and providing evidence of follow-up and improvement. It helps companies move from risk identification to effective mitigation and prevention.

How does WOVO Improve track progress over time?

Improve allows suppliers to update actions, record progress, and revisit assessments periodically. This makes it possible to see whether systems are strengthening, whether actions are completed, and where additional support or engagement is needed.

How does WOVO Improve work alongside audits and brand oversight?

WOVO Improve complements audits by focusing on system maturity and follow-up between audit cycles. Brands can use Improve to support suppliers with targeted interventions, training, and engagement, while maintaining visibility into progress without replacing existing oversight processes.

What is Labor Solutions?

Labor Solutions is a technology company and social enterprise focused on worker-centered human rights due diligence. Founded in 2013 in Singapore, it deploys the WOVO platform — including worker voice surveys, grievance mechanisms, eLearning, and supplier improvement plans — to engage and educate workforces globally, particularly within complex supply chains. Labor Solutions serves 3.8 million+ active workers across 180+ countries in 41+ languages for brands including adidas, Nike, H&M, Dell, Cisco, and Diageo.

What is Human Rights Due Diligence (HRDD)?

Human rights due diligence (HRDD) is the process companies use to identify, prevent, mitigate, and address adverse human rights impacts in their operations and supply chains. It requires ongoing risk assessment rather than one-time compliance checks. HRDD is grounded in the UN Guiding Principles on Business and Human Rights and is reflected in binding regulations such as the EU Corporate Sustainability Due Diligence Directive (CSDDD), Germany's Supply Chain Due Diligence Act (LkSG), France's Duty of Vigilance Law, and similar frameworks globally.

Are audits sufficient for human rights due diligence?

Audits alone are not sufficient for effective human rights due diligence. While audits can identify certain risks at a point in time, they often miss ongoing or hidden issues and do not provide continuous insight into workers' lived experiences. Effective HRDD requires ongoing worker engagement, accessible grievance mechanisms, and systems that track issues and remediation over time.

How does Labor Solutions support CSDDD compliance?

Labor Solutions helps organizations meet EU CSDDD requirements by providing worker voice surveys that collect ongoing evidence of worker conditions, UNGP Principle 31-aligned grievance mechanisms (WOVO Connect), supplier self-assessment and action planning tools (WOVO Improve), and auditable case management that documents risk identification, remediation, and outcomes over time.

How does Labor Solutions differ from EcoVadis?

Labor Solutions is purpose-built exclusively for worker voice and worker-centered HRDD since 2013. EcoVadis is primarily a supplier sustainability rating platform that entered the worker voice space in 2024 through the acquisition of Ulula. Labor Solutions reaches 3.8 million+ active workers directly through a dedicated worker app and multi-channel access, with validated survey methodology and case-managed grievance mechanisms used by adidas, Nike, H&M, and others to meet CSDDD obligations.

What is the WELL Survey?

The WELL Survey is Labor Solutions' validated worker survey methodology, designed specifically for supply chain environments. It collects primary human rights risk data directly from workers including working conditions, recruitment fees, health and safety, discrimination, and freedom of association. Results are reported with demographic disaggregation and risk classification aligned to international standards including the UN Guiding Principles on Business and Human Rights.

What is WOVO Connect?

WOVO Connect is Labor Solutions' operational grievance mechanism, aligned to UN Guiding Principles Principle 31. It allows workers to submit concerns via app, SMS, QR code, or IVR. Cases are tracked, assigned, and resolved through a structured case management workflow with full audit trail. It is used by brands including adidas across 400,000+ workers to meet CSDDD and LkSG grievance mechanism obligations.

What does CSDDD require for grievance mechanisms in supply chains?

The EU Corporate Sustainability Due Diligence Directive (CSDDD) requires companies to establish or participate in effective operational-level grievance mechanisms that allow workers and affected stakeholders to raise concerns about adverse human rights and environmental impacts. These mechanisms must be accessible to all affected stakeholders, protect against retaliation, and be aligned with the effectiveness criteria in UN Guiding Principles Principle 31. Companies must also provide or cooperate in providing remediation where impacts have occurred. WOVO Connect is Labor Solutions' grievance mechanism designed to meet these requirements.

How does worker voice support LkSG compliance?

Germany's Supply Chain Due Diligence Act (LkSG) requires companies to implement a complaints procedure accessible to workers and communities in their supply chain, assess human rights risks on an ongoing basis, and take preventive and remediation measures when risks are identified. Worker voice tools support LkSG compliance by enabling companies to collect direct evidence of working conditions from workers, identify risks before they escalate, document the effectiveness of grievance channels, and demonstrate active ongoing engagement with their supply chain workforce.

What is WOVO Improve?

WOVO Improve is Labor Solutions' digital supplier self-assessment and action planning platform. It allows suppliers to assess the maturity of their labor rights and due diligence systems, generate automated improvement action plans based on assessment results, and track remediation progress over time. It closes the loop between worker survey findings and supplier-level change — creating documented evidence of HRDD effectiveness that brands can use for CSDDD and LkSG reporting.

What is the difference between a worker voice tool and a whistleblower hotline?

Worker voice tools like WOVO Connect are designed for supply chain workers to raise day-to-day concerns, access training, respond to surveys, and engage with grievance processes at the factory level. They are accessible via app, SMS, QR code, or IVR, and built for low-literacy, low-trust contexts. Whistleblower hotlines are typically phone-based channels for reporting serious legal violations within a company. Global helplines can satisfy a regulatory checkbox under CSDDD or LkSG but rarely work in practice for supply chain workers, who need embedded, trusted, local-language channels built for their reality.

