Executive Summary WOVO  is a worker engagement platform used by 3.8 million workers globally  to raise grievances, participate in surveys, and access digital learning. The platform is designed for low-literacy, low-trust, and high-risk environments , where traditional HR tools often fail. Accessibility is treated as core infrastructure , not a feature—through visual design, simplified security, WCAG 2.0 standards, and human-led deployment where needed. When technology alone is insufficient, Labor Solutions supports workers on the ground , ensuring informed consent, trust, and reliable participation. Worker technology only works when workers can actually use it—safely, confidently, and on their own terms. Today, 3.8 million workers  use Labor Solutions’ worker technology platform, WOVO , to raise concerns, participate in surveys, access learning, and engage with workplace systems that often fail to reach them through traditional human resource tools. As WOVO has scaled, one principle has remained constant: access must come before complexity . Technology cannot support worker voice if workers cannot use it safely, intuitively, and confidently—especially in low-literacy, low-trust, and high-risk environments. We design WOVO not as a one-time product update, but as an evolving system for worker engagement at scale. What WOVO Does—and Who It’s Built For WOVO is a worker engagement platform designed for real-world labor contexts, including supply chains and workplaces where: Literacy and language access vary widely Trust in employers or formal grievance mechanisms may be low Anonymity and safety are essential Smartphones are common, but formal digital training is not Through WOVO, workers can: Submit grievances safely and anonymously Participate in surveys and feedback mechanisms Access training and eLearning content Engage with systems designed to support worker voice and remedy These realities shape every product and design decision we make. Why Worker-First Product Design Matters Most workplace technology is designed primarily for employers, auditors, or compliance teams , with workers treated as data sources rather than primary users. Labor Solutions takes a different approach. Our tools are designed exclusively around worker and supplier engagement , which fundamentally changes how product decisions are made. When workers are the primary users—not a secondary audience—accessibility, trust, and safety are no longer optional features. They become non-negotiable design requirements. This focus is why WOVO is built to function in low-literacy and high-risk contexts, why anonymity and informed consent are central to the experience, and why design decisions are tested against real-world worker behavior rather than theoretical usability standards. Product design looks very different when worker voice is the goal—not just data collection. Don’t Assume Low Literacy Means No Access to Technology Research shows m any workers who struggle with reading are active smartphone users. They regularly watch and share videos on platforms like Facebook or YouTube and are often highly comfortable with numbers, icons, and visual interfaces. Designing for inclusion means recognizing these realities rather than relying on assumptions. At Labor Solutions, we aim to build tools that serve everyone without simplifying experiences in ways that feel patronizing or exclusionary . Respectful design acknowledges workers’ existing skills and adapts technology to match how people already interact with their devices. Inclusive product design is not about lowering expectations—it’s about aligning systems with real user behavior. We aim to build an inclusive product that serves everyone without belittling. Designing Through Iteration, Not Assumption The WOVO team follows an iterative, feedback-driven design process grounded in how workers actually interact with technology—not how we assume they should. As the platform grew from early deployments to millions of users, our focus has been on expanding access while simplifying experience , ensuring WOVO remains intuitive even as functionality grows. At this scale, design decisions are no longer theoretical. They directly influence how millions of workers understand information, share experiences, and seek remedy. Accessibility as Core Infrastructure WOVO serves workers globally, across wide variation in literacy, language, and digital familiarity. UI that relies too heavily on texts further alienates vulnerable illiterate population s  and restricts access to valuable information and opportunities. Rather than treating accessibility as a compliance requirement, we treat it as core infrastructure . The goal is not to create separate experiences for different users, but to design shared systems that work across contexts . Visual Orientation + User Confidence When text cannot be relied upon, orientation becomes critical .  Without visual guidance, illiterate workers’ sense of orientation and navigation relies entirely on memory . Across the WOVO app, visual indicators show: When to navigate to other pages and how they got there What next steps the user needs to take and how many more What completion of a task looks like These cues are used throughout key workflows, including registration, grievance submission, surveys, and eLearning modules—building clarity, confidence, and completion. Communicating Visually To support both literate and illiterate users, key workflows within WOVO rely on: Clear, universally recognizable icons Visual cues that reinforce meaning without relying on text Simple, guided flows that reduce cognitive load For example, registration uses visual representations to help users understand what is happening and what is required, regardless of reading ability. Expanding Accessibility Through WCAG 2.0 and Audio Support As WOVO continues to scale, accessibility must evolve. Our eLearning modules are compliant with WCAG 2.0 standards , making them compatible with text-to-speech and other assistive technologies available and already relied upon by many workers struggling with literacy. Content can be accessed through listening, visuals, and guided interaction—not text alone. Reducing Cognitive Overload One of the most impactful design decisions we made was also the simplest: removing what wasn’t necessary . We intentionally: Eliminated redundant text Kept instructions concise Designed each screen to ask for only one clear task For workers navigating unfamiliar