Companies using the Nike Employee Wellbeing Survey (EWB) can now add a question section on gender to our worker voice surveys and gain a deeper understanding of gender-specific issues within their workforce and supply chain. In 2019, Nike made their Engagement and Wellbeing Survey (EWB) for workers open source. Nike spent years working with vendors like Labor Solutions to develop, test, and deploy scale their worker survey to support its manufacturing partners worldwide to understand and improve conditions for workers. [Find out more about our offerings on Industry Standard Worker Surveys ] Since then, several other large multinational companies have leveraged the survey within their global supply chains to help suppliers better understand worker needs and identify issues in order to provide focused and tailored support. The use of the EWB as the standard survey across the industry is not only practical, but important to prevent survey fatigue, to ensure the quality of survey responses by using a highly vetted and tested question bank, and to facilitate industry collaboration and shared learning using a common standard. The EWB has quickly become the go-to survey to understand worker well-being generally, but it does have limitations. In an effort to keep the survey short and globally applicable, the EWB does not provide a deep dive into specific topics or ask questions designed to explore the conditions facing more vulnerable populations, like marginalized genders or migrant workers. This is quickly changing. Labor Solutions and our partners have been working to add thematic question sets that can be included with the EWB and provide a deeper understanding of specific issues and experiences. The first of these collaborations was with The International Center for Research on Women (ICRW) Advisors’ Gender Equity Worker Engagement Group (GEWEG) , which includes and is funded by; Primark, Amazon, Nike, PUMA, Ralph Lauren and others. The GEWEG has now made available T he Gender Equity Work Survey as a public good, allowing companies globally to add five questions to the EWB, or other surveys, to better understand the gender-related vulnerabilities and lived experiences of factory workers. For those seeking a deeper dive, the group also published a longer question set. More partnerships and EWB survey expansions into important human rights topics to come. Contact us about any specific issues or topics you would like to cover in your next worker survey. ABOUT THE SURVEY The Gender Equity Worker Survey from ICRW Advisors is comprised of 26 questions that measure progress on gender equity issues from the perspective of factory employees. The long version of the tool has 21 experience questions and five demographic questions. The survey is designed to be completed in 10-15 minutes. The short version of the tool has five experience questions, which were carefully selected to serve as a supplement and add a gender lens to existing worker surveys, like the Nike Employee Wellbeing Survey (EWB). The goal of the gender equity question set is to help factory managers gather deeper insights, catalyze dialogue, and improve action planning to promote gender equity. Over time, it can enable supplier managers to see progress in their own factories year-on-year. We recommend using the survey in its entirety or using the five-question short version. For factories or brands who are already regularly deploying another worker voice survey, like the EWB, the five-question short survey is sufficient. For richer insights, the gender equity worker survey questions can be deployed in combination with the ICRW Gender Equity Self-Diagnostic Tool (SDT) which is designed to help supplier managers review and understand the extent of gender integration across factory policies, practices, initiatives, and operations. Together these tools can be used to generate a snapshot of the factory’s performance related to gender equity, identify new opportunities with a high likelihood of gender equity impact, and help inform new priority areas for action. 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, 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.

Through WOVO, our flagship technology, we provide an ecosystem of tools for factory workers, suppliers, and brands. We provide a mobile application for workers to learn, share feedback, report problems, and get company updates easily. WOVO is currently in the hands of over 1.5 million workers across 36 countries. In this blog post, we will explain how WOVO is making a difference by providing inclusive and accessible technology to factory workers in developing regions. The Reality: The great majority of workers have access to smartphones + the internet One of the concerns we regularly hear is: "Do workers in developing regions have access to the internet and a smartphone?" Here are some facts about Southeast and South Asia, the regions where most of the world's manufacturing units are located; · More than 3 in 4 people [ Source ] in Southeast Asia have access to the Internet and over 88% have access to smartphones [ Source ]. · South Asia has a mobile cellular subscription rate of 85% [ Source ] and is expected to be at 80% smartphone penetration by 2025 [ Source ]. For most manufacturing workers in the region, the real accessibility problems stem from slow internet speed, the affordability of data, and digital literacy. Building Inclusive and Accessible Technology To make our technology more accessible to factory workers, our design team has built a mobile application that requires limited data and phone memory, while our implementation team works with employers to ensure access to Wi-Fi. We prioritize managing the size of data and use data compression techniques to reduce data usage and cost for users. WOVO is also not limited to Android and iOS mobile applications, but also accessible via QR codes and web links. Many functions are also accessible via SMS, Voice messaging, offline, onsite kiosks, and through third-party applications such as WeChat and WhatsApp. This helps reach as many workers as possible and be inclusive. Simplifying the user interface + content We use a minimalist and intuitive design for workers to understand and navigate easily. We design WOVO's interface and contents using icons, images, colors, and animations to convey information and guide users. WOVO also provides audio, video, and interactive options in its engagement so that we can serve illiterate workers and those with accessibility difficulties. Our eLearning content for workers uses simple and clear language avoiding jargon and technical terms. We created culturally ambiguous characters that help users and guide them through their learning journey. Supporting multiple languages for inclusion In countries with high numbers of migrant workers, we have also seen that not all workers are comfortable or proficient in the official language of the country they are in. WOVO and our eLearning lessons are available in over 26 languages, including major languages in Asia such as Tamil, Chinese, Indonesian, and Vietnamese. Users can easily switch language preferences within the app. Providing relevant and personalized information and services Depending on location, gender, age, industry, and skill sets, factories and workers all have unique needs. As regulatory requirements and risks are dependent on these myriads of factors, it is important to provide updated, relevant and targeted information to workers. Labor Solutions couples its technology with an experienced advisory team that helps brands and suppliers customize the eLearning lessons and information that is available on WOVO. Through WOVO, the targeted information and personalized lessons can be sent to the targeted workers based on their profiles - ensuring workers are well engaged. A tool that is in the hands of more workers than any other tool in the industry By making our technology inclusive and accessible, we have been able to reach more workers than any other tool in the industry. We understand that not all workers have access to the internet or smartphones, which is why we also believe in on-the-ground interaction for the ‘last-mile’ users. Our commitment to making technology easy for workers has enabled us to push the number of workers who can access WOVO to improve their lives. This takes us a step further in achieving our mission of improving the lives of workers.

