2022 was a pivotal year for supply chain human rights due diligence . Globally, governments, investors and consumers are demanding more corporate accountability for human rights. These new mandates have increased global awareness of the importance rigorous programs protect and monitor human rights throughout supply chains and highlighted the faults of many existing tools. At Labor Solutions, we are energized by the global wake up call. We saw new stakeholders come to the table to discuss the social impact of businesses and salient human rights issues effecting supply chains. Labor Solutions’ tried and tested tools proved to be key to helping companies reach and go beyond new due diligence requirements. As a result, our business doubled. Labor Solutions Tools Are Now In the Hands of More Workers Than Any Other Tool in the Industry Labor Solutions tools are unique in the industry. Our subscription model means, once implemented, workers have ongoing, unlimited access to tools to help them be heard, empowered and provide them with access to key information. Now 1.5 million workers have active access to our tools. Over 90% of clients return annually. And in 2022 a majority of Labor Solutions’ clients increased the number of sites and workers covered by WOVO . As a result, by the end of 2022, more workers around the world feel heard and are educated, protected, and respected at their workplaces. A million workers now have access to safe and anonymous channel to ask a question, give a suggestion or report a concern. Over 250,000 cases were closed with a 88% satisfaction rating. Nearly 150,000 learning sessions were completed on rights and responsibilities, professional growth and personal wellbeing (on WOVO-- even more were completed outside of WOVO through our partners) Surveyed over a million workers globally 24 New Courses from Partners and Industry Leaders Added in 2022 Labor Solutions partnered with organizations like Better Work , FiftyEight , the Ethical Trade Initiative, ICRW and Arup + Kindling to digitizing courses, reducing duplication and amplifying industry-leading content. Labor Solutions released 24 new eLearning courses, including a set of core eLearning courses on Fair Working Conditions , Gender Equity , Responsible Recruitment and customized eLearning, equipping workers with necessary knowledge to be safe at workplace. Proven, Local Results: Our Favorite Case Studies from 2022 We pride ourselves on being able to provide global data, and local results. By educating and empowering individual facilities, direct, impactful change is being made on the ground. We heard lots of stories of success this year, our team gathered to discuss some of our favorites. Read our discussion here . 75% More Workers Returned to Factories Using WOVO after Factory Closures in Vietnam Burmese Garment Workers Want to be Heard, Finds Several Labor Solutions’ Surveys Educating Workers on Rights and Responsibilities is Key to a Functioning Grievance Mechanism Easier to Use, Simplified Design to Support Massive Scale: 2022 Product Updates To help our clients scale and meet the global mandates, in 2022, Labor Solutions focused on building systems, data sets and tools to help clients scale to thousands of supplier sites and cover millions of workers. Read how our team improved access to reach more workers across a more diverse population, added security features to protect workers in high-risk places, added data filters to help users understand specific demographic needs and more. What’s Ahead for 2023: Going Deeper into the Supply Chain to Reach More Workers + Integrating Data with ESG to Effect More Change In 2023, Labor Solutions continues to be committed to our mission to reduce supply chain risks by educating, connecting and engaging workers and suppliers. We believe stakeholders at all levels have a role to play in creating real change for workers. That's why we've built tools that engage all parties. We know in order to drive change the right people have to have the right data. To that end, in 2023, we'll focus on building more data connections and pathways to make integrating our data into ESG and traceability platforms and datasets easier, like we have with our partners Open Supply Hub . We'll also continue our thought leadership to define and measure the “S” in ESG and help investors, buyers and others define the role of worker engagement and voice in ESG. While we've made great strides in amplifying the voices of workers. Millions of workers and stakeholders go unheard. In 2023, we'll focus on digging deeper into the supply chain to capture the voice of everyone, through projects like our current partnership with Rainforest Alliance ’s LandScale Project. Data is a starting place, but data isn't enough. So, as we have for the last decade, in 2023, Labor Solutions will continue to go beyond technology and ensure successful and sustainable implementations through advisory services aimed at supporting and enabling social eco-systems. Our goal is to not only help companies meet corporate due diligence laws but to affect change and improve lives. We look forward to continued innovation and expansion in 2023. As always, we are thankful for our brand, supplier and multi-stakeholder partners who have supported our success thus far. Labor Solutions, an impact-focused business, leverages technology to connect , engage and educate workers to build resilient supply chains. Over a million and a half workers in 25 countries have access to Labor Solutions’ worker engagement platform, WOVO .