systems or sensitive issues, less information often leads to better outcomes. Rethinking Security for Real Users Research shows when systems require complex passwords or security protocols usability often suffers . Long combinations of letters, numbers, and symbols increase the likelihood that users will forget their credentials—particularly in low-literacy contexts. Based on these insights, WOVO uses: Security questions answered numerically (such as dates) A simple 6-digit PIN  instead of complex passwords This reduces forgotten credentials, avoids easily guessable passwords, and aligns security with real user behavior. Personalization Without Compromising Anonymity Trust is foundational to worker voice. To balance engagement, safety, and anonymity, WOVO includes: Avatars  that allow users to personalize their account without revealing identity Illustrated security questions  that rely on recognition rather than written responses These features help workers feel ownership over their experience while maintaining the anonymity required for grievance and feedback mechanisms. Technology With Human Backstops Designing for accessibility also means recognizing when technology alone is not enough . Survey and engagement methods are selected based on worker needs and access—not assumed digital readiness. In some contexts, workers engage through mobile devices or QR codes. In others—particularly agricultural and migrant worker settings— human-led, in-person deployment is essential . Labor Solutions staff or trained local deployment leaders support workers directly, explaining what the engagement is, why it matters, and how anonymity is protected. Informed consent is actively ensured, not assumed. Engagement takes place in locations workers already trust—such as community hubs or health centers—and participation is monitored in real time so access gaps can be addressed. Outcomes are shared with partners to reinforce accountability. When literacy or access is limited, workers need more support—not more automation . For this reason, we do not rely on IVR in high-risk or low-literacy contexts, where it consistently leads to confusion and unreliable data. Read more about how we implement and deploy in Low Literacy and High-Risk Contexts. Designing Worker Voice at Scale Is Ongoing Work Today, WOVO supports 3.8 million workers , reinforcing a simple truth: inclusive design is not static. As the platform continues to evolve, Labor Solutions remains committed to designing systems that reflect real-world worker behavior, build trust into grievance mechanisms, and expand access to voice and remedy. Worker technology only works when workers can actually use it. If you’re interested in inclusive design or worker engagement systems at scale, we’d love to continue the conversation at info@laborsolutions.tech .

In early 2022, Spain signaled a shift toward mandatory human rights and environmental due diligence. The Spanish government’s Plan Normativo 2022  included a proposal for a national law requiring transnational companies to conduct due diligence across their value chains—an agenda supported by civil society and unions, including Plataforma por Empresas Responsables . ( Plataforma por Empresas Responsables ) Since then, the regulatory landscape has moved quickly. The biggest change is that mandatory due diligence is no longer only a national policy debate —it is now anchored in EU law. The EU baseline is now set: CSDDD is law The EU’s Corporate Sustainability Due Diligence Directive— Directive (EU) 2024/1760 —was adopted in June 2024 and published in the Official Journal in July 2024. It establishes a due diligence framework requiring in-scope companies to identify, prevent, mitigate, and bring to an end adverse human rights and environmental impacts through appropriate measures, including stakeholder engagement and grievance mechanisms. ( EUR-Lex ) That matters for Spain for two reasons: Spain (like other Member States) must align national implementation with the Directive through transposition and enforcement. ( EUR-Lex ) For many companies operating in Spain or selling into the EU, the practical question is no longer whether  due diligence expectations are coming—but how quickly they can build systems that work in practice . What Spain’s 2022 push signaled Spain’s 2022 plan—supported by civil society and unions—outlined the building blocks of a modern mandatory due diligence law, including: due diligence across the value chain, with prevention, mitigation, and remedy participation of unions and civil society (including collective action on behalf of victims) sanctions for failure to comply strengthened access to justice for affected people and communities ( Plataforma por Empresas Responsables ) This aligns closely with the direction of EU policy, which increasingly emphasizes effectiveness, accountability, and real access to remedy , not just disclosure. What companies should do now (regardless of how Spain’s national law evolves) Whether companies are preparing for EU-level obligations, Spanish implementation, or buyer expectations, the most resilient approach is to treat HRDD as an operating capability , not a policy exercise. Here are the practical actions that matter most: Build worker-informed risk assessment—not audit-only risk assessment Periodic audits can be useful, but they have known blind spots (timing, sampling, and management-filtered information). Strong due diligence requires risk assessment that is grounded in lived experience  and updated often enough to catch emerging risks. What “good” looks like: ongoing worker input (surveys, structured feedback loops, grievance data) triangulation across data sources (audit + worker voice + supplier performance) documented prioritization and action tracking over time This approach is consistent with international expectations that companies understand impacts by engaging affected stakeholders. Ensure operational grievance mechanisms are known, trusted, and used Under the UN Guiding Principles, companies are expected to establish or participate in operational-level grievance mechanisms—and effectiveness is a core requirement, not a nice-to-have. Low grievance volume is not proof of low risk.  ( EUR-Lex ) What to test (not assume): Do workers know the channels exist? Can they access them regardless of literacy, language, or technology constraints? Do they trust the mechanism enough to use it without retaliation fears? Does the mechanism lead to timely and appropriate outcomes? Is there evidence of remedy and prevention of recurrence? Make remedy real: close the loop and prevent recurrence Modern due diligence expectations are not satisfied by “intake” alone. Companies need evidence of: investigation and case handling remediation actions taken escalation pathways for serious harms systemic fixes and prevention (training, policy change, supplier capacity building) Document effectiveness (because scrutiny is increasing) Regulators, buyers, investors, and civil society increasingly evaluate whether systems function in practice. That means companies should be able to show: participation metrics (who is reached, where gaps remain) response and resolution timelines recurring themes and systemic issues corrective action completion and follow-up how findings informed sourcing, remediation, and prevention decisions Why this matters in Spain right now Spain’s 2022 proposal reflected growing public and institutional pressure to move from voluntary commitments to enforceable standards—supported by coalitions like Plataforma por Empresas Responsables. ( Plataforma por Empresas Responsables ) Now that the EU has codified a due diligence framework via Directive (EU) 2024/1760 , the practical implication for companies is clear: prepare for due diligence as a normal operating requirement —and focus on mechanisms that work in the real world, especially for rights holders. What to do now Businesses can proactively remediate human rights risks by developing holistic ecosystem to promote mandatory supply chain due diligence. To find out more about how Labor Solutions can leverage our decade of human rights risk assessment experience to support your business, get in touch at info@laborsolutions.tech . For practical examples of how this can be operationalized through worker engagement and grievance systems, explore the adidas case studies: https://www.laborsolutions.tech/post/adidas-csddd-worker-engagement-blueprint https://www.laborsolutions.tech/post/adidas

Since 2021, Labor Solutions has partnered with Decathlon and over 100 suppliers to deploy the worker engagement and wellbeing survey ( EWB ) first developed by Nike and now deployed across multiple brands. The survey addresses six areas: 🛠️ Skills Development 💬 Communication 😰 Stress at Work 💸 Remuneration 🏥 Health and Safety 🤝 Social Connection Employee engagement is essential to continuously improve working conditions in production. Not only are engaged workers more likely to feel physically and mentally secure, but having an engaged workforce is proven to fundamentally shift overarching business and social issues such as compensation, overtime, and workplace conditions. For Decathlon, worker engagement and wellbeing is part of a program aimed at making partner suppliers autonomous in their human risk management. Worker surveys provide management with the information they need to make effective decisions. Lilian Meyer , Partner Autonomy Programme Leader at Decathlon says, “employee engagement is essential, if we are to continuously improve working conditions in production. Thanks to our suppliers’ self-assessment of their human risks and this new survey tool, we and more importantly our partner suppliers have a 360-degree view of worker well-being on site, thus making it possible to define areas for improvement.” When starting the program Decathlon wanted to ensure partners implemented scalable technology platforms which included other tools besides worker surveys to ensure the longevity and sustainability of the program. Decathlon also placed supplier long term autonomy at the center of their program, requiring functions like, the ability for suppliers to add their own questions to surveys. Labor Solutions’ ethos and fit well with Decathlon’s goals. Once WOVO is implemented at a site, management teams can add additional tools to support other goals, like communication, engagement and education. At the center of Labor Solutions’ success is our approach to collaborating with suppliers. Worker voice and engagement are all about trust and trust starts with how a project is introduced. Labor Solutions adapts to each supplier’s situation to offer individualized assistance (Internet access, smartphones, languages spoken by employees, etc.), guaranteeing confidentiality and easy access for respondents. Following the survey, Labor Solutions works with management teams to understand the results and then to design and manage a one-year improvement plan based on the survey results. Some facilities choose to take additional steps to better understand results and develop regular engagement routines, like working with Labor Solutions to conduct focus group discussions (FGD) or implementing the WOVO Connect feature to get daily feedback from workers. WOVO’s survey tool allows suppliers to own and view their survey process and data – with the freedom to add survey questions, drive deeper into results, deploy using the best method for their facility and address risks as they arise – all while giving brands a birds-eye view of what’s really going on in their supply chain. This project has been interesting to work on, “the results are different per factory and each facility chooses to work on something different, but it is always driven by worker feedback. Management is engaged because they’ve never had this type of data before and are curious to learn more,” said Bijie Li, SVP of Client Services. The program is ongoing, surveys are conducted annually and improvement plans are evaluated and updated based on results. Labor Solutions and Decathlon continue to partner and hope to reach more suppliers by 2025. Beyond Surveys Our work didn't stop with surveys, we worked with Decathlon's suppliers on a host of improvement activities from in-depth surveys, training and creating action plans. Each supplier needs different follow up support and Labor Solutions flexible tool kit and advisors have supported suppliers in their journey to have quality systems that support and engage workers.  Start Empowering Your Partner Facilities Labor Solutions’ tools and services are designed to engage, connect, and educate workers across global supply chains by empowering suppliers to own human rights data and address risks as they arise. Whether you are starting with any scale supplier employment project – we tackle all challenges big or small – get in touch with our team at info@laborsolutions.tech or fill out our contact form.