SLCP, the Social and Labor Convergence Program , is an industry initiative to harmonize the collection of data on working conditions and reduce the social audit burden. Leading global brands and factories use SLCP as a credible social audit that helps to alleviate the workload on suppliers through an effective, unified standard and verification process. SLCP’s unique data sharing system also allows facilities to share their data with a number of stakeholders at once. This year, SLCP is adding the capability for worker surveys called WE-Tech, or worker-engagement technology and strongly encourages it to be included in their supplier assessment. Labor Solutions, who successfully participated in the trial of the WE-Tech worker survey in 2022, is now an approved service provider for SLCP WE-Tech. Why has SLCP added a Worker Survey? A worker survey is more inclusive than a traditional worker interview. More workers are able to participate, providing facilities the opportunity to gain a deeper understanding of working conditions in the facility. SLCP Worker Engagement Technology (WE Tech) provides a digital platform for workers to directly and anonymously report information. SLCP has adopted this technology as a method for complimenting all three (3) SLCP Validation Methods: Onsite Verification, Virtual + Onsite Verification and Full Virtual Verification. WE-Tech allows a quick, scalable way to discover high-level issues in the workplace. The yes / no answer options allow clear distinctions between adequate and inadequate conditions that verifiers can investigate and that facility management can use to direct action plans and improvements. What does the survey ask? The survey consists of 20 questions related to facility working conditions and the WE Question Set is intended to complement, not duplicate, the CAF Tool questions. This makes the WE Question Set an effective tool for cross referencing with other documentation to ensure an even more accurate interpretation of facility working conditions. The survey covers seven categories of workplace issues: promotion/advancement, discrimination, harassment/abuse, health and safety, grievance, working conditions, and wages and benefits. For example, questions include: "In the past twelve months, have you learned new skills at this facility, that will help you to get a better job in the future? " Factories who participate in the WE-Tech survey will receive a copy of the results and can add their own questions to be deployed at the same time as the WE-Tech survey if they wish. The questionnaires are available in multiple languages and can be augmented with visual or audio to aid workers with literacy issues. Survey data is anonymous, aggregated and compiled into an easily understood and user-friendly summary report. How to Deploy SLCP with Labor Solutions? Labor Solutions’ WOVO Engage is a worker survey tool that enables local facilities and global companies to gather transparent + accurate data directly from the workers throughout the complex supply chains. Worker surveys can be deployed easily and rapidly through multiple channels to reach the maximum number of workers through WeChat, QR code, WhatsApp or even onsite. Labor Solutions can help you deploy using whatever method is best for your facility and workers. WOVO reporting dashboard provides global + local trends to understand the issues within the supply chain. The data throughout the supply chain can be tracked and compared throughout time. The scoring system help brands and facilities to better understand specific issues that need either remediation or improvement plans. The automated plan suggests and provides support to facilities with tools, resources, and development plans. If you are a factory or facility that already uses WOVO you can deploy SLCP ‘s WE-Tech as simply as deploying a survey-- contact your Client Advisor for more information. The tools are designed to be accessible to workers and make collecting worker data simple. Reach out to us to get more information and get started today. What Happens to the Data? The facility owns the survey data and decides with whom they would like to share the survey data but note that the Summary Report of the survey results will be part of the verified assessment data. If you share the FVV verified assessment data, you will share the survey results as well. The Verifier must attach the Summary Report to the final verified assessment with no exceptions. How to use the results? Labor Solutions' Advisory Team is Here to Provide Support Every Step of the Process. The SLCP requires factories to follow up on results and provides a protocol for next steps. But we know doing it alone is hard, especially for the first time. That's why Labor Solutions provides support beyond the tool itself. Our experienced advisory team provides support for both global brands and facilities at every step of the survey process to ensure success. We work directly with facilities to help them understand the opportunities of the survey and support promoting the survey to workers in their language. Is We-Tech Required? Currently WE Tech is only mandatory for Full Virtual Verification as Full Virtual Verification does not permit worker interviews; however, WE Tech benefits all three (3) SLCP Validation Methods, including Onsite Verification, by providing facilities the opportunity to gain a deeper understanding of working conditions in the facility. Why Labor Solutions? Labor Solutions is a women-owned, Asia-based tech solutions provider that specializes in engaging with workers to collect reliable data at scale and report it in a way that proves actionable insights. Labor Solutions has over a decade of experience in worker surveys and worker engagement in footwear and apparel manufacturing. WOVO actively engages over 1.8 million workers worldwide in their local language. It has the gold standard for worker surveys and deployments which provide statistically significant results and provide the basis for informed improvements. We are focused on improving outcomes for workers and factory management by leveraging technology and data to inform and improve, not catch and penalize. Contact us at info@laborsolutions.tech for more information and pricing.