Increasingly legislation is requiring grievance mechanisms for global value chains. Effective grievance mechanisms are critical for worker safety, but implementing one can be challenging. HRDD regulations, like the German Supply Chain and Due Diligence Act (LkSG) and the European Union's Corporate Sustainability Due Diligence Directive (CSDDD) , t he US National Action Plan have provided clear guidelines on complaints procedures. These guidelines are all based on the UNGPs and OECD Guidelines, which require companies have effective grievance collection tools and access to remedy for all value chain stakeholders. UNGP provides guidance on effective grievance mechanisms from design, operation, and evaluation. You can find out more about the guidance here and its explanatory addendum here . What is a Compliant + Effective Complaints Process? Even though the different HRDD regulations have different requirements in the complaint process as they stemmed from the same guiding principles – the requirements below excerpted from the LkSG’s sections 8 and 9 with additional guidance provided by German's Federal Office for Economic Affairs and Export Control (BAFA) can be used as general complaint process requirements. The CSDDD has not yet finalized nor implemented through national legislation. Check out our guidelines on CSDDD here . General Requirements: 📜 Every company must have a complaints procedure. Companies should ensure that their suppliers—and their suppliers' suppliers—also have a complaints procedure. 🌐 The complaints procedure must be accessible by internal and external persons. This can be achieved through several different channels/mechanisms or one single tool. 🌍 Coverage should include reports of human rights or environmental risks or violations. 🔍 The scope of mechanisms must cover risks and violations from the company’s own operations or their direct or indirect supply chain. 📢 Rules of the procedure should be published publicly. These requirements can be satisfied by an internal procedure, participating in an equivalent external procedure, or combining internal and external complaints procedures. The Objectives of an Effective Complaints Process An effective complaints process should fulfill two objectives: to provide an early warning for issues before harm is caused and to provide quick and effective remedies for people impacted. While the UNGPs generally require effective grievance and remedy, recent HRDD laws seek to make buyers more responsible for their supply chains and add specific requirements for channels that workers and impacted people can use to report rights issues and risks. In the case of LkSG, the administrator has been clear that the operational-level grievance mechanism of a supplier – the supplier’s own internal grievance mechanism – is not sufficient to satisfy the requirement that buyers have a complaints process. This has the potential to lead to complex situations in facilities with more than one HRDD buyer, and in general buyers and brands may benefit from seeking out collective or collaborative complaints mechanisms. Effective mechanism create change, read how one brand changed how they collected grievances and were able to reduce audits. Distinguishing Complaints Processes, Grievance Mechanisms, and Whistleblower Lines Complaints processes, operational-level grievance mechanisms, and whistleblower channels all connect aggrieved or impacted parties to communication channels that they can use to seek effective resolution of workplace issues. HRDD complaints processes are accessible to stakeholders throughout the value chain, whereas traditional grievance mechanisms are internal to one company and its operations. Whistleblower protections also extend beyond one organization, but generally intend to protect reporters of potential illegal activities. These processes can be integrated if the target groups are able to access it, and appropriate resources and remedies (if applicable) are accessible. 🧸 Toys : Ethical Toy Program Worker Helpline 👗 Textiles/Clothing : Fair Wear Foundation Complaints Mechanism, RMG Sustainability Council Occupational Safety and Health Complaints Mechanism 🚗 Automotive : Pilot project sector dialogue: automotive industry 💍 Jewellery : Responsible Jewellery Council Complaints Mechanism 🛒 Trade : Ethical Trading Initiative Alleged Code Violation Procedure 🛠️ Employees’ Rights : Fair Labor Association Third Party Complaints Process 🌴 Palm Oil : Roundtable on Sustainable Palm Oil ⛏️ Minerals : Responsible Minerals Initiative Grievance Mechanism Labor Solutions’ HRDD Starter Kit to simplify the Value Chain Complaints Process Brands and buyers subject to HRDD laws (including LkSG or CSDDD) need a grievance or complaints procedure that covers all of their value chains. Those who are not part of a multi-stakeholder or cross-sectoral initiative need to consider scalable solutions that meet the HRDD requirements and connect supply chain partners effectively to ensure that issues are addressed. With more than seven years of experience creating and deploying tech-driven and worker-focused supply chain solutions, our HRDD Starter Kit for brands, Labor Line , provides a user-friendly and accessible tool that satisfies the UNGPs and HRDD requirements. From one dashboard your team can manage any report, question, or case that is submitted, track and tag progress to categorize common issues and find root causes, and create a documented trail of communication from investigation to resolution and remedy. With the analytical power of the WOVO Global Dashboard, your team will receive insights into the industry, geographic and supplier-specific risks, and the effectiveness over time of prevention and remedy efforts. The requirements under different human rights due diligence and reporting legislation vary in specificity and intention, so will be necessary to look at each law as it relates to your company and operations and value chain. Contact us to discuss your specific needs and our team of experienced industry and human rights experts will help you find the solution that works for you.