Human rights due diligence in agriculture starts with listening to rightsholders. But listening in agricultural supply chains is fundamentally different from listening in factories or offices. Workers and farmers are dispersed across remote locations, employment is often seasonal or informal, and many face barriers related to language, literacy, and access to technology. When worker surveys fail to account for these realities, participation drops and critical risks remain hidden. At Labor Solutions, we’ve built a scalable worker-voice model designed specifically for agricultural and food supply chains —one that works in low-literacy, low-tech environments and produces data companies can actually use. Our approach centers on the WELL Survey and is guided by a simple principle: the survey must fit the worker’s reality, not the other way around. This principle is embedded into the design of Labor Solutions’ worker technology platform, WOVO. We outline our broader approach to inclusive, low-literacy, and worker-first product design in  Designing Worker Technology That Works at Scale . How We Deploy Worker Surveys in Agricultural Settings Effective worker voice in agriculture begins with understanding how and where people work. Rather than relying on formal worksites alone, we map farms, collection points, mills, and seasonal gathering locations. Deployment is timed around harvest cycles, market days, and delivery schedules—when workers and farmers are already present and available. Survey methods are selected based on worker needs and access. In some contexts, workers respond via QR codes or mobile devices. In many agricultural settings, however, human-led, in-person deployment is essential . Labor Solutions staff or trained local deployment leaders support workers directly, explaining what the survey is, why it matters, and how anonymity is protected. Informed consent is actively ensured, not assumed. Surveys are deployed in locations workers already trust—such as delivery points, community hubs, or health centers—rather than in unfamiliar or employer-controlled environments. Participation is monitored in real time so gaps can be addressed, and the loop is closed by sharing outcomes with supply chain partners to reinforce accountability. Designed for Low Literacy and High-Risk Contexts The WELL Survey is designed to be accessible regardless of literacy level. Questions focus on lived experience rather than technical or legal concepts, making them easier to understand and more effective at uncovering hidden risks. Surveys use standardized, tested translations and are supported by images and voiceovers to reduce literacy barriers. Because many agricultural and migrant workers face literacy and technology constraints, human-led deployment is critical . In-person engagement builds understanding, trust, and participation—key foundations for reliable data. This is also why we do not rely on IVR. When literacy or access is limited, workers need more support, not more automation. In agricultural and migrant worker settings, IVR consistently leads to confusion, disengagement, and unreliable responses. When Worker Voice Reveals Hidden Agricultural Risks In one partnership with a global Food & Beverage brand, Labor Solutions deployed the WELL Survey across remote agricultural supply chains. By aligning deployment with harvest cycles and trusted gathering points, participation reached 92% among workers and 87% among farmers . The data revealed excessive working hours and insufficient wages across both groups, along with highly localized risks that had not been previously identified. These included debt bondage among farmers linked to local agencies, as well as occupational safety and drinking water concerns among workers in Mexico. Because these insights came directly from workers and farmers, the company was able to conduct targeted follow-up assessments and implement remediation grounded in worker-verified evidence , strengthening its human rights due diligence. Migrant Workers Without a Voice—Until Deployment Met Their Reality In another engagement, a global food company operating across Southeast Asia faced challenges reaching migrant workers. Language barriers, low literacy, and inconsistent phone access meant that existing feedback channels were largely ineffective, despite audit results suggesting compliance. Labor Solutions deployed the WELL Survey using indicators tailored to migrant labor risks and a mixed deployment approach. On-site support helped workers understand the survey and build trust, while QR codes enabled discreet participation where appropriate. Nearly 60% of workers responded across facilities , demonstrating strong demand for a safe and accessible way to speak up. The data uncovered overtime coercion risks reported by 85% of respondents —a critical issue that audits had failed to surface. In response, the company strengthened buyer–supplier communication, updated contract terms, reformed incentive and target-setting structures, and delivered targeted management training. Worker committees were upskilled, and grievance mechanisms became more effective and trusted. Today, the survey is embedded as an annual continuous-improvement tool, enabling earlier detection of forced labor risks and building trust among migrant workers who see that their voices lead to action. From Listening to Action Across agricultural and food supply chains, worker surveys only matter if they lead to change. Through dynamic dashboards, companies can see where risks are concentrated, whether issues are isolated or systemic, and how conditions evolve over time—at site, supplier, and global levels. This is not about collecting more data. It is about generating decision-ready worker risk intelligence  that supports proportional, risk-based human rights due diligence. In agriculture, listening requires intention, adaptation, and human engagement. When done well, worker voice does more than identify risk—it becomes the foundation for credible, effective due diligence. Ready to move from audits to worker-verified evidence? Labor Solutions helps companies deploy scalable, low-barrier worker surveys that work in agricultural and low-literacy settings — and turn worker voice into actionable due diligence insights. Contact us to learn how the WELL Survey can strengthen your agricultural supply chain due diligence.