After nearly a decade of conducting surveys and Labor Solutions has still never closed a survey without reaching a statistically relevant sample size. People often ask what the Labor Solutions’ difference is. Our difference is in the details and ultimately it is how we design our tools and services for every stakeholder’s needs. The needs of each stakeholder are considered, not only in the design process but also in the support Labor Solutions provides. Critical to our survey’s success are the types of questions we ask. While WOVO allows for fully customizable questions, we recommend using experience-based questions to get the best results. Fact-based questions and issue-based questions can be useful for getting some information, but they do not provide the full picture. Instead, we recommend asking experience-based questions that allow workers to share their feelings and experiences. Consider these two questions: ​ Question What we Learn Ask ​Do you feel safe at work? ​This experience-based question: •Allows the worker to feel at ease – there is no right or wrong answer to how you “feel” • Engages suppliers who are also interested • Captures all safety aspects • Helps uncover, unknown issues Instead of ​Is there a fire extinguisher? This issue-based question: •Puts pressure on the worker + makes them feel like there is a right answer •The supplier already knows the answer to this question. •By asking this question suppliers think you don’t trust them + are more likely to coach workers •The question only assesses one safety issue Why Experience-Based Questions Tell You More Allows workers to feel at ease - There is no right or wrong answer to an experience-based question, so workers can feel comfortable sharing their true thoughts and feelings. This can lead to more honest and open feedback. Engages direct employers (suppliers) – Suppliers are more likely to be interested in providing feedback when they feel like it is not just fact-finding but also interested in listening to their workers’ opinions. Experience-based questions show that you are truly interested in hearing about experiences, not just getting a checklist of facts. Captures things that haven’t happened. Fact-based questions can only assess specific safety issues. Experience-based questions allow workers to share their thoughts on all aspects of safety, from the physical environment to the work culture. Uncovers unknown issues - Workers may not always be aware of the safety risks in their workplace. Experience-based questions can help them to identify and raise concerns about potential hazards. Limit Use of Issue-Based Questions You cannot build a whole survey just with experience-based questions, of course. So here are some drawbacks to be aware of when asking fact-based or issue-based questions to factory workers - Puts pressure on workers - Workers may feel like there is a right or wrong answer to a fact-based or issue-based question. This can make them feel uncomfortable and less likely to share their true thoughts. Employers already know the answer - Employers are often very familiar with the safety standards and procedures in their factories. Asking them fact-based or issue-based questions is not likely to yield new information. Damage trust - If suppliers feel like you don't trust them to keep their workers safe, they are less likely to be open and honest with you. Asking fact-based or issue-based questions can send the message that you don't trust them. While collecting feedback from factory workers consider replacing fact-based questions with experience-based questions to get the most honest and open feedback. When writing a survey question, it’s important to first determine the goal and intention of the question. By asking this question what do we hope to discover? Once we ask this question, what can be done with the results? We often ask questions on a scale from Strongly Agree to Strongly Disagree. Here are some examples: ​Question Intention/Goal ​Question/Statement Holistic understanding of safety I feel safe at work. Holistic understanding of workers' experience. I would recommend this as a place of work to a friend or family member Understanding of workers' interactions with others and general feeling of fairness At work, I am treated with fairness and respect For almost a decade, Labor Solutions has worked closely with complex supply chains to identify and address these complex needs to create an effective and industry-leading survey tool that covers all these bases and more. Learn more about WOVO Engage .

Brands and suppliers are increasingly focused on worker well-being and its impact on engagement, productivity, and sustainability. However, many companies struggle to get started, measure success, and implement worker well-being programs throughout their supply chains. Case Study: The Children’s Place Since 2018, Labor Solutions has supported The Children's Place (TCP) , a children's apparel brand, in deploying worker well-being and engagement programs throughout its supply chain as part of TCP’s ESG strategy. The Children's Place relied on in-person training to execute their worker wellbeing program, but recognized they were unsalable and expensive. In search of something more scalable, sustainable, and systematic - TCP landed on WOVO. WOVO's holistic functionalities, met the needs of TCP's worker wellbeing program, supporting the entire cycle from identifying needs and delivering clear data points to facilitating systematic changes and measuring long-term impacts. Listening to Workers’ Voices and Understanding Their Needs The Children's Place started its engagement with Labor Solutions by conducting a baseline survey to understand the needs of its workers. With WOVO, TCP deployed a baseline survey directly to workers from 14 suppliers in 3 countries and was able to quickly gather results to pinpoint workers’ well-being needs. WOVO's worker survey tool is designed for complex supply chains. The tool allows companies to collect feedback from workers in multiple languages, and it provides data that can be used to drive change. The survey found: Workers want to communicate more with management but were concerned about anonymity Workers were interested and willing to use technology to take training. Workers are keen to learn more about worker well-being topics Worker surveys are a great start for companies to collect feedback from their workforce and access where the changes could be made. WOVO also provides data that can be used to identify areas for improvements and track progress over time. Improving Worker Wellbeing through WOVO Platform Based on the survey results, TCP implemented WOVO Connect and WOVO Educate . WOVO Connect is a tool that helps companies to engage with their workers and create positive changes in the workplace. The tool includes a grievance and dialogue system and a third-party whistleblowing line that supports anonymous worker communications. By implementing this tool, TCP supports workers to have a voice in their workplace and to be heard. WOVO Educate is a modular eLearning lesson provider for workers. It can be used to train workers on a variety of topics, including workplace safety, rights + responsibilities, and also well-being topics. These lessons are delivered through the same WOVO platform, helping companies to train their workers in a cost-effective and efficient way. George Hou of TCP said these lessons “provide an interactive learning process and real-life examples for workers to absorb and apply the knowledge learned while minimizing the risk of in-person training during the COVID period. It is also very cost-effective for our suppliers,” The dashboard that is part of the platform helped TCP establish and collect actionable data points to drive change through its dashboards, including the number of workers trained, the types of questions workers are asking, and the workers' perceptions of workplace communications and their wellbeings. Throughout the process, Labor Solutions provided structured implementation and advisory services to help suppliers thoroughly understand not only the technology aspects of the WOVO platform but also how it is integrated with factories’ day-to-day operations and the soft skills required for management. Starting a Successful Worker Wellbeing Program You cannot do this alone to kick off a successful program like this. It is important to get management buy-in from day one, as well as work with suppliers deeply to ensure they are aligned with you on the goals. TCP's Regional Responsible Sourcing Manager, Mr. George Hou discussed with us what he found useful in going through this journey > read more here. Labor Solutions provide companies with customized WOVO package to meet their specific needs and to roll out the platform to their workers. We provide a variety of support services to help companies implement their programs and ensure successful programs.

