Read how one factory used WOVO to improve fire safety and reduce accidents by 80% by increasing worker knowledge, awareness and safety reports. Read in 中文 The Challenge Management at Factory A, a footwear factory in China, noticed a spike in fire accidents. Fire safety was a key priority for the management team, but it was clear most of the accidents were avoidable. While policies, protocols and hardware play an important role, whether fire safety management succeeds largely depends on employees’ understanding and execution of protocols. So management considered organizing additional trainings to reinforce fire safety rules and procedures, but due to COVID and social distancing requirements, management was unable to bring workers together for a training. They decided to change their approach and use WOVO to easily collect worker feedback and safety reports and distribute additional trainings. How WOVO Helped Understanding the Problem First, factory management needed to better understand the challenge. They ran a factory-wide survey to test worker knowledge of critical fire safety protocols and assessing workers’ perception regarding these protocols. They received surprising results: Almost half of employees failed the safety quiz, despite attending regular fire safety trainings. For example, many responded they would flee from a fire rather than use nearby fire extinguishers to put out a fire. Workers also reported they often put production targets ahead of fire safety, stating they would choose to ignore fire safety risks such as placing flammable objects near open flames if they were overwhelmed with productions. Workers also said they found reporting safety concerns laborious and time-consuming. The initial protocol required workers to go to the HSE office to file reports or speak to their supervisors and often never received a response. Based on the survey results, factory management worked with HSE officers and worker representatives to brainstorm a few ideas. Implementing new e-learnings The traditional fire safety learning materials were deemed ineffective at achieving long-lasting learning outcomes. So, factory management decided to launch a fire safety eLearning lesson via WOVO. The eLearning covers important to-dos about workplace fire safety and preventative tips about fire safety risks. The eLearning is led by amusing animated characters who tell stories and have conversations about real workplace scenarios, allowing workers to take interactive quizzes, resulting in better knowledge retention. The eLearnings are available to download for offline access. Factory management also set up public computers so workers without smart phones can access the web-based version of eLearning. Collecting Safety Reports It was clear going to the HSE office was deterring workers from reporting issues and making it harder for management to follow up. Thus, the group of workers and management decided to use WOVO instead. Management decided to accept safety reports via WOVO so workers no longer needed to be physically present to report an issue. Management set up a process to ensure all reports are answered in a timely fashion by the HSE staff. WOVO allows the HSE staff to quickly collect details because they are able to use the Dashboard to case manage each of the reports. WOVO allows two way communication, so staff are able to ask questions, gather details and report back to workers. They are also able to indicate urgency and monitor the resolution of the cases, using reports to set and measure clear targets for follow up. Unlimited access to WOVO also means workers are able to continue reporting their concerns after working hours if they were too busy at work. Factory management also has delegated an HSE Ambassador to every production line to supervise and report any fire safety concerns. Results After Three Months After just three months the results of their efforts were clear. Workers were better informed and making more reports, resulting in a safer workplace for everyone. 95% of the workers completed the fire safety e-Learning. 60% increase in the number of workers who passed the fire safety quiz. 55% Increase in the number of fire safety reports. 80% decrease in the number of fire safety accidents.