In developing the WOVO platform to address supply chain social sustainability, a primary emphasis was placed on the seamless integration of our tools. Our primary stakeholders; workers, suppliers, and brands already utilize various software and applications. WOVO needed to be simple, useful, and be a centralized hub of information. WOVO's four flagship tools are; WOVO Educate, WOVO Connect, WOVO Engage, and WOVO Improve.  Together these tools provide suppliers and brands with worker engagements, insights on their supply chain, and improvement plans for their social issues within their value chains. Coupled with our experienced implementation and advisory team WOVO has become one of the most trusted platforms by the workers in the industry, an all-in-one solution for suppliers and brands to improve their social and human rights performance. To maximize efficiency, use all WOVO’s tools together. Here’s how: Listen to Your Workers + Fix Issues WOVO Connect is the tool that enables suppliers (direct employers of the workers) and brands to listen to worker voices + get insights into value chains. Workers can anonymously voice their concerns through various communication channels (app, WeChat, WhatsApp, SMS, browser) of WOVO Connect and suppliers then can manage and action these concerns easily through a case management dashboard, which enables an auditable trail of communications plus powerful analytics. Brands, on the other hand, see data from WOVO Connect on their global dashboard, enabling real-time + transparent aggregated data of worker voices to identify issues early and to provide support to suppliers for remedy + prevention. Coupling WOVO Connect with WOVO Educate can drastically increase its efficiency, both to increase engagement and to prevent issues. In 2022, an Indonesian footwear manufacturer started implementing eLearning lessons for workers on “Understanding Grievances” and “Workplace Health + Safety”. The lessons explained health and safety standards and the importance of workers speaking up to help solve issues quickly. Immediately, Connect’s utilization increased—there was a 50% increase in the number of health and safety messages and reports; including reports of smoking, the need for new protective gloves, and insect infestations. The following quarter saw a 124% increase in the number of health and safety reports, indicating that the workers now understand and trust the grievance mechanism. WOVO Connect is more than a grievance management platform. The worker feedback can be an early indicators of larger issues within the production line. Deploying a targeted survey using WOVO Engage around the issue can provide more insights and understanding of the issues. For example, a factory in Vietnam receiving complaints about the canteen food decided to proactively reach out to workers and ask targeted questions to gain a better understanding. Armed with more information via WOVO Engage, the factory was able to increase workers’ satisfaction by 25% and increase production by 15% due to the complete elimination of absenteeism due to food-borne illness. Leveraging Worker Surveys to Prevent + Improve Social Issues WOVO Engage is a worker survey tool that is designed specifically for complex supply chains; enabling brands and suppliers to 1) design worker surveys based on localized risks, 2) deploy the surveys through WOVO’s multiple channels 3) get access to workers' opinions directly and 4) easily build reports + share with stakeholders. WOVO Engage ultimately gives real-time, structured feedback + insights from workers to make improvements around their wellbeing. Our standardized surveys such as; Nike’s Employee Engagement & Wellbeing Survey and Social and Labor Convergence Program (SLCP) Worker Engagement surveys give consistent + comparable data for benchmarking. During the economic downturn, an apparel manufacturer was facing challenges in meeting workers’ compensation satisfaction. Despite the recent increase in wages, the manufacturer was still receiving low scores from the workers in their standardized surveys. We co-designed a targeted survey to gather specific information on compensation and personal/family needs; aiming to capture not just monetary benefits, but also additional benefits + resources to aid workers facing these challenges. The survey showed that the workers lacked financial knowledge and faced high financial costs with childcare. Through WOVO Educate, the factory launched a financial literacy program, covering topics on savings, managing expenses, financial planning + more. These improvement actions + factory's commitment to open a child-care center resulted in a 23% increase in workers’ compensation satisfaction and an overall increase in their financial savings + planning. [ Read how one factory used WOVO Engage + WOVO Educate to reduce fire safety accidents by 80% ] Worker Surveys combined with WOVO Connect can also result in improved worker well-being and improved compliance with new Human Rights Due Diligence (HRDD) regulations. A factory in India conducted a survey and saw that 30% of the workers noted that the workplace negatively affected their health. A further inquiry revealed that the low workstations were the root cause, but the workers were too hesitant to report the issues. The factory immediately made ergonomic improvements at the workstation and implemented WOVO Connect. It was set up as a highly accessible and safe channel for workers to speak about their concerns directly with the management. Six months after these improvements,the factory saw a 44% reduction in the reporting of negative health impact and 33 points increase in their health and safety satisfaction. An Ecosystem of Tools to Engage, Connect, Educate, and Improve Worker's Lives By using this ecosystem of tools in combination WOVO can provide you with more effective usage of the grievance mechanisms, more transparent + accurate data, and a better understanding of the issues happening within your value chain. The integrated tools can also help you prevent further risks and take action to communicate and make improvements with the workers. These contextualized data are also used in our automated improvement plans provided to the suppliers through WOVO Improve. The suppliers are given a customized plan with a checklist of to-dos, access to resources via the marketplace, and recommended specific eLearning lessons to make improvements. If suppliers need support, our advisory team will provide hands-on consultation to make meaningful changes in their production lines, ultimately improving workers’ lives and increasing businesses’ bottom line. [ Read how WOVO can contribute to sizeable economic returns for businesses. ]