Recently, the Canadian federal government agency responsible for monitoring alleged human rights abuses in global brands investigated several international brands for forced labor. ILO describes forced labor as “situations in which persons are coerced to work through the use of violence or intimidation, or by more subtle means such as manipulated debt, retention of identity papers or threats of denunciation to immigration authorities.” Forced labor is one of the most serious human rights issues in supply chains - in 2021, the ILO estimated that there are about 28 million forced laborers globally. There are serious legal and financial implications for global companies whose supply chains contain forced labor, including detention of imports and large fines. Therefore, it is crucial for companies to understand the risks of their products and services being produced with forced labor and eliminate this risk through prevention. Labor Solutions is an Asia-based social impact business working on improving workers’ lives for the past decade. Here are our recommendations to combat forced labor in your supply chain; Educating Across the Board: First Step in Combating Forced Labor Every supply chain has some risk of forced labor. For global buyers with complex supply chains, it is difficult to understand and address the forced labor risks within their value chains alone. That is why the first prudent step of action in combating forced labor is to educate stakeholders, including: Sourcing team : Raise awareness of this prevalent issue and provide training on how to identify, prevent, and mitigate forced labor. Suppliers and their line managers : Provide training on what forced labor means and its indicators, why it is bad for business, as well as preventative and mitigation measures including how to work with responsible recruiters and agencies. Workers: Provide training to help them understand their rights, understand what forced labor means in their local legal context, and what to do if they see or experience forced labor. In early 2022, we implemented eLearning training for an Indonesian factory on understanding their rights and the importance of speaking up about workplace rights and safety issues. There was an immediate 50% increase in the number of health and safety messages and reports – which indicates that educating and aligning your value chain can help create a more transparent + trusting environment for the workers. Read more about this case study here . Targeted Worker Surveys to Uncover Issues Within the Value Chain Supply chain risk reports can be a good starting point to understand forced labor issues within the business value chain. However, these reports and assessments usually do not consider local context and supplier-specific risks. Audits similarly are informative but assess the past and do not measure the indicators of future risks. That is why the next course of action is to conduct global worker surveys within the value chain to help identify forced labor risks. For regions with known risks, it is recommended to add specific risk-based questions to get accurate responses. It is crucial to engage with workers directly to get representative data about their experience of workplace conditions and to involve suppliers early in the process to build trust and accountability. Working with suppliers to design and implement the surveys, and to make sure incentives are aligned can also help ensure that the questionnaires are culturally relevant, workers participate without fear of reprisals, and the results are accurate and reliable. Using Worker Survey technologies like WOVO, you can easily deploy surveys at scale across your value chain like adidas. Some issues uncovered during worker surveys will have clear root causes or precedents that management is aware of, while others may be surprising. When employee experience surveys indicate that there are issues, it is important to investigate further through focus group discussions (FGDs) or other follow up to uncover the underlying conditions and factors. Systematic Solutions to Minimize Risks Throughout As these surveys and assessments are periodical, they are not enough to keep risks under observation continuously. To minimize the risk, the value chain needs a systematic process and tools to prevent and identify forced labor. One way to do this is to ensure that all workers within the value chain have access to a functioning grievance mechanism provided by their employer. Through these mechanisms and tools, workers can make complaints to their employers about workplace issues, including improper recruitment practices and payments. These mechanisms can also serve as an early warning system. With adequate data collection, these tools and mechanisms may help detect patterns that predict the likelihood of human rights issues within the supply chain. It is important to continuously monitor and evaluate the effectiveness of these systems and make improvements to better suit your unique supply chain needs. Work with your suppliers to set clear guidelines and expectations for them and ensure that they are offering transparent, anonymous tools for their workers. By collaborating with suppliers in this process and showing them trust, it is more likely for them to share the issues uncovered within their supply chain. A successful process will provide buyers reassurance and suppliers with additional support. Prevention, Remediation + Improvements for Forced Labor The effort needed to combat forced labor is tremendous and usually, the scale is huge. It is important to understand that this cannot and does not need to be done alone. Engaging & seeking the support and advice of trade unions, human rights organizations, or other local organizations can be a key to preventing, identifying, and remediating issues + making localized improvements. Every supplier should screen recruiters and agencies, and contractually obligate compliance with responsible recruitment practices. This includes ensuring workers do not pay recruitment fees, that contracts are provided, and terms are clear. If transportation and/or housing are provided as part of the employment, the cost must be reasonable, and workers should be informed in advance of their final take-home pay. Workers also must always be able to access their identity documents and quit or leave the workplace without punishment. If forced labor is identified in your supply chain, it is important to take steps to immediately remediate the situation and prevent it from happening again. This may involve: Remediation that directly addresses the harm caused to any workers impacted by forced labor, including counseling and financial assistance. Local rights organizations, trade unions and other industry stakeholders may be able to support remediation. Working with the supplier to develop an action plan that addresses the root causes of forced labor. This can include checklists for responsible recruitment, policies and codes of conduct for suppliers and recruiters, and training. Capacity building at all levels of the supply chain so that all supplier employers understand forced labor and how to implement responsible practices. Reporting and grievance procedures for workers and other impacted individuals that provide adequate protection and support for reporters and are promoted by employers. Monitoring the supplier to ensure that the action plan is implemented effectively. Regional and industry context can be important when designing an effective forced labor prevention, remediation, and improvement plan. Please reach out to our team of human rights experts to discuss what makes the most sense in your value chains.