In 2022, we helped John Lewis Partnership (JLP) to listen to their workers' voices ensuring they are treated fairly, rewarded appropriately, and protected for their fundamental human rights. Through the Better Jobs Programme, we deployed WOVO Engage, the worker survey tool, to assess over 6,000 workers’ needs. Directly Engaging with Suppliers + Workers First, we directly engage with suppliers then workers to establish trust and a system to gather transparent + accurate information. The survey was deployed in two new countries: India and South Africa across 10 factories and 10 growing sites. We believe that this first step of engagement is highly determinant for the program's success; ensuring that every stakeholder understands what is and why it is important, what to expect, roles, and responsibilities. Through videos and other promotional materials such as posters, the initial survey was deployed + made known to 6,125 workers. Through WOVO App and QR codes, workers provide answers and give us direct insights into their experiences. In capturing workers' reality, we recommended using experience-based questions which allow workers to feel at ease and ensure there is no right or wrong answer in the questionnaire but rather a willingness to understand and uncover unknown issues within their workplace. Making Worker Surveys More Inclusive than Ever To reach the maximum number of workers, we made sure WOVO was accessible through various channels such as QR, Web, and WOVO application. The surveys were done in multiple languages and in addition, to be more inclusive, there were audiovisual aids for workers with literacy challenges. We piloted audio translations of the questions, and this allowed us to reach fruit growers and packers in the supply chain for the first time. Worker Survey to Workplace Improvements These worker survey data were reflected in real–time on WOVO Dashboard – which is accessible by both JLP and its suppliers – ensuring that the suppliers are continuously engaged in this process of improvements. The dashboard allows the analysts to compare, track, and dissect according to their needs and unearth insights. Moreover, the dashboard also offers insights with color-coded indicators which help analysts to identify + prioritize issues. This worker survey in partnership with Labor Solutions not only allowed JLP to be more inclusive in their workers' voices but also came away with some notable insights. In India, the worker survey data “revealed that care responsibilities create stress for workers and highlighted instances of workplace mistreatment”, and now being addressed. We applaud JLP for taking immediate action. Health and safety training was held at 52 tier 1 supplier sites helping over 11,000 workers to enjoy safer working conditions. 6 Managing Directors overseeing over 1,000 workers also completed a leadership development course based on the feedback from the surveys. We are looking forward to continuing to support JLP and its partners in achieving their social sustainability goals. Read JLP’s 2022/23 complete Ethics and Sustainability report here .

Thanks to our partners, now more workers around the world feel heard, educated, protected, and respected at their workplaces. Labor Solutions now actively serves more than 2.25 million workers globally. 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 2.25 million workers have active access to our tools. Over 90% of clients subscribe annually and a  majority of Labor Solutions’ clients increased the number of sites and workers covered by WOVO .    As a result, more workers feel heard, and are educated, protected, and respected at their workplaces. We pride ourselves on our local results and impact, read our case studies  and see how WOVO improves the outcomes for suppliers + workers globally. Safer, More Informed, Healthier Workers Workers who have access to WOVO Safer More Informed Healthier 780% More Likley to Speak Up WOVO has "sizable economic returns” for businesses. Workplaces with WOVO have: $1:3 ROI Fewer Strikes Reduced Turnove r by 30% Increased Productivity by 15% Workforces who are 75% more likely to return after production distributions or breaks. Unprecedented Access + Data for Global Brands Brands who implement WOVO throughout their value chain are: Able to Reach More Workers Reduce Audits Have More Engaged Suppliers Go Deeper Into Their Supply Chain We look forward to contuine to support companies, suppliers and workforces globally to create safer more equitable workplaces. Labor Solutions,  an impact-focused business, leverages technology to connect , engage  and educate  workers to build resilient supply chains. Over two million workers in 30 countries have access to Labor Solutions’ worker engagement platform, WOVO .

Non-Punitive, Competency and Systems-Based Framework for Long Term Sustainable Growth In an era where transparency and responsibility in supply chains are not just expected but demanded by global governments, suppliers are increasingly being called upon to rise to the challenge of self-governance. Global companies are unable to do this alone, suppliers must participate to ensure rights are protected and laws are met. Engaging suppliers can be complex, but it is a foundational component of a sustainable and ethical business model. Traditional social compliance supplier frameworks are issues-based and punitive, which results in suppliers focusing on supressing, not addressing issues and it certainly does not lead to systems creation. This model is clearly insufficient in meeting new regulations and expectations. Therefore, Labor Solutions works with clients to create a  framework centred on enabling suppliers to take ownership of human resources and rights. The tiered framework enables suppliers to evolve systematically – from initial policy formation to the embodiment of a culture that champions the rights and well-being of every worker. This multilevel framework operates as a guide for suppliers to elevate their operations through strategic planning, implementation, and empowering engagement. It focuses suppliers on building competencies and systems with the hope of building trust that cascades throughout the workplace and supply chain. Each workplace is unique and at different levels of maturity and ability.  