For years, Nike, Inc. has been a leader in improving factory worker conditions, going beyond compliance by providing resources and support to its manufacturing partners. Over the last few years, with the help of vendors like Labor Solutions, Nike has developed, piloted, and deployed at scale their worker Engagement and Wellbeing Survey (EWB). The EWB is designed to help suppliers better track and facilitate factory worker engagement. Featuring 21 questions, the survey covers topics like safety, stress, financial security, and general wellbeing. The goal of the survey is to help managers identify opportunities to better support employees and encourage two-way communication. Nike EWB Survey for Supply Chain Workers Now Available to Everyone Recently, Nike publicly shared the EWB survey in an effort to encourage industry-wide support of worker engagement and wellbeing activities. “Industry collaboration is critical in preventing the replacement of ‘audit fatigue’ with ‘survey fatigue,’” comments Bijie Li, Head of Client Advisory Services at Labor Solutions, “I am encouraged by the sharing of this survey so the industry can work together to use surveying strategically and successfully to create change.” According to Li, the biggest challenge facing the survey industry is that surveys will be used as a scoring mechanism for factories. “If brands and industry groups start applying value judgments to survey results, we risk that workers will be coached, results will be skewed, and change will not occur,” explains Li. “Rather than viewing feedback from workers as either good or bad, we should recognize that getting any kind of feedback from workers is valuable. Disengaged workers rarely give feedback and when they are forced to do so they often lie because they don’t believe their voice can create change.” Li is encouraged that Nike, in addition to releasing the EWB questions, is sharing a white paper that includes best practices for survey use. Among other things, the white paper highlights the importance of factory management engagement and follow-up with workers in a timely manner after the survey is completed. It also notes that a survey is not the solution, but a “starting point to catalyze factory management to further engage employees.” Nike explains that the survey was created as a way of providing better feedback to management, so “it is most effective when bundled into a technology platform that enables communication with management.” Labor Solutions- An Approved EWB Vendor More EWB Deployments than Any Other Vendro For over eight years Labor Solutions is an authorized Nike EWB partner and has deployed more EWB surveys globally than any other provider, supporting suppliers across regions ( Latin America, Europe and Asia) , facility types, and workforce profiles. “The Labor Solutions team has learned a lot through the consistent deployment of the EWB around the world, including how to respond to unexpected results, how to successfully deploy the survey  using technology platforms like SMS and WOVO, and how to navigate the relationship between a brand and its supplier when presenting data,” explains Li. Supplier First Approach Our approach is uniquely focused on supplier engagement and practical outcomes, rather than treating the survey solely as a brand compliance exercise. This focus supports stronger worker participation, clearer insights, and more actionable results for management teams. Through our EWB deployments, we support suppliers with: Deployment via a variety of methods, including onsite, QR codes, app based and more End-to-end EWB survey implementation Worker-facing communication and onboarding that drives participation Secure, confidential data collection Clear reporting outputs to support internal review, prioritization, and follow-up actions Beyond Survey Deployment- Supporting Focus Group Discussions, Improvement Plans and More Beyond delivering the survey, Labor Solutions has also conducted follow-up focus group discussions and helped craft solutions for participating facilities. One such solution is WOVO , a mobile and web-based worker engagement and communication platform developed by Labor Solutions. “Perhaps the most rewarding part of the process is seeing how the factories are using the data to effectively create change.” Beyond the EWB- Other Industry Standard Surveys Labor Solutions has extensive experience delivering worker surveys across footwear and apparel manufacturing, working with factories of varying sizes, workforce compositions, and production models. We support suppliers in meeting global brand standards while remaining responsive to local operational needs, ensuring surveys are practical, accessible, and meaningful for both workers and management teams. Learn more about Labor Solutions' Industry Standard Survey offers . For more information about the EWB survey, contact info@laborsolutions.tech .

The WELL Worker Survey was designed to be modular and for each company to decide which indicators work best for them. But there is one indicator we always encourage everyone to include. Worker engagement is one of the most important signals we track, and within WELL there is one question we always recommend asking, every time: worker Net Promoter Score (eNPS). We always recommend asking the NPS question every survey. What is a Worker Net Promoter Score? Net Promoter Score (NPS) is a comparable metric that measures worker satisfaction and engagement, offering insight into safety, retention probabilities, and assessing workers' momentum and willingness to improve their workplace. The question: “On a scale of 0 to 10, how likely are you to recommend our company to a friend or family?” Why We Love It First and foremost, it's easy to deploy at scale and easy for workers to understand. It is uniquely globally comparable. Its simplicity helps eliminate other variables impacting workers' responses. Worker survey results are shaped by a range of factors that make comparison difficult. Workers who don’t know their rights may report being treated fairly when they’re not. Highly engaged workers often hold their employers to a higher standard and can score specific topics more critically because they trust management to respond. Cultural norms and gender dynamics further complicate interpretation—for example, women often