2023 has been a year filled with client success and regulatory change. In 2023 Labor Solutions reached more workers than ever. We built new partnerships and launched updated products. Meanwhile, HRDD laws continue to emerge and take shape globally. Here are our top reads of 2023; Top Case Studies of 2023 Worker Survey: Capturing the Voice of Community Stakeholders with Rainforest Alliance Labor Solutions' tools have proven effective globally - spanning manufacturing, packaging, and mining supply chains. This collaboration with LandScale, led by Rainforest Alliance and partners, integrated human rights and development data in worker survey data sets. WOVO Engage was deployed across whole geographic regions, not just specific agricultural supply chains and facilities. Read more Educating Workers on Rights + Responsibilities Key to a Functioning Grievance Mechanism In 2020, an Indonesian footwear manufacturer introduced WOVO Connect , a grievance management tool. While widely used for inquiries about leave, production targets, and salaries, it saw limited messages to the human resource team regarding health, safety, and other critical issues. In 2022, we deployed an eLearning course on "Understanding Grievances and Health + Safety" - which led to a 50% immediate increase in health and safety reports, followed by a notable 124% surge the next quarter, signaling heightened worker trust in the system and management. Read more Supporting Workers’ Financial Needs — How One Company Saw a 23% Increase in Worker Satisfaction Facing challenges in worker compensation satisfaction during an economic downturn, an apparel manufacturer undertook targeted surveys focusing on compensation and personal/family needs. The findings revealed that over 80% of workers didn't plan before significant purchases and high childcare costs hindered family members from working. To address these issues, a financial literacy program via WOVO Educate was initiated - the outcome was a substantial 23% increase in workers' compensation satisfaction. Read more Top Reads of 2023 EU Directive on Corporate Sustainability Due Diligence (CSDDD): A Practical Guide for Businesses The EU Directive on CSDDD, commonly called the “EU Directive on Due Diligence” is a regulation that requires businesses to identify, prevent, mitigate, and account for the potential adverse human rights and environmental impacts of their operations and value chains. Read More Labor Solutions Approved as SLCP's WE-Tech Service Provider SLCP, t he Social and Labor Convergence Program , i s an industry initiative to harmonize the collection of data on working conditions and reduce the social audit burden. This year, SLCP is adding the ca pability for worker surveys  call ed WE-Tech, or worker-engagement technology, and strongly encourages it to be included in their supplier assessment. Read More Building an Effective Worker Survey Tools for Supply Chain Workers How we built an industry-leading tool and the collection of feedback from millions of workers - never needing to close a survey without reaching the determined sample size in the past decade. Read More ------------------------------------------------------------------------------------------------------ Labor Solutions,  a women-owned and -led impact-focused business, leverages technology to build resilient supply chains by connecting , engaging  and educating  workers. Over 1.8 million workers in 28 countries use Labor Solutions’ worker engagement platform, WOVO Engage .  Labor Solutions’ advisory services focus on building healthy social eco-systems within companies with global supply chains that engage workers, suppliers and buyers and support and facilitate responsible business practices and protection of human rights.

Empowering Workers through Labor Line and eLearning in Vietnam, Myanmar, Indonesia, and Cambodia Ensuring all stakeholders in the supply chain are aware of their rights and responsibilities is crucial for fostering a fair and transparent working environment. Labor Solutions partnered with a global fast moving consumer brand to implement a comprehensive program combining the Labor Line and WOVO eLearning modules across Vietnam, Myanmar, Indonesia, and Cambodia. The initiative increased the reporting and resolution of worker grievances and strengthened the overall engagement and trust within the workforce. Getting Started: Building trust and stakeholder engagement Alignment with Client’s Code of Conduct : Our first step was to ensure that all protocols met both corporate and regulatory standards. This alignment was critical to maintaining the integrity and effectiveness of the program. Supplier Training : We conducted a series of training sessions for suppliers to help them understand the process and their roles in the implementation. Clear goals were set for both suppliers and worker eLearning outcomes. Communication Campaign : To announce the program to workers and clearly communicate how a case would be handled, we distributed posters and videos in the facilities. This ensured that the information was accessible and understandable to all employees. Rights + Responsibilities eLearning Modules Labor Solutions has seen in other programs that education was key to a functioning grievance mechanism. Therefore, we encourage our client to implement Labor Solutions’ Rights + Responsibilities eLearning Modules in conjunction with Labor Line. Workers were provided with access to comprehensive Rights and Responsibilities eLearning modules. These modules were designed to educate them about their rights and how to report grievances effectively. The modules included: 🏭Working conditions   🦺 Occupational Safety and Health (OSH)   🤝 Freedom of association and collective bargaining   🚫  Forced labour, child labour, and minimum age   ✋ Discrimination and elimination of violence at work User Experience To maximize engagement and accessibility, we focused on the following key areas: Worker Access to eLearning Modules : Workers were provided with access to comprehensive Rights and Responsibilities eLearning modules. These modules were designed to educate them about their rights and how to report grievances effectively. Supplier Access to HRDD eLearning Modules : Suppliers were given access