The framework is broken into competency levels and social outcome pillars. At each level, each pillar has different outcomes to meet each supplier where they are and provide structure to allow for strategic, systematic and sustainable growth. This approach allows companies to have a tiered measurement system focused on systems and competencies not, issues and provide tailored support when needed. Competency Levels:  Level 1: Planning + Intention, Level 2: Implement + Listen, Level 3: Engage + Empower. Social Outcome Pillars- can vary based on the needs of the global company, examples include: living wage, grievance mechanism, due diligence, human resources, women’s empowerment, safety and more. When designing a framework, Labor Solutions works with our clients to set up vertical pillars defined by the company’s goals and desired outcomes. Worker engagement and voice are key components to all social impact pillars—from grievance mechanisms to women’s empowerment to living wages, workers must be engaged every step of the way.  This framework demonstrates how integrative worker voice, education and engagement tools are key to a wholistic approach to value chain human rights due diligence and social impact programs. A Pathway to Self-Governance The framework is divided into several levels. For illustrative purposes, this post focuses on three levels and only highlights key points. For a full customized framework, reach out to the Labor Solutions; team. Level 1 – Planning + Intention: The foundational level underscores the importance of a well-defined strategy and a genuine intent to safeguard worker rights. Suppliers are tasked with formulating policies that align with brand expectations and surpass local regulatory demands. A proactive approach to educating management teams, ensuring teams are well-versed in worker rights and committed to nurturing a culture of safety and respect within the workplace. Level 2 – Implement + Listen: As suppliers ascend to the next level, they transition from policy to practice. The implementation of tools and technologies to monitor and ensure policy adherence is vital, as it provides the means to respond to risks and issues promptly. Suppliers are expected to engage in proactive risk assessments, identifying potential problems before they materialize. A two-way dialogue with the workforce is established, where workers are not only encouraged to provide feedback. Regularly conducts comprehensive surveys to capture worker sentiments on key pillars and topics like wages, ensuring that the company's practices are consistently under scrutiny and improvement. Comprehensive education programs ensure that workers are well-versed in their rights and responsibilities, empowering them to speak up and engage with management constructively. Level 3 – Engage + Empower: Implementation is not enough, level three, requires suppliers to demonstrate a commitment to action. Policies become a lived experience for workers, as suppliers not only advocate for their rights but also proactively implement changes to improve safety and well-being. Engagement with the workforce is no longer periodic; it is a continuous and integral part of the operational ethos, with feedback mechanisms leading to real and timely remediation of grievances. Develops clear pathways for career progression, recognizing the importance of growth opportunities in driving job satisfaction and fair compensation. Suppliers exhibit a forward-thinking attitude, taking pre-emptive steps to enhance worker rights and safety proactively. At each level and pillar, Labor Solutions supports suppliers on the pathway to self-governance, from consulting services to help design robust and effective policies to implementation of tools to educate workers and collect feedback from workers to action plans and support to ensure worker needs and concerns are addressed and remediated. Global companies use these customizable frameworks to clearly communicate to suppliers their expectations, in an achievable format. The framework is focused on competencies and systems not issues, encouraging supplier ownership, growth and trust. Many global companies, assign points to each competency to measure supplier performance, moving away from punitive social compliance metrics. Get in touch with Labor Solutions today to create your own framework.

2022 was a great year for Labor Solutions. Global regulations and consumers pushed more companies to take responsibility for their supply chains, super charging Labor Solutions' commitment to leverage technology to identify, prevent and mitigate human rights abuses throughout supply chains. By the end of 2022, more workers around the world feel heard, educated, protected, and respected at their workplaces. Labor Solutions now actively serves more than 1.5 million workers globally. 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, more workers feel heard, and are educated, protected, and respected at their workplaces. Here are our results from 2022 in numbers: Connect: A million workers have access to safe and anonymous channel to ask a question, give a suggestion or report a concern. Nearly 250,000 worker cases were closed with an 88% satisfaction rating. Thanks to factory partners and client advisory support, workers were satisfied with how cases are handled, feel confident that when they face another issue, they can speak up again Employers sent almost 6,000 announcements via WOVO helping to keep workers informed and updated about their workplaces Surveys : Labor Solutions surveyed over a million workers and collected nearly 340,000 responses directly from workers, allowing workers to give feedback on their workplace and contribute to improvements eLearning: In 2022, workers completed nearly 150,000 learning sessions to better understand their rights and responsibilities, grow professionally, feel healthier and happier. Labor Solutions released 24 New Courses with Leading Industry Partners , on topics including; Fair Working Conditions, Gender Equity , Responsible Recruitment , ensuring workers and managers know their rights and responsibilities and are able to promote healthier and safer workplaces. Over 2022, WOVO tools and advisory programs enabled over suppliers globally to start acting on human rights due diligence, cultivate a culture of listening to workers, strengthen human resources management practice and create alignment with their buyers. We pride ourselves on our local results and impact, read our favorite case studies from 2022, and see how WOVO can improve the outcomes for suppliers globally. About Labor Solutions 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 .