report being more satisfied with pay than men even when paid less. All of this makes topic-level benchmarking across a supply chain unreliable if it’s taken at face value. eNPS cuts through much of that noise. It is one of the few questions that is genuinely globally comparable. It helps distinguish between workers who are engaged but constructively critical, and workers who are disengaged because legitimate grievances are not being addressed. That distinction is critical when deciding where to focus time and resources. You’ll always need to ask it and it’s always changing. Engagement is not something that is ever “solved.” It changes over time and reflects whether workers feel heard and whether employers are responding. Regardless of how mature a company is, this is a signal you always want to be tracking. Buyers, Suppliers, and Direct Employers Alike Like This Question From a supplier perspective, this question generally lands well. Suppliers tend to push back on surveys when questions feel like compliance checks or policing—particularly when they already know the answer. eNPS is different. Not only is eNPS a great tool for global companies looking to better understand their supply chains, but it’s also a great tool for employers to better understand their workforce and increase the bottom line. Gallup research shows  companies with engaged workforces are 23% more profitable and have 81% lower absenteeism. Worker Engagement is Key to Safety + Due Diligence Engagement is one of the strongest predictors of long-term safety. Engaged workers hold employers accountable, and engaged employers are more likely to identify and address risks early. For that reason, we see eNPS as an important signal within human rights due diligence—not on its own, but as part of a broader worker voice system. Human rights due diligence and remediation must be a collaborative, ongoing effort. Direct employers must be engaged in the process and actively working to identify and remediate risks. NPS is a great way to determine if suppliers are doing this. When global companies are inundated with supplier information and data and looking to focus on one key data point—we always recommend focusing on worker NPS. Reporting and follow-up Reporting Tools to Understand Results Labor Solutions’ survey reporting tool provides clear comparable results for NPS. In WOVO, eNPS follows the standard methodology: workers scoring 9–10  are promoters (the people most engaged), 7–8  are passives, and 0–6  are detractors (the most likely to be disengaged and speak negatively about their employer). eNPS on WOVO Results are shown on the standard -100 to +100 scale, alongside the distribution of responses and changes over time. eNPS Reporting on WOVO Like our other question types, WOVO eNPS score instantly provides a change value from the previous time asked in the series of surveys and charts can be viewed as a proportion stacked bar, count bar, and automatic over time when applicable. Beautifully Simple, but It’s Just a Starting Point eNPS is a great starting point to dig deeper. Worker surveys alone are never a solution. They are guideposts to help global companies and their suppliers know where to dig deeper. We always recommend following up on survey questionnaires, and sometimes that involves asking more questions. Results from an eNPS help us ask better follow-up questions that may not have been captured by the first survey. Reach out to your Labor Solutions to learn more about eNPS and the WELL Worker Survey .

Capturing Supply Chain Workers’ Reality to Understand Underlying Risks Requires Asking the Right Worker Survey Questions After nearly a decade of conducting supply chain worker surveys and Labor Solutions has still never closed a survey without reaching a statistically relevant sample size. 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. The WELL Worker Survey is intentionally designed around experience-based questions . This is not accidental — it is the result of nearly a decade of testing, iteration, and real-world deployment across complex supply chains. While limited customization is possible in specific cases, our worker surveys are purpose-built to prioritize experience-based questions , because this approach consistently delivers the most reliable, honest, and actionable insights. Fact-based and issue-based questions may seem efficient, but they rarely capture how workers actually experience their workplace. All WELL Survey questions are experience-based by design . Rather than asking workers to confirm the existence of policies, procedures, or equipment, WELL focuses on how those systems are felt and lived by workers day to day. This ensures feedback collected in the worker survey is authentic, reduces the risk of coaching, and surfaces issues that would otherwise remain hidden. Consider these two questions: ​ Survey 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 Learn More with Experience-Based Worker Survey Questions 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. Issue-Based Worker Survey Questions Don't Work 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 at their own workplaces. Asking them fact-based or issue-based questions is not likely to yield new information. Damages 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. Designing Surveys That Lead to Action Effective worker surveys are not built by assembling individual questions — they are built through intentional design . Every question in WELL exists because it answers a specific question: What experience are we trying to understand? What decision or action will this insight inform? How does this question contribute to a holistic picture of worker wellbeing? ​Question Intention/Goal ​Question/Statement Holistic understanding of safety I feel safe at work. Pay is transparent. Workers understand their payslips.  I understand how my pay is calculated. Workers are treated with Respect At work, I am treated with fairness and respect. By standardizing experience-based questions across facilities and regions, Labor Solutions ensures results are comparable, trustworthy, and actionable  — without putting unnecessary pressure on workers or suppliers. 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 deploying effective supply chain worker surveys with WOVO Engage and the WELL Survey .