Businesses around the world are taking a closer look at the "S" in ESG to further human rights due diligence in supply chains. Worker grievance is a key area of ESG that is measurable and effective, if done correctly, generating clear data and insights for companies to track improvements. Gildan , a leading apparel manufacturer, is using WOVO, a grievance mechanism app, to elevate worker voices and improve their lives. Labor Solutions interviewed the Director of Global Social Compliance at Gildan, German Reyes, about the company’s experience using WOVO and the role of leveraging technology to help elevate worker voices in complex supply chains. Read our conversation below: Photo courtesy of Gildan 1. When and why did you start using WOVO? We began using WOVO in 2021 after several employees expressed interest in submitting feedback directly on their smartphones. We then start to evaluate the idea of incorporating an additional grievance mechanism system; we looked into various options and one of our customers expressed the positive experience they had with Labor Solutions and recommended that we use it in our facilities. We rolled out and implemented the WOVO app in two of our facilities located in Honduras and Nicaragua. 2. What did you want to achieve by using employee voice tools like WOVO? We were looking to further elevate the culture of open and safe communication channels with our workers. We already had processes in place for traditional grievance mechanisms, but we wanted to step it up and go digital. We also wanted to ensure that communication with our workers was efficient and that responses were provided in a timely manner. We knew that going digital could certainly help us with that. 3. What has changed for your business since you started using WOVO? Since starting to use WOVO, Gildan has seen a number of positive changes. Employees now have a direct line of communication with management via digital communication channels, which has led to increased trust and engagement. Employees have been more motivated to ask questions as well as provide more suggestions and ideas. The company has also been able to better track and categorize grievances, which has helped them to identify and address recurring issues. Finally, we can better understand our employees’ needs and as a result, we have developed even closer relationships between management and workers. 4. How have you used WOVO to monitor and report on social sustainability + grievance matters internally? Throughout the years, we have monitored the number of suggestions received through our suggestion boxes as well as through the rest of our grievance mechanisms. With WOVO we continue to monitor our grievances, but we are also able to quickly identify recurring trends that could positively be improved. These trends are communicated to our different internal teams so that together, with our workers and other stakeholders, we can identify the best solutions. 5. Can you share a particular experience or insight into how you used WOVO to collect workers’ feedback and make changes in your facilities? At the end of last year, multiple suggestions were received from workers regarding the synchronization of the Electronic Time Record System and the digital clocks located on our production floor. The suggestions were sent to our IT Department who reviewed the problem and confirmed that when power outages occurred, the digital clocks were misconfigured, causing small discrepancies on time reported by workers. Thanks to their feedback our teams were able to quickly fix the issue. The case was successfully closed on the app and the employees were satisfied with our response. 6. In your opinion, what is the key to a successful WOVO implementation? I’m a strong believer that getting everyone on the same page from the get-go is a great way to roll out a new initiative. Specifically, with WOVO, I think the key to a successful implementation is a strong onboarding that includes all levels of management in a facility from day 1. Here is a roll-out structure I believe could help: Pre-Launch : conduct a series of activities and an awareness campaign to generate interest and curiosity amongst employees. The Launch : Gather employees and explain to them how to install and use the app, as well as share the benefits of using the app. Post-Launch: Maintaining employee trust within the app by providing prompt responses as well as effective solutions to their grievances. Also, keep employees engaged by asking them to complete surveys and continue rewarding those who submit their feedback and suggestions through the app. Gildan is one of many companies that are using WOVO to ensure human rights due diligence processes are in place in their supply chains. The platform has helped Gildan to create a more open and transparent communication channel with their employees, and it has also helped them to identify and address recurring human rights issues. If you are looking for a way to kick-start your HRDD journey, Labor Solution is offering HRDD Starter Kit .