ICRW Advisors, the consulting arm of the The International Center for Research on Women (ICRW) , and Labor Solutions , a leading worker engagement and technology company, have partnered to ensure worker engagement and voice tools and programs being deployed throughout global supply chains measure and address gender equity, and other gender-related issues and knowledge gaps. The partnership is part of ICRW Advisors’ Gender Equity Worker Engagement Group (GEWEG) , which includes and is funded by; Primark , Amazon , Nike , PUMA , Ralph Lauren and others. By adding two new tools for public use —a set of worker survey questions and a Gender 101 digital training for factory management teams—the goal is to increase awareness of gender, inclusion issues, and to build capacity for creating meaningful change for women in the workplace. The tools will soon accompany ICRW’s gender self-diagnostic tool (SDT), a self-assessment questionnaire to be filled out by factory managers, which creates a 360-degree diagnostic of the gender policies and practices in a factory or facility. By adding the gender digital training and worker survey to the SDT, suppliers will better understand their workers' needs and will be better equipped to understand their progress on gender integration throughout their operations and supply chains. The Gender 101 digital training, now accompanying the SDT, was created by ICRW Advisors and designed by Labor Solutions for supplier management teams in manufacturing who are looking for ways to make their business policies and practices more gender equitable.  The course helps managers and supervisors understand the foundations of gender equity, and ultimately will enable them to better assess themselves on gender integration throughout their operations. This course is recommended for any supplier who is going to use the SDT or gender equity worker survey, and will reference how using these tools can help to uncover areas for improvement on alignment on gender equity actions. Another output of the Gender Equity Worker Engagement Group is a set of open-sourced worker survey questions (available soon), designed for factory workers to assess their lived realities, including both risks and opportunities, in the workplace for women. These questions can either be added to existing surveys or deployed as a stand-alone question set. This set of questions was a key outcome for Labor Solutions, who deploys thousands of worker surveys annually across global supply chains. “ It is increasingly clear that industry collaboration is key to avoid duplication and worker disengagement. Most of the open-sourced worker surveys today are missing a robust gender component. We wanted to work with an industry leader to design a flexible but authoritative gender question set with meaningful, actionable questions to ensure inclusivity. ICRW’s GEWEG was the obvious choice, ” remarked Elena Fanjul-Debnam, CEO of Labor Solutions. With these new tools, the hope is to elevate the industry and provide managers and supervisors with access to novel insights from workers directly about gender risks and opportunities in the workplace, as well as to ensure a baseline understanding of issues before self-assessment, improving the quality of the assessment and recommendations and providing a path to improvement. “The more awareness suppliers have about gender equity in the workplace, the better equipped they’ll be to assess and act to improve gender-related risks and opportunities. We are helping suppliers and brands visualize what “good” looks like for gender equity at the supplier site, and we plan to measure year-on-year progress through our respective tools,” commented Lauren Murphy, Global Director of ICRW Advisors. ICRW Advisors  is a global gender consultancy that guides clients with evidence-based, actionable insights and solutions to enhance intersectional social impact and drive business value. ICRW Advisors offers a range of services, including customized gender diagnostics, strategy design, capacity building, measurement, and evaluation to help clients become more gender equitable across their full range of operations. Clients include companies, investors, development agencies, foundations, and leading NGOs. Labor Solutions, an impact-focused business, leverages technology build resilient supply chains by connect ing, engag ing and educat ing workers. Over two million workers in 30 countries have access to Labor Solutions’ worker engagement platform, WOVO . Labor Solutions advisory services focuses on building healthy social eco-systems that engage workers, suppliers and buyers.

