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

A corrective action plan is typically imposed on suppliers by brands or auditors following a failed audit. WELL Self-Diagnostic is a supplier self-diagnostic tool — suppliers complete the self-assessment themselves and generate their own action plans, limited to three priorities at a time. The maturity framework gives suppliers visible progression rather than a pass/fail score. Suppliers who own the plan implement it. Suppliers who receive an imposed CAP manage it for the audit and move on.

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

The WELL Self-Diagnostic uses a three-level maturity framework: L1 (Planning + Intention — foundational gap, systems not yet in place), L2 (Implement + Listen — systems being built, workers beginning to experience them), and L3 (Engage + Empower — sustained performance, workers actively engaged). The framework gives suppliers and brands a shared language for tracking genuine improvement over time, not just compliance status.

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

Yes. The WELL Self-Diagnostic Tool and the WELL Survey are designed to be used together through the WOVO platform's Gap Matrix analysis. WELL Survey scores show what workers experience. WELL Self-Diagnostic levels show what systems exist on paper. The combination reveals four scenarios: corroborated gaps (act immediately), implementation gaps (systems exist but workers are not experiencing them), hidden pockets (risk not yet visible), and sustained performance (the goal state).

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.

支持工人的技術。

數據催化變革。

支持工人的技術。

數據催化變革。

供应链工人+管理团队的数字培训，以提高安全性+保护权利

支持工人的技術。

數據催化變革。

电子学习
技术+为现实而设计的内容+一线工人的需求

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

Design

支持工人的技術。

數據催化變革。

Sites examine what workers flagged — not a checklist.

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

支持工人的技術。

數據催化變革。

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

Sequential — each must be passed before the next.

支持工人的技術。

數據催化變革。

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.

支持工人的技術。

數據催化變革。

支持工人的技術。

數據催化變革。

供应链工人+管理团队的数字培训，以提高安全性+保护权利

支持工人的技術。

數據催化變革。

电子学习
技术+为现实而设计的内容+一线工人的需求

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

支持工人的技術。

數據催化變革。

Sites examine what workers flagged — not a checklist.

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

支持工人的技術。

數據催化變革。

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

Sequential — each must be passed before the next.

支持工人的技術。

數據催化變革。

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

支持工人的技術。

數據催化變革。

支持工人的技術。

數據催化變革。

供应链工人+管理团队的数字培训，以提高安全性+保护权利

支持工人的技術。

數據催化變革。

电子学习 技术+为现实而设计的内容+一线工人的需求

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

支持工人的技術。

數據催化變革。

Sites examine what workers flagged — not a checklist.

​

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

支持工人的技術。

數據催化變革。

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

支持工人的技術。

數據催化變革。

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

电子学习
技术+为现实而设计的内容+一线工人的需求

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.

Automated Action Plans
based on Worker Survey + Self Assessment Results