What is OECD Guideline for Multinational Enterprises on Responsible Business Conduct The OECD Guidelines for Multinational Enterprises on Responsible Business Conduct (the Guidelines) are guidelines made for multinational companies to promote sustainable development and address the negative impacts of business on people, the planet, and society. The Guidelines offer voluntary principles and standards for responsible business conduct, aligning with applicable laws and internationally recognized standards. While some topics covered by the Guidelines may already be addressed by national laws and international commitments, they provide recommendations that go beyond legal requirements. It's important to note that the government's recommendation for companies to follow the Guidelines is separate from matters of legal liability and enforcement. Since their introduction in 1976, the Guidelines have been periodically updated to address changing societal challenges and the evolving landscape of international business. The 2023 update, which comes after the previous update in 2011, reflects insights gained from experience and responds to pressing social, environmental, and technological priorities that societies and businesses face today. What is being updated? The update process involved the 51 Adherents to the OECD Declaration on International Investment and Multinational Enterprises and multiple key stakeholders from the private and public sectors. The updates involve two public consultations open to stakeholders from all countries, representing the diverse perspectives of businesses, workers, and civil society. The overall key updates are as follows. For more detailed updates, you can visit OECD’s official page . Encouraging enterprises to align with internationally agreed goals on climate change and biodiversity. Introducing recommendations for risk-based due diligence regarding technology, including data collection and utilization, throughout its development, financing, sale, licensing, trade, and use. Providing guidelines on how enterprises should conduct due diligence concerning the impacts and business relationships associated with their products and services. Enhancing protection for vulnerable individuals and groups, including those who voice concerns about business conduct. Updating recommendations on disclosing information related to responsible business conduct. Expanding due diligence recommendations to address all forms of corruption. Recommending that enterprises ensure their lobbying activities align with the Guidelines. Strengthening procedures to ensure the visibility, effectiveness, and functional equivalence of National Contact Points for Responsible Business Conduct. Key Areas that Impact Global Buyers with Complex Supply Chain The updates have a broad impact across various aspects of the original Guideline. The following two areas; General Policies + Employment + Industrial Relations Specific Policies, may have the highest impact on the global buyers with complex supply chain. General Policies: Key Points What it means for Global Buyers Due diligence should be risk-based and proportionate to the severity and likelihood of adverse impacts, recommending enterprises to prioritize actions based on their significance. Specific geographies, commodities or industries have known risks – take immediate actions to educate + prevent on these issues. Conduct thorough and regular risk assessments that help you prioritize improvement and remediation actions based on the potential impact. Expectation for enterprises to engage in meaningful consultation with individuals or groups who may be adversely affected by their activities. Continuous engagement channels with stakeholders; including your suppliers, workers’ representatives and other stakeholders to prevent + remediate risks. Responsibility for adverse impacts should not be shifted from the entity causing them to the enterprise with which it has a business relationship. Buyers can no longer shift responsibility to supplier, meaning that implementing a system with mechanism + tools to educate, prevent, remediate, and improve the supply chain is a key success factor. Responsible engagement, rather than disengagement, should be pursued when there is a realistic prospect of improvement over time, with disengagement only being considered responsibly if necessary. A systematic identification process + improvement plan that encourages ongoing collaboration to drive positive change throughout the supply chain. Prevent reprisals against individuals investigating or raising concerns about their operations, products, or services, and foster a safe environment for voicing concerns. The mechanism + channels that protect individuals who raise concerns or report issues, then address those accordingly. Employment + Industrial Relations Specific Policies: Key Points What it means for Global Buyers Respect for workers' rights to freedom of association and collective bargaining. Educate suppliers, and their line managers to uphold and respect workers' rights to freely associate and engage in collective bargaining. Obligation for enterprises to provide a safe and healthy working environment, aligning with the ILO Declaration on Fundamental Principles and Rights at Work. Ensure that suppliers create and maintain a safe and healthy working environment for their employees by supporting them with tools + education programs. Preventing human trafficking, forced labor, and coercive practices, while promoting transparency in addressing forced labor risks associated with operations, products, and services. Actively educate on and prevent human trafficking, forced labor, and coercive practices through education + prevention methods. The need for training programs that anticipate future changes, such as societal, environmental, and technological shifts, automation, digitalization, just transition, and sustainable development. Training programs that prepare workers for future changes and challenges. Stressing that enterprises should prevent reprisals against individuals investigating or raising concerns about their operations, products, or services, and foster a safe environment for voicing concerns. Mechanisms + tools for confidential reporting, whistleblower protection, and grievance redressal to encourage open communication and ensure that concerns are addressed promptly and effectively. Clarifying that providing reasonable notice to worker representatives and relevant authorities about major operational changes includes automation-related collective or large-scale layoffs or dismissals. Continuous engagement to keep workers informed on significant operational changes, particularly those involving automation that may result in collective or large-scale layoffs or dismissals. As most Human Rights Due Diligence laws and regulations are based on the UN Guiding Principles on Business and Human Rights, the OECD Guidelines, it is important for global buyers to keep informed and update their processes to meet these guidelines. By incorporating such guidelines into supply chain, global buyers can mitigate legal risks, protect their reputation, and align with global expectations for responsible business conduct. If you are interested in learning more about how to take your first step in making your supply chain sustainable – download our eBook on Strategies for Effective HRDD in Your Supply Chain.