Labor Solutions has proven the value proposition for our tools in every geographic market and a variety of manufacturing, packaging, and mining supply chains. From China to Chile and from the UK to South Africa our clients cover the globe, and we know that our tools are useful not just for factories, but for all kinds of multi-tier relationships, including commodities. But communities surrounding the production facilities, farming, and mining of commodities and products are often the most vulnerable, hardest to reach, and least likely to be engaged. Labor Solutions knew that responsibly and effectively collecting feedback from these communities and landscapes required a strong partnership with leaders in environmental conservation. "Collecting reliable data requires building trust with people and we take the responsibility associated with that trust seriously. We believe if we ask a question about issues of human rights we, or our partners, need to have the tools to address the issue and reach remedy," says Elena Fanjul-Debnam, CEO of Labor Solutions. LandScale, an initiative of Rainforest Alliance, Verra and Conservation International, and other partners, seeks to drive improvements at scale by making reliable information about landscape sustainability widely available to decision-makers. LandScale wants to include human rights and development in its data sets. To do this they turned to Labor Solutions. We are leveraging our partnerships to pilot worker surveys in new markets and networks, and are very excited to be working with Rainforest Alliance's LandScale initiative to put our surveys to work across whole geographic regions, not just specific agricultural supply chains and facilities. We piloted this approach in two areas initially, in Peru and Ecuador, and will continue to expand the use of these LandScale surveys incorporating our initial learnings. By deploying our surveys to assess human rights and well-being indicators across a whole region, we can better identify human rights issues and environmental risks that may have complex root causes with the involvement of surrounding communities, and can leverage these results to bring in additional investment and resources from organizations and companies who source from them to address issues holistically. We see great potential for expanding our tools and services deeper into multi-tier supply chains and involving surrounding communities to identify potential environmental and human rights risks early before significant damage occurs, and we look forward to sharing the initial results of our work with LandScale in the next few months. Labor Solutions' platform WOVO Engage is a worker survey platform designed specifically for complex supply chains, including the agricultural sector. In the past decade, Labor Solutions has never concluded a survey without reaching the predetermined sample size - check out how we About LandScale: LandScale is a collaborative effort to drive improvements at scale by making reliable information about landscape sustainability widely available to decision-makers. We envision a future where people, nature, and business prosper through sustainable landscape management. Since 2019, LandScale has been working to develop a practical yet robust system for credible and consistent assessment and communication of landscape sustainability performance. 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.

Background An apparel factory in China had a high turnover rate of almost 20% per month. In an effort to better communicate with their employees and reduce turnover, managers decided to implement WOVO. Progress Within 6 months of implementation, managers at the factory had already noticed a change in their ability to understand the needs of their employees. Senior management observed “a direct link between turnover rate in a department and the number of employee questions and complaints from that department.” Through the platform’s streamlined communications functions, management was able to quickly identify causes of turnover in each department. Outcome In one department, with a turnover rate of 35% per month, there were a lot of questions and complaints about paychecks, but often before the paycheck had been issued. When senior managers carefully reviewed the worker feedback from this department, they were able to discern that the department manager was threatening workers, saying he would reduce their paycheck if they did not obey his orders, when in fact, he did not have that authority. Senior management was able to conduct an investigation and quickly remove this manager. Consequently, turnover was cut in half. In another department with a high turnover rate, managers noticed that many of the messages they were receiving were related to working hours. When they examined the issue, they discovered that on average this particular department had more overtime hours than the other departments. While employees liked the extra pay that comes with overtime, they felt that the amount of overtime was more than they could handle. Although managers could not reduce the number of overtime hours, they were able to shift workers around, so that the same workers were not always on this line. The overtime was more evenly distributed, and the workers were happier. The factory saw a decrease in the number of overtime complaints and an overall decrease in turnover of 30% across the factory

Background: Indonesia law requires that employers provide a 13th month's salary to all employees the month of their religious holiday. This bonus is very important and highly anticipated. It funds employees’ trips back to their family home and the presents that they are expected to bear. So a mistake in the timing of this bonus can cause serious issues for a facility. The Problem: A shoe factory that uses the WOVO platform in Indonesia noticed that it had received an extraordinary number of complaints about payroll. This facility, a factory of 10,000 employees, typically received no more than 10 questions or complaints a day about payroll, but this day, two days before the long holiday, Eid, management had received 50 messages by lunch. Everyone was complaining about not receiving bonuses before Eid. That year payroll had been centralized and was being calculated at the headquarters in Korea. Management in the Indonesian facility was able to reach out to the Korean team. They quickly realized that they had made a mistake. They had planned to send out the bonus at the end of the month, but the beginning of Eid was before the end of the month, and so the bonuses should have been included in the previous month’s paychecks. The Solution: The factory was able to quickly remedy this mistake by sending broadcast messages to all employees letting them know of the mistake and that the company was issuing a midmonth paycheck with the bonus. The factory management believes that because it quickly discovered its mistake and was able to immediately communicate with all employees, they were able to avoid a potential strike.