From Due Diligence to Action  Introducing Labor Solutions’ Updated eLearning Learning Paths for HREDD Implementation  As Human Rights and Environmental Due Diligence (HREDD) requirements continue to evolve, brands and suppliers are increasingly expected to demonstrate not only commitments and assessments, but effective implementation across operations and value chains . A persistent challenge is ensuring that learning is relevant, proportionate, and clearly linked to the roles and responsibilities of different stakeholders.  Too often, training is delivered as a one-size-fits-all exercise, making it difficult to translate due diligence requirements into daily practice or to demonstrate how learning supports risk prevention, mitigation, and positive outcomes.  To address this gap, Labor Solutions has updated its eLearning structure to better align with HREDD expectations . The revised catalog is organized into role-based learning paths designed to support the practical operationalization of HREDD for workers, line leaders and supervisors, and company managers and practitioners across value chains.  A Role-Based eLearning Structure Aligned with HREDD   The updated eLearning catalog is organized into three purpose-driven categories , reflecting core HREDD principles such as risk-based prioritization, stakeholder relevance, and impact-oriented action.  Within each category, learning is delivered through structured learning paths. Each learning path consists of multiple lessons, with content differentiated by target learner group:  Workers  Line leaders and supervisors  Company managers and practitioners  Modular eLearning Curriculum This approach allows brands and suppliers to assign learning according to role and responsibility, while maintaining consistency in messaging and expectations across stakeholder groups.  Core Human Rights  Building a Shared Foundation for HREDD  Core Human Rights learning paths establish a common baseline of understanding on fundamental rights, responsibilities, and access to remedy. These learning paths ensure that all stakeholders understand internationally recognized human rights and how they relate to workplace practice.  From an HREDD perspective, these learning paths:  Supports policy commitment and communication requirements  Builds common understanding of internationally recognized human rights Strengthens awareness of grievance mechanisms and access to remedy  Learning paths include:  Workplace Communication & Access to Remedy  ILO’s Fundamental Rights & Responsibilities  HREDD in Action: A Practical Approach for Suppliers ( in Collaboration with GIZ and RBH )  Each learning path contains role-specific lessons for workers, line leaders and supervisors, and company managers or practitioners, ensuring that core human rights concepts are understood from the perspective of each stakeholder’s responsibilities.  Risk-based  Targeted Learning for Salient Risks  Risk-Based learning paths focus on salient human rights and workplace risks, reflecting the risk-based and proportional nature of HREDD . These learning paths are designed to align directly with risk assessments, audit findings, and impact evaluations.  From an HREDD perspective, these learning paths:  Aligns learning with risk assessments, audits, and impact findings  Supports prevention and mitigation of adverse impacts  Enables targeted deployment based on site- or sector-specific risks  Learning paths include:  Chemical Safety ( by Clean Electronics Production Network )  Workplace Safety  A Gender-Inclusive Workplace  Forced Labor & Responsible Recruitment  Within each learning path, lessons are differentiated by learner group - from worker-level awareness and safe practices, to supervisory responsibilities, and management or practitioner roles related to systems, monitoring, and corrective action.  Impact Supporting Well-Being and Sustainable Performance  Impact learning paths focus on how workplace conditions affect people’s lives, supporting positive outcomes alongside risk prevention. These learning paths recognize that effective HREDD not only prevents harm, but also contributes to worker well-being, resilience, and sustainable performance.  From an HREDD perspective, these learning paths:  Contributes to continuous improvement and impact monitoring  Supports worker well-being, resilience, and retention  Strengthens the effectiveness of prevention and remediation efforts  Learning paths include:  Workplace Stress  Balancing Work & Family  Personal Emotional & Physical Well-being  Financial Well-being  Each learning path includes differentiated lessons by target learner group , recognizing that workers, line leaders, and managers play distinct roles in supporting well-being and positive workplace outcomes.  Designed for Practical HREDD Deployment at Scale    This modular, role-based structure enables brands and suppliers to:  Select learning paths based on risk profile and HREDD priorities  Assign role-appropriate lessons within a single learning path  Scale learning consistently across sites and value chains  Demonstrate proportionate, risk-based training aligned with HREDD expectations  Rather than treating training as a standalone compliance activity, learning is structured to directly support responsibility, accountability, and action.  What This Means for HREDD-Focused Brands and Suppliers    This updated structure enables brands and suppliers to:  Demonstrate risk-based and role-appropriate learning   Link training directly to identified risks, responsibilities, and outcomes   Assign learning clearly across workers, line leaders, supervisors, and management  Provide evidence of ongoing implementation and continuous improvement   eLearning is positioned not as a standalone activity, but as a core enabler of effective HREDD systems .  Whether responding to regulatory requirements, buyer expectations, or internal HREDD commitments, Labor Solutions’ updated eLearning learning paths are designed to help brands and suppliers translate due diligence into action — across people, roles, and risk areas.  Brands and suppliers seeking to align learning with their HREDD strategy are encouraged to explore how these role-based learning paths can be integrated into their due diligence processes and management systems.

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.