Download our eBook on Strategies for Effective HRDD in Your Supply Chain to learn more about this topic. According to the United Nations, “human rights are rights inherent to all human beings, regardless of race, sex, nationality, ethnicity, language, religion, or any other status.” Human Rights Due Diligence (HRDD) is a general term for the kinds of laws that require companies to undertake proactive measures to ensure business practices and operations do not violate human rights. These laws require companies to regularly assess, identify, remediate, and prevent human rights violations within their business and with varying scopes of application up and down the value chain. This starts with traditional due diligence to confirm the identity, legal status, policies, and practices of potential contractual partners, but adds additional responsibilities once a supply relationship is entered into, including remediation of violations. This limits a company’s ability to remove itself from a problematic supply chain and implies that supply relationships should be entered into with a long-term view—hence, the due diligence stage (pre-contract) is the decision point that will determine the kinds of obligations and potential liabilities you have with respect to this supplier and their associated stakeholders after you sign the contract. In this whitepaper, we will use “due diligence” to refer to all of the obligations that companies have under HRDD laws, not just traditional due diligence. The UN Guiding Principles on Business and Human Rights (UNGPs) published by UNHCR in 2011 are the authority on defining human rights in the business context and are the basis for HRDD principles that countries have used as the foundation of their HRDD laws. The UN Guiding Principles on Business and Human Rights has three pillars: 1. The States Duty to Protect Human Rights States set clear expectations that companies domiciled in their territory/jurisdiction respect human rights in every country and context in which they operate. 2. A Company’s Responsibility to Respect Human Rights To meet the responsibility to respect, business enterprises must have the necessary policies and processes in place. The Guiding Principles identify three components of this responsibility. First, companies must institute a policy commitment to meet the responsibility to respect human rights. Second, they must undertake ongoing human rights due diligence to identify, prevent, mitigate, and account for their human rights impacts. Finally, they must have processes in place to enable remediation for any adverse human rights impacts they cause or contribute to. 3. Access to Remedy One of the fundamental principles of the international human rights system is that when a right is violated, victims must have access to an effective remedy. Since the adoption of these principles, a new era of socially responsible and sustainable business has taken shape and continues to build momentum. Many governments and businesses have used these principles to set regulations, policies, and set long-term goals. Recently we have seen several governments enact far-reaching laws and regulations in line with the Guiding Principles to help regulate businesses and their supply chains and ultimately protect workers. By implementing HRDD practices, companies can ensure that their products and services are created without harming the environment or violating human rights. This can help build trust with customers, stakeholders, and investors, while also minimizing legal and reputational risks. Furthermore, HRDD helps companies to promote sustainability and improve the overall well-being of their employees, suppliers, and communities where they operate. Overall, adopting HRDD is a critical step towards building a responsible and ethical supply chain, which is increasingly important for consumers and society as a whole. Globally HRDD regulations are being passed and more to come Several countries and regions have passed laws over the last few years regulating industries and imports into their country. Laws range from issue specific to disclosure reports to national-level mandatory due diligence and reporting that cover all human rights. Here are a few examples (this is far from exhaustive, and laws and regulations are being enacted, passed, and updated in real-time– so please check with legal counsel) Issue Specific Laws The UK , US and Australia Modern Slavery Act , and the Dutch Child Labor Due Diligence Act . Disclosure Laws The California Transparency in Supply Chains Act and the EU Corporate Sustainability Reporting Directive (EU CSRD) Mandatory Supply Chain HRDD France , Switzerland , the Netherlands , Norway , Germany , Japan . These are also proposed in Canada , Spain , and the EU . The enforcement mechanisms vary from case to case and could result in hefty fines or customs seizure of goods. Some laws allow for indiscriminate detention of specific types of goods, meaning importers are responsible for proving their supply chains are clear of violations. Buyers will be particularly sensitive about supplier selection and retention based on their ability to comply with human rights requirements. How Do Human Rights Due Diligence Regulations Effect Global Buyers Since January 2023, governments and NGOs have started to enforce and test the limits of the laws through investigations and in court. A complaint was filed in early 2023 against three major retailers alleging that their failure to become signatories to the Accord on Fire and Building Safety in Bangladesh is a violation of their due diligence obligations under the LkSG. In the UK, the Uyghur World Congress has brought a suit in London’s High Court over the government’s failure to ban imports of cotton products made with forced labor. And in the US, an environmental law organization filed suit against a global commodities trader for breaching the OECD guidelines on responsible business conduct for its operations in soya supply chains in Brazil and allegedly causing environmental damage and human rights violations. While these cases are still ongoing, the uncertainty and potential liability evidenced by these complaints and claims put global companies on notice about their human rights and environmental obligations. Having HRDD in your supply chain contracts can help you drive not only positive social impacts but also financial impacts. HRDD can help you avoid legal risks and reputational damage that may result from being associated with human rights abuses. Having good HRDD policies and practices can also enhance your competitiveness and attractiveness to customers, investors, and stakeholders who value ethical and sustainable business practices and see a lack of due diligence as a risk. Furthermore, these practices can also improve your operational efficiency and quality by reducing disruptions, conflicts, and grievances in your supply chains. Technological tools like Labor Solutions’ WOVO can help global companies understand and manage their supply chain risks at scale, and to collect the data they need to make required annual reports under new HRDD laws.