to Human Rights Due Diligence (HRDD) eLearning modules to ensure they understood their obligations and how to manage worker grievances effectively. Anonymity and Accessibility : The program ensured anonymity and was accessible through various channels, including mobile applications and on-site kiosks. This encouraged more workers to voice their concerns without fear of retaliation. Multi-Lingual Support : To cater to the diverse workforce, the eLearning modules and reporting tools were made available in multiple languages, ensuring that language barriers did not impede participation. Multi-Channel Access : Workers can access Labor Line via WhatsApp, Text, Call, WeChat and QR code Outcomes and Benefits The program has yielded significant positive outcomes and benefits: High Engagement Rates : 65% of the worker population completed the eLearning modules, and 100% of suppliers completed the HRDD eLearning modules. Improved Grievance Handling : 83% of cases were handled directly by suppliers with Labor Solutions' oversight, reducing the number of cases elevated to the brand. This improvement is attributed to the effective training provided to suppliers. Increased Worker Participation : Workers were 6x more likely to submit a case after completing the eLearning modules . This increase in participation indicates that workers felt more empowered and confident in the grievance process. Real-Time Data and Reporting : The implementation of real-time data and reporting systems allowed for the generation of monthly reports detailing grievance types, handling progress, and trends. These reports were instrumental in driving continuous improvement efforts. Conclusion The implementation of the Labor Line and eLearning tools in Vietnam, Myanmar, Indonesia, and Cambodia has significantly improved the awareness and engagement of workers and suppliers regarding their rights and responsibilities. By ensuring that all stakeholders are well-informed and equipped to handle grievances effectively, we have fostered a more transparent, fair, and supportive working environment. At Labor Solutions, we are committed to continuing our efforts to improve worker conditions and enhance supplier capabilities. Our success in these countries demonstrates the potential for broader application and the positive impact of comprehensive education and support programs.

Labor Solutions worked with a client to implement Labor Line in Mexico, China, Vietnam, and Indonesia. This initiative aims to enhance the reporting and resolution of worker grievances, ensuring a safer and more compliant working environment. Why Labor Line? Labor Line was developed to address the critical need for a robust grievance reporting mechanism within our global supply chain. The primary objectives include: Ensuring compliance with international labor standards. Improving workplace conditions through efficient grievance resolution. Providing a reliable and anonymous platform for workers to voice their concerns. Ensuring supplier collaboration. Certain case types were sent directly to suppliers to resolve with Labor Solutions oversight.   Implementation Process The implementation of Labor Line always follows a structured approach to ensure its effectiveness and alignment with both corporate and regulatory standards. Alignment with Client’s Code of Conduct: Labor Line protocols were developed to meet corporate and regulatory standards, ensuring alignment with the client's Code of Conduct. Training for Suppliers:  A series of comprehensive training sessions were conducted for suppliers to help them understand the process and their roles within it. Awareness Campaign: Posters and videos were distributed across the facilities to announce the program to workers and clearly communicate how grievances would be handled. User Experience Labor Line was designed with user accessibility and anonymity as key priorities to encourage worker participation and trust. Anonymity: Workers can report grievances anonymously, ensuring their safety and encouraging open communication. Multi-Lingual Support:  The system supports multiple languages, making it accessible to a diverse workforce. Multi- Channel Support: Workers were able to contact Labor Line via phone call, SMS and WhatsApp. Transparent Case Management : all cases are first collected by the Labor Solutions team who triages and assigns the case to the appropriate party to follow up. Once assigned each managing party can access the case from their dashboard and manage responses, upload supporting documents and more. Labor Solutions maintains oversight the whole time. Direct Employer/Supplier Inclusion: Most cases (after assessing for severity and urgency) are assigned to the direct employer to resolve with Labor Solutions oversight. This enables a faster resolution and creates a more collaborative relationship between the system, the brand and the suppliers. Follow up + Closing the Loop:  Once a case is closed the Labor Solutions team always follows up with the worker to tell them how the case was resolved and make sure they believe it has been resolved too. Real-Time Data and Reporting: Monthly reports detailing grievance types, handling progress, and trends are provided, aiding continuous improvement efforts. Outcomes and Benefits Labor Line seeks to involve direct employers in the process. The protocol sends most cases to employers directly, while still maintaining oversight. This improves speed of resolution, quality of remediation and helps the supplier make long term strategic improvements. Since this client implement Labor Line, their program has had significant positive outcomes: Effective Case Handling: 77% of cases are handled directly by suppliers with oversight from Labor Solutions, ensuring swift and effective resolutions. Enhanced Grievance Resolution: The systematic approach led to quicker and more effective resolutions of issues, directly contributing to worker satisfaction and safety. Increased Case Reporting: There has been a 56% increase in the number of reported cases from the previous system, attributed to better supplier collaboration and trust in the process. Rapid Case Closure: 86% of cases were closed within two weeks , highlighting the efficiency of the Labor Line system. Due to the success of Labor Line, the client is expanding coverage to three more countries and hundreds more suppliers. For more information on how Labor Line can benefit your organization reach out to your Labor Solutions' contact today!