A Labor Solutions Case Study Case Study Snapshot Client:  Global electronics company Scope:  50+ Tier-1 & Tier-2 suppliers (China, India, Vietnam, Romania, Malaysia) Method:  The WELL Worker Survey  deployed via the WOVO Engage Dashboard Why:  Validate audit findings + gain between-audit visibility Key findings: 35% suppliers: workers reported illegal recruitment fees 27% suppliers: low engagement/mistrusted grievance mechanisms Additional risks: retaliation concerns, supervisory misconduct, harassment, hours How the WELL Survey Uncovered Hidden Risks Missed by Audits in Over 50 Electronics Suppliers A multinational electronics company deployed the WELL Survey across more than 50 suppliers that had already passed traditional social audits. The goal was to compare audit findings with direct worker experience. The Challenge Positive Audits, Lingering Doubts Although audit results suggested strong compliance, the brand suspected critical gaps in visibility. Across suppliers, grievance channels varied widely, worker trust in reporting mechanisms was low, and audit interviews were failing to surface systemic issues—particularly around recruitment fees. The brand needed a way to validate audit findings and gain “between-audit” visibility into real, day-to-day risks experienced by workers.   Our Solution Deploying the WELL Worker Survey at Scale Labor Solutions implemented the WELL Worker Survey —a worker-centric, globally consistent human rights survey designed to capture lived experience while remaining sensitive to regional risk. The survey combined standardized core indicators for cross-supplier comparability with localized modules tailored to country-specific risks. Questions were experience-based and written in clear, worker-friendly language to encourage trust and honest participation. Labor Solutions provided full deployment support across all countries, with real-time analytics delivered through the WOVO Engage Dashboard. WOVO Engage Dashboard Results: The WELL Survey Revealed Significant Issues that Audits had Entirely Missed. Despite strong audit performance, the WELL Survey exposed systemic risks that audits had failed to detect in almost every supplier. What audits missed (worker-reported): At 35% of suppliers , workers reported paying illegal recruitment fees—issues that audits had failed to detect. At 27% of suppliers , low worker engagement pointed to unclear or mistrusted grievance mechanisms. Reported barriers: fear of retaliation, inaccessible channels, supervisory misconduct, harassment, working hours risks. These insights enabled targeted remediation planning and faster prioritization across the supply base. Actions Moving Data into Real Impact Fast Actions taken Results reviewed in real time in the dashboard (heatmaps / supplier comparisons) Findings shared with suppliers immediately Brand launched supplier self-assessments + action plans (including WOVO Improve, if you want to mention it) Real-Time, Actionable Insight Through WOVO Dashboard Using the WOVO Dashboard, the brand accessed survey results in real time as surveys were launched simultaneously across countries and languages. This provided immediate visibility into priority issues, risk levels across suppliers, and patterns across sites, regions, and supplier tiers—visualized through intuitive heatmaps and dashboards. With worker-level insights that had previously been inaccessible, the brand moved quickly from data to action. Findings were shared directly with suppliers, enabling targeted remediation within days rather than after the next audit cycle. As a result, the brand initiated supplier self-assessments and action plans to address identified risks. Immediate Impact + Remediation As a result, the brand was able to: Identify high-risk suppliers within days, not months Launch targeted remediation plans faster Compare risks across regions and supplier tiers Equip suppliers with actionable, worker-backed insights Using worker-level insights that were previously inaccessible, the brand has decided to conduct supplier self assessments and action plans, using WOVO's Improve tool. This project demonstrated that even well-established audit programs can miss systemic, persistent issues—and reaffirmed that worker-driven data is essential to effective, modern due diligence. Why it Worked How the WELL Survey Turned Worker Voice into Comparable, Country-Specific Intelligence  Global Consistency, Local Relevance The WELL Survey provided a standardized global structure covering core human rights topics—health and safety, access to remedy, harassment and abuse, and worker engagement—while allowing tailored indicators based on regional risks:  Working hours focus for China  Responsible recruitment for Malaysia and Romania  Working environment and supervisory conduct for India  This combination ensures comparability across countries and actionable insights within each region.  Worker-Centric, Industry-Refined Questions: Revealing the Reality Behind Compliance  Experience-based Questions Unlike audits, the WELL Survey relies on neutral, experience-based questions written in clear language and supported by scenario prompts. This approach helps workers reflect on real situations and share feedback they may otherwise withhold—revealing issues that often remain invisible during formal interviews. Deployment Support That Ensured High Engagement + Powered True Insights  Labor Solutions managed the full rollout across all suppliers, onboarding each site in local languages and launching surveys simultaneously across regions. Workers participated anonymously via QR codes, increasing trust and response quality. Responses were analyzed and visualized in the WOVO Dashboard , allowing the brand to quickly spot patterns, compare sites, and prioritize action. Real-Time, Actionable Insight Through WOVO Dashboard The brand’s team accessed results instantly via the WOVO Dashboard , enabling them launch surveys simultaneously across multiple countries and languages  to gain immediate visibility into: Priority issues across countries Visualize risk levels through a supplier heatmap  Compare priority issues across sites and regions  Share insights directly with suppliers for follow-up  This enabled action plans within days , not after the next audit cycle. What this Case Study Shows From Audit Validation to Continuous, Worker-Driven Due Diligence Audits can validate documentation and controls, but they may not capture lived experience—especially on sensitive issues like recruitment fees or fear of retaliation.  Worker-reported data adds a complementary layer of risk visibility. Between-audit visibility changes the operating model from periodic compliance to continuous risk detection.  Real-time survey feedback can surface systemic issues early and guide faster interventions. Standardization enables comparability across suppliers, while localization ensures relevance.  A consistent core survey paired with country-specific modules supports both global oversight and local action. Trust and participation are the signal—not just the outcome.  Low engagement can indicate mistrusted or unclear grievance mechanisms, which is itself a due diligence risk worth addressing. Actionability matters more than data volume.  When results are delivered in a format teams can interpret quickly (heatmaps, supplier comparisons), it becomes easier to prioritize remediation and engage suppliers immediately. Curious about what you might find with worker surveys?