The next decade will be pivotal for the future of business and supply chain due diligence. The UNGPs 10+ Roadmap for the Next Decade announced in December 2021 highlights the importance of "demonstrating human rights due diligence and effective engagement as well as grievance management in just transition planning" for companies. Labor Solutions is helping companies address human rights issues in a way that not only meets the needs of the due diligence laws but creates long term sustainable change for people within supply chains. It was a landmark year for mandatory human rights due diligence legislation with new laws proposed or enacted in the EU, the Netherlands, New York State, Norway, Germany, and Canada. While negotiations are still ongoing for some of these laws, passage in some form seems all but inevitable. Much like the GDRP, put together, these laws have broad reach and will undoubtedly impact companies globally, even those without operations in the countries from where laws originate. Human rights due diligence will become a prerequisite for doing business globally. Labor Solutions estimates 35 million companies will be held accountable for human rights violations along their value chains beginning in 2024 at the latest. Companies will need to, amongst other things; Proactively map risks; Provide accessible and anonymous grievance mechanisms to capture issues; Enact fair and transparent remediation to address issues; Educating workers, suppliers and other stakeholders of their rights and responsibilities; and Proactively seek worker input to evaluate the efficiency and outcomes of due diligence programs. Labor Solutions is committed to helping companies meet these emerging standards: 1. Map human rights risks in the workplace and supply chain using worker surveys Legislation requires companies to proactively map supply chain risks to best understand where additional resources are needed. Listening to workers is key to uncovering issues, mapping systemic, systematic or single occurrences issues. Worker Surveys are effective at proactively asking workers about their experience Often workers need someone to proactively reach out to feel comfortable reporting an issue or to even know they have experienced a violation. Over the last decade, Labor Solutions has deployed worker surveys to help companies identify gaps, key actors and systemic challenges. Examples include using surveys to; pin-point violations in the recruitment process, map worker fees, uncover poor managers and understand the scale and type of sexual harassment occurring around the workplace. Worker surveys are also useful to gather baseline information on what workers already know about their rights to help companies target training efforts or other outreach activities. They can also serve as a tool to measure the effectiveness of mitigation and remediation efforts. 2. Provide an accessible grievance mechanism for workers Many regulations mandate grievance lines to ensure the collection of these issues. Going forward companies of all sizes throughout the supply chain will need to prove they have a way to collect feedback from workers and that they have policies and actions to remediate these risks. Implementing Labor Solutions' Grievance Management and Worker Dialogue Tools will be sufficient in meeting grievance management requirements. Grievance Management Systems and Worker Dialogue Tools provide real-time constant feedback to help advocates stay ahead of violators. Companies who proactively implement their own grievance lines, will have better outcomes, both in terms of the reduction of risks and in the protection of workers. Worker Surveys are a tool to help companies set annual goals, while worker dialogue tools are used to help companies address imminent challenges, quickly pivot and make daily decisions to protect workers. 3. Implement clear and transparent remediation policies and procedures. Collecting data isn't enough. Responding and following up with workers is key to ensuring rights are protected. Building effective grievance mechanisms is core to our work, work with the Labor Solutions team to ensure the implementation of a worker voice and grievance program that works. The Labor Solutions grievance system, not only allows on-going conversation with the reporting worker, but it also allows companies to systemically send feedback and updates to all workers. The on-going communication allows for a deeper understanding of the issue. The broadcasting feature ensures all workers know the company cares and acted, encouraging workers to continue to use the system. The Labor Solutions team is also skilled at supporting companies to create grievance management policy and procedures to ensure systems work once implemented. The team also specializes is remediation support to help companies effectively respond to complex workplace challenges. 4. Streamlining digital education and technology services across global supply chains via tools is key to upskilling workers and managers to protect themselves and reduce and proactively remediate risks when they arise. Many systematic human rights challenges have existed for decades and are considered the norm by all. Education is a key step to helping workers and managers understand their rights and to speak up when something is wrong. Education also helps incentive violators to change their ways. Many violators, like migrant workers agents, are resistant to to change because the existing industry provides them no other option. By creating markets that require better and educating stakeholders about standards helps redesign the industry. eLearning is an affordable and effective tool to reach more stakeholders and ensure everyone within your supply chains knows your ethos. Labor Solutions provides a host of eLearning courses on salient human rights issues designed with industry experts, including topics on Worker Rights + Responsibilities, Forced Labor + Workplace Harassment, Family Planning + Parenting, and Gender-Based Violence (GBV), Gender Discrimination + Sexual Harassment. Data from eLearning allows companies to ensure compliance. Companies are incentivized to participate the learning journey through earning badges and easily tracking and sharing progress with stakeholders. Our Dashboard shows the number of workers trained overtime and the percentage of current workers trained across your supply chain to help you measure your impact, while ensuring your current team is up to date. 5. Ending modern slavery and forced labor means promoting responsible recruitment and eliminating sexual and gender-based violence and harassment (SGBVH). Labor Solutions is developing two exciting industry-wide partnerships, both of which will lead to expanding our Worker Survey offerings for Forced Labor and Responsible Recruitment and Sexual and Gender-based Violence and Harassment (SGBVH). Get in touch with our teams directly to hear more. 6. A more robust business case for responsible sourcing in global supply chains must be built with Labor Solutions and partner organizations as research extends beyond scorecards, rankings, and tick-box ESG reporting. Leveraging data to improve business practice is a core priority for Labor Solutions. Scoring and ranking companies is an effective first step – but not a solution – to nuanced, localized issues driving worker engagement along a supply chain. Labor Solutions is committed to building robust business cases and showing our clients a thorough return on investment (ROI) for the social component of ESG. A recent article from the Stanford Social Innovation Review on the subject points out: “Returns from addressing women’s health in supply chains, for example, do not appear in quarterly sound bites, but often take years to emerge. Yet good performance on health can be a proxy for good corporate supply chain management and risk mitigation.” Consulting firms and/or academic research institutions should continue partnering with third parties like Labor Solutions to further boost the business case for engaging workers along supply chains. The Good Business Lab, the Children’s Place, and Shahi Exports have already partnered with Labor Solutions on innovative research finding that workers were 9 times more likely to use Labor Solutions’ WOVO tool than traditional grievance channels, like suggestion boxes, and ‘open door policies.’ Labor Solutions hopes to leverage this and other research-based partnerships to take our best-practice findings global and public 2022. In 2022, Labor Solutions will remain at the forefront of future trends for business and supply chain due diligence. ---- Labor Solutions, a social enterprise, 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. Please reach out to our team to learn more: info@laborsolutions.tech.