Human Rights Due Diligence (HRDD) begins with stakeholder education on rights + responsibilities. Workplaces and value chains are safer when more workers and leaders know their rights + responsibilities. In 2023, Labor Solutions introduced 20 NEW lessons to increase worker rights, safety, and productivity; including Inclusive Leadership, Responsible Recruitment, Child + Forced Labor and more to help ensure safer, better workplaces. Core Lessons Risk or Issue-Based Lessons Wellbeing + Growth Lessons Understanding Grievances 👷🏽‍♀️ Your Right to Freedom of Association and Right to Organize [Better Work] 👷🏽‍♀️ Managing Grief 👷🏽‍♀️ Introduction to Human Rights Due Diligence 💻 Preventing Child & Forced Labor 💻 Staying Fit 👷🏽‍♀️ Introduction to Grievance Management 💻 Responsible Recruitment [Fifty Eight] 💻 Fair Working Conditions 👷🏽‍♀️ Workplace Free from Child Labor and Forced Labor [Better Work ] 👷🏽‍♀️ Your Right to Fair Working Conditions [Better Work] 👷🏽‍♀️ Gender 101 [ICRW] 💻 Occupational Safety & Health [Better Work] 👷🏽‍♀️ An Inclusive Workplace 👷🏽‍♀️ A Workplace Free from Discrimination and Harassment [Better Work] 👷🏽‍♀️ Introduction to Responsible Recruitment [Fifty-Eight] A Workplace Free from Discrimination and Harassment Communication with Workers ⚙️ Collaborative Communications ⚙️ 👷🏽‍♀️ - For Workers ⚙️ - For Production + Line Managers 💻 - For Corporate Management + Practitioners [View Complete eLearning Catalog] The modular lessons cover three primary areas: core lessons, risk or issue-based lessons, and wellbeing + growth lessons. Core Lessons:  address fundamental issues and risks that are faced across industries and geographies. Workers and managers are provided with a basic understanding and awareness of these issues to recognize, report, and provide feedback for a better work environment. Risk or Issue-Based Lessons: address potential risks and specific challenges in a particular situation, industry, geography, or commodity. These lessons equip workers and management with the necessary knowledge to ensure workers have the knowledge + tools they need for a safe working environment. Wellbeing + Growth: designed to support holistic employee development, exploring topics related to personal growth, career development, and work-life balance to help workers become more productive and satisfied at their workplace. Lessons are available for both workers and managers. eLearning lessons for workers provide a basic understanding of rights + responsibilities, awareness of the specific risks or issues they need to be aware of, and various self-care skills. While the lessons for managers provide insights into fostering a supportive work environment, recognizing issues, and promoting open communications. [How One Company Leveraged eLearning and Saw a 23% Increase in Worker Satisfaction] New Lessons by Industry Experts + Leading Designers The lessons are designed by an in-house team with a background and expertise in worker training and pedagogy. The contents are co-developed with leading industry experts – ensuring they are up-to-date and beneficial to the learners. Better Work  co-designed five lessons for workers on understanding their rights and responsibilities in fair working conditions, occupational safety and health, freedom of association and right to organize, child & forced labor, and discrimination & harassment-free workplace. International Center for Research on Women (ICRW) put their 47 years of expertise into developing a “Gender Equity 101” lesson for supplier management teams in manufacturing who are looking for ways to make their business policies and practices more gender equitable. Fifty-Eight  co-developed a lesson specifically focusing on responsible recruitment practices for both workers and managers providing important information on responsible recruitment to both parties. eLearning: Affordable + Effective Solution to Improve Workforce eLearning lessons are affordable and much more flexible than traditional face-to-face training. Labor Solutions provides customized eLearning lessons to help workforce onboarding, improve overall safety and well-being, and more. Take the next step towards enhancing your workforce's capabilities and well-being with Labor Solutions.