This case study was originally published in August 2020, since the publication of this case study more results have been made available and are included below. In 2019, a study group that included Labor Solutions, Shahi Exports, The Children’s Place, and The Good Business Lab (GBL) conducted a study using Labor Solutions’ WOVO tool in two Shahi factories employing 7,500 workers over four months. The study sought to understand the impacts of introducing the WOVO worker voice program in Shahi factories. Baseline: Prior to launching the tools, GBL conducted a baseline study, finding that: 20% of workers reported facing an issue in the last 6 months. Of those, 40% did not report the issue to management because they scared negative repercussions and did not know who to approach. Of those who did report an issue only 50% reported hearing back from management. It was clear that a new communication system was necessary. But local human resource teams were dubious about implementing the new system, scared that a new form of transparency would make their jobs more difficult and would be shared with clients. The Study: Participating workers were broken into control and variable groups. Workers in the variable group were trained and given access to WOVO’s connect feature via SMS, allowing them to anonymously send SMS-messages to management. Management received those messages using the WOVO online dashboard, which allowed them to sort, manage and respond to messages quickly and efficiently. Users from the management team were also able to pull aggregated data from the dashboard to track demographic trends, for example, top complaints per department. Once WOVO was launched, messages began pouring in. The highest number of cases concerned banking and the Provident Fund. While, these cases weren't grievances, WOVO was immensely helpful in workers understand their pay and the formal banking sector, which prevented escalation and grievances later. Still, a majority of cases were grievances and included issues like working hours and overtime, factory temperature, conflict with supervisor and sexual harassment. WOVO, is a tool, not a service. While WOVO is effective at gathering and disseminating information, more important for long-term success and positive culture change is how management responds and reacts to that information. Therefore, the results of the study are as representative of the Shahi management’s response to the data as they are of the results of WOVO’s use in the study. For WOVO and similar tools like it to be successful, stakeholder engagement is key. As a result, the study partners were equally interested in the quantitative results that WOVO could provide. The study also focused on the successes and challenges of implementation, stakeholder management, and worker and management’s overall impression of the increased dialogue between stakeholders in the factory settings. Findings: 780% increase in worker engagement and feedback Despite the short study period of only four months, the results demonstrate the very positive impacts of using tools like WOVO to boost worker engagement in factory settings. The study found WOVO users (the study’s variable group) reported: A 5% decrease in absenteeism 780% increase in worker engagement and feedback Workers were 9 times more likely to use WOVO than a traditional grievance channels, like boxes, and ‘open door policy.’ Surveys with workers and management showed that those users found WOVO to be easy to use and that it brought a positive change in the work culture. Almost all workers owned a phone or had access to a phone. However, only 50% had a smartphone, indicating that in India SMS continues to be a critical functionality to make available to workers in WOVO facilities. The Shahi human resources team found that the data and insights provided by WOVO allowed them to be more effective at understanding and responding to workers’ needs. The results show that more workers used WOVO than traditional communication tools provided by the facility. With more information and direct communication and better reporting tools, the human resources team was able to respond to issues faster, monitor and track results, get feedback, and in some cases adjust their follow-up responses in an appropriate manner. A majority of HR staff felt that WOVO brought a positive change in HR culture. They felt an increase in proactiveness to solve grievances and a better connection with the workers Many felt that relations with their superiors improved, mainly due to transparency in the whole process. Watch the video below to hear Shahi tell their story, and listen to the study group partners candidly discuss the results and their experiences with WOVO, as well as some timely insights into how the worker voice space is changing as a result of the COVID-19 crisis. More findings can be found on GBL's website here.