Which industries and sectors use Labor Solutions?

Labor Solutions is used across apparel and footwear, electronics, fast-moving consumer goods, agriculture, seafood, and retail supply chains. Clients include global brands such as adidas, Nike, H&M, Dell, Cisco, HP, Diageo, Carter's, Puma, OVS, and Decathlon. Labor Solutions tools are deployed wherever complex, multi-tier global supply chains require ongoing worker engagement, human rights due diligence, and compliance with CSDDD, LkSG, or other emerging HRDD frameworks — particularly across Asia, Africa, and Latin America.

WELL

Self- Diagnostic Tool

Workers tell you what's happening.
The Self-Diagnostic Tool Tells you Why — and if the site can catch it, stop it, or fix it.

Management examines the systems behind what workers reported

Site teams answer structured questions about the systems, policies + practices behind what workers reported.

Don’t stop at measurement.
Empower suppliers to turn feedback into action.

Design

A Focused Risk- Based Approach

Sites examine what workers flagged — not a checklist.

The SDT is triggered by the highest risk found by the worker survey.

Sites stop at the level that reflects where they are today

Three maturity levels: Planning + Intention, Implement + Listen, Engage + Empower.

Sequential — each must be passed before the next.

Integrated Reporting
Two sources, one finding — stated against standards regulators already recognize

Workers report their experience. Sites document their systems. The two combine into one finding, stated against a named international standard.

WELL Intelligence

Report

Automated Action Plans
based on Worker Survey + Self Assessment Results

Action Plans

Labor Solutions Manages End-to-End Implementation

Deploy Throughout Complex Value Chains with Ease

Deploy

Improve

What Is Worker Voice — and Why Audits Can't Replace It

Two construction workers in high-visibility vests and hard hats meet with a corporate team in a boardroom, illustrating the business case for worker engagement with boards, procurement teams, and sustainability directors.

WELL

Self- Diagnostic Tool

Workers tell you what's happening.
The Self-Diagnostic Tool Tells you Why — and if the site can catch it, stop it, or fix it.

Management examines the systems behind what workers reported

Site teams answer structured questions about the systems, policies + practices behind what workers reported.

Don’t stop at measurement.
Empower suppliers to turn feedback into action.

A Focused Risk- Based Approach

Sites examine what workers flagged — not a checklist.

The SDT is triggered by the highest risk found by the worker survey.

Sites stop at the level that reflects where they are today

Three maturity levels: Planning + Intention, Implement + Listen, Engage + Empower.

Sequential — each must be passed before the next.

Integrated Reporting
Two sources, one finding — stated against standards regulators already recognize

Workers report their experience. Sites document their systems. The two combine into one finding, stated against a named international standard.

Automated Action Plans
based on Worker Survey + Self Assessment Results

Labor Solutions Manages End-to-End Implementation

Deploy Throughout Complex Value Chains with Ease

Read More About How Improve is Building Supplier Capacity

What Is Worker Voice — and Why Audits Can't Replace It

The Business Case for Worker Engagement: What Boards, Procurement Teams, and Sustainability Directors Need to Know

Worker-Driven Due Diligence Is Not a Project. It's a Practice.

FAQs

How is the WELL Self-Diagnostic Tool different from a corrective action plan (CAP)?

What does the WELL Self-Diagnostic maturity framework look like?

Does the WELL Self-Diagnostic Tool work alongside the WELL Survey?

ABOUT

WELL

WOVO

INSIGHTS

WELL

Self- Diagnostic Tool

Workers tell you what's happening. The Self-Diagnostic Tool Tells you Why — and if the site can catch it, stop it, or fix it.

Management examines the systems behind what workers reported

Site teams answer structured questions about the systems, policies + practices behind what workers reported.

Don’t stop at measurement. Empower suppliers to turn feedback into action.

A Focused Risk- Based Approach

Sites examine what workers flagged — not a checklist.

​

The SDT is triggered by the highest risk found by the worker survey.

Sites stop at the level that reflects where they are today

Three maturity levels: Planning + Intention, Implement + Listen, Engage + Empower. Sequential — each must be passed before the next.​

Integrated Reporting Two sources, one finding — stated against standards regulators already recognize

Workers report their experience. Sites document their systems. The two combine into one finding, stated against a named international standard.

Automated Action Plans based on Worker Survey + Self Assessment Results

Labor Solutions Manages End-to-End Implementation

Deploy Throughout Complex Value Chains with Ease

Read More About How Improve is Building Supplier Capacity

What Is Worker Voice — and Why Audits Can't Replace It

The Business Case for Worker Engagement: What Boards, Procurement Teams, and Sustainability Directors Need to Know

Worker-Driven Due Diligence Is Not a Project. It's a Practice.

FAQs

How is the WELL Self-Diagnostic Tool different from a corrective action plan (CAP)?

What does the WELL Self-Diagnostic maturity framework look like?

Does the WELL Self-Diagnostic Tool work alongside the WELL Survey?

ABOUT

WELL

WOVO

INSIGHTS

Workers tell you what's happening.
The Self-Diagnostic Tool Tells you Why — and if the site can catch it, stop it, or fix it.

Don’t stop at measurement.
Empower suppliers to turn feedback into action.

Three maturity levels: Planning + Intention, Implement + Listen, Engage + Empower.

Sequential — each must be passed before the next.

Integrated Reporting
Two sources, one finding — stated against standards regulators already recognize

Automated Action Plans
based on Worker Survey + Self Assessment Results