Labor Solutions’ Jen Green presented the following case study on a Verite’s Panel  “Amplifying migrant workers' voices through digital solutions – a crucial challenge and delicate balance. Malaysian companies face increased scrutiny over recruitment practices and treatment of migrant workers, especially in the electronics manufacturing sector . This case study explores how one electronics manufacturer took significant steps to become a more responsible employer by leveraging WOVO's comprehensive tools, enhancing their human resources management, and improving migrant worker safety, protection and wellbeing. Context + Background A Malaysian electronics manufacturer employs approximately 4,000 workers, with 40% being migrants from Nepal, Bangladesh, and Indonesia. In response to increased buyer due diligence and growing awareness among management and workers, the company sought to leverage WOVO tools to improve its practices and address specific challenges concerning migrant workers. Challenges Lack of Systematic Workplace Risk Prevention : Despite a rigorous due diligence process for recruitment agencies, there was no systematic approach to prevent workplace risks or educate management on globally recognized standards and appropriate practices. Underutilized Grievance Mechanisms : Existing mechanisms like suggestion boxes and hotlines were underutilized due to language barriers and cultural differences, leading to insufficient insights for top management. Limited Engagement of Migrant Workers : Migrant workers were less outspoken about their needs and issues, often communicating within their own groups rather than engaging in company activities and initiatives. Solution: Implement WOVO: A Supplier-Owned Platform to Engage, Educate + Listen to Workers.  The factory decided to work with Labor Solutions to implement the WOVO Ecosystem, enabling the company to integrate human rights due diligence into human resources management and address issues holistically. All workers gained access to the WOVO platform and were able to access eLearning modules, a grievance mechanism and newsletters and updates from the factory. All in their local language.  WOVO eLearning for Managers All managers were enrolled in the following eLearning modules via the WOVO app:   ✓ Responsible Recruitment (Just Good Work) ✓ Communication for Managers WOVO eLearning for Workers : All workers were enrolled in the following eLearning modules via the WOVO app:   ✓ Responsible Recruitment (Just Good Work) ✓ Fair Working Conditions (Better Work) WOVO Connect : Grievance Mechanism : Allowed workers, especially migrants, to easily and safely report issues directly to management via various channels, including multimedia submissions. Case Management Tool : Enabled HR to view all grievances, triage issues, and respond effectively using auto-translate features and live data analysis. HR Communication Tool to Support Connect Beyond Grievances : Shared company updates in multiple languages and organized regular events to connect and engage with migrant workers. Results: Education + Ease of Access Led to Increased Migrant Worker Engagement The implementation of WOVO's solutions resulted in improved engagement between management and migrant workers, enabling proactive and effective identification and addressing of potential human rights risks: 13x Increase in Reporting: 13x more cases were submitted in the first six months post-WOVO launch,than in the whole year before WOVO 50% of cases from migrant workers. Identified Risks : Issues included excessive heat on the work floor, inadequate drinking water, poor canteen sanitation, substandard hostels, and scam calls. The Right Tools Enabled the Factory to Collect, React + Respond to Workers Better + Faster WOVO case management system provided the factory with the tools they needed to understand + remediate issues Prompt Responses : 98% of cases received a response within 48 hours. Effective Resolutions : 95% of cases were resolved within an average of six weeks, with 77% of resolutions rated satisfactory by workers. Better Data   Enabled the Factory to Address Incidents + Improve Processes Systemic Remediation + Prevention : ✓ Worker Housing Improvements ✓ Additional Manager Training ✓ Support to Help Workers Identify Scams Increased Worker Social Participation ✓ Inclusive approach to planning events, sports competitions ✓ Introduction of foods suggested by migrant workers By leveraging WOVO's comprehensive solutions, the company significantly improved the management and wellbeing of its migrant workers, highlighting the importance of responsible practices and innovative solutions in the industry.

At Labor Solutions, we ask a lot of questions to workers, but there is one in particular that’s our favourite: worker net promoter score. We always recommend asking the NPS question every survey. What is a Worker Net Promoter Score? Net Promoter Score (NPS) is a comparable metric that measures worker satisfaction and engagement, offering insight into safety, retention probabilities, and assessing workers' momentum and willingness to improve their workplace. The question:  “On a scale of 0 to 10, how likely are you to recommend our company to a friend or family?” Why We Love It First and foremost, it's e asy to deploy at scale and easy for workers to understand . It is uniquely globally comparable . Its simplicity helps eliminate other variables impacting workers' responses. There are a lot of different factors that go into how a worker answers a question. For example, workers who don’t know their rights and responsibilities may think they are being treated fairly when they’re not. Or very engaged workers may hold their employers to a higher standard and rank their employers low on specific topics because they know their employer will respond and make changes based on the survey results. Those variables are all before you add in cultural attitudes and gender variations. For example, women, who are almost always paid less, almost always report being happier with their pay than men. All of these variables can make comparing results across a supply chain difficult or even unfair. But the net promoter question is uniquely globally comparable. This question enables us to differentiate between engaged workers, who feel heard and as a result may be more critical of their employer in other questions, from disengaged workers who responded negatively to other questions because they have legitimate unaddressed grievances. You’ll always need to ask it and it’s always changing. Engagement is an ongoing process; it’s never something that is “solved.” It requires employers to constantly reach out and adjust based on worker feedback. No matter where you are in your maturity as a company, you’ll always want to know how engaged workers are. This question will show up in every survey you do and be a great measurement post. Buyers, Suppliers, and Direct Employers Alike Like This Question If you’re a global supply chain manager, you’re familiar with suppliers pushing back against your requests. We find this can happen when surveys include questions on topics suppliers already know the answer to, like “is there a fire extinguisher?” Suppliers obviously already know the answer, so when they see this question on a worker survey, they automatically think the buyer is trying to catch and police them. Conversely, direct employers sometimes want to know things that are hyperlocal or of little consequence to the buyer, like if workers like their meal choices in the cafeteria. But NPS is interesting to everyone. Not only is NPS a great tool for global companies looking to better understand their supply chains, but it’s also a great tool for employers to better understand their workforce and increase the bottom line. Gallup research shows  companies with engaged workforces are 23% more profitable and have 81% lower absenteeism. Worker Engagement is Key to Safety Engagement is the best determinant of worker long-term safety. Engaged workers hold their employers accountable. Engaged workers mean engaged employers, and engaged employers mean safer workplaces. Human rights due diligence and remediation must be a collaborative, ongoing effort. Direct employers must be engaged in the process and actively working to identify and remediate risks. NPS is a great way to determine if suppliers are doing this. When global companies are inundated with supplier information and data and looking to focus on one key data point—we always recommend focusing on worker NPS. Reporting Labor Solutions’ new survey reporting tool provides clear comparable results for NPS. NPS calculation formula is distinct from other scored questions. It groups responses into three categories: Detractors, Passives, and Promoters. WOVO NPS question follows the standardized formula to ensure that your results are comparable globally. When aggregating multiple survey data, we take the average score of all surveys. Workers who give a 9 or 10 are considered promoters: the people most engaged. Workers who respond with a score between 0 and 6 are known as detractors: the most likely to be disengaged and speak negatively about their employer. Those who give a 7 or 8 are called passives—the calculation doesn’t take their scores into account, but they’re still considered in the number of employees. NPS is also presented differently from other scored questions on the WOVO survey dashboard. Highlighting both the score on the standard scale of -100 to 100 and the distribution of Detractors, Passives, and Promoters. Like our other question types, WOVO eNPS score instantly provides a change value from the previous time asked in the series of surveys and charts can be viewed as a proportion stacked bar, count bar, and automatic over time when applicable. Beautifully Simple, but It’s Just a Starting Point NPS is a great starting point to dig deeper. Worker surveys alone are never a solution. They are guiding lights to help global companies and their suppliers know where to dig deeper. We always recommend following up on survey questionnaires, and sometimes that involves asking more questions. Results from an NPS help us ask better follow-up questions that may not have been captured by the first survey. Reach out to your Labor Solutions representative to learn more and to start measuring NPS now.

As global supply chains evolve, the need for effective, scalable training solutions becomes more critical. WOVO eLearning addresses key industry challenges with a platform designed for supply chain workers, management and global company stakeholders while allowing for brand and industry customization. Use our expert-designed lessons for workers, line managers, and management teams, or upload your own content to ensure everyone throughout your value chain knows their rights and responsibilities on key risk topics. You can reach all your suppliers and train them on your code of conduct, supplier support and HRDD as well as handle any onboarding or repeat knowledge sharing through online training. This addresses your many current challenges working with suppliers:   Regulatory Dynamics : Rapid changes in regulations and standards require agile training solutions to keep pace with industry demands for worker safety and compliance. Scaling Issues : Traditional training methods often fall short in effectively reaching the entire supply chain, leading to heightened risks and operational costs. Creating Buy -In : A combination of in-person and online training is best for efficiency and impact. Providing both practical recommendations and ensuring that your supply chain knows “why” and how these changes can benefit them saves time creating buy-in through relationship managers. Work with us to deploy digitized lessons that can be followed up with practical workshops, site visits, or individualized supplier coaching.   WOVO eLearning Will Help: Robust Catalogue of Industry Leading Content:  To get you started and ensure workers, line managers and management teams are up to date we provide an extensive catalog of lessons on workplace safety, worker / human rights and responsible business topics developed with recognized experts.  Customizable Curricula : Tailor your training programs by adding custom content to our existing expert-designed lessons, or work with us to create bespoke lessons just for your supply chain. Add your own materials to reflect company policies and specific compliance requirements. Engaging Learning Activities : Includes a variety of interactive activities like matching, multiple choice, identifying differences, and fill-in-the-blanks to enhance learning engagement and retention. We can also produce 360 degree immersive scenarios and timed exercises to provide a realistic practice environment fo r new skills. Multimedia Integration : Easily incorporate voiceovers and video content to enrich the learning experience, making complex topics accessible and engaging. Efficient and Effective : Reach more workers in less time. eLearning has proven to increase retention rates by 200% and requires 40-60% less time compared to conventional training methods. Proven Deployment Success : Trusted by over 2.2 million users globally, demonstrating scalability and effectiveness in diverse industrial environments. One Platform for Brands Because WOVO Tools are on a single platform, you can see data from surveys, elearning and grievance tools all in one place, making it easier to understand the risk issues in your value chain and to escalate risks and concerns to the appropriate decision makers. Transform Your Supply Chain Training  Adopt WOVO eLearning to not only educate but empower your workforce and supply chain with the knowledge they need to thrive in a safe and productive environment. Our platform is your solution to the complexities of modern workforce training, ensuring that every stakeholder is aligned with your corporate ethos and operational standards. Invest in a smarter, scalable training approach with WOVO eLearning.