Read how a leading sportswear brand used WOVO to holistically support suppliers and workers and ended up with better data and fewer audits. Background and Challenges While many of the brand's suppliers had a grievance system in place, the brand faced several challenges Transparent Data Sets: The brand was reliant on the supplier to provide data. This meant the supplier could "clean" the data, resulting in brand concerns about accuracy. Comparable Data Sets: Suppliers were manually submitting reports, using different metrics, and formatting, making it nearly impossible for the brand to see trends or compare results, or systemically integrate the data into other data systems or sets. Low Utilization Rates: Most of the suppliers were only reporting a handful of cases a year. It seemed unlikely that facilities with thousands of workers would have so few issues. The brand wondered if the issue was access or if the suppliers were hiding data. Targeted Improvement Actions: Without visibility of the baseline data, it was difficult for the brand to help suppliers improve Brand Goals One database for all worker feedback to easily access, compare + respond to data An easy way to deliver critical content to workers across their supply chain Transparent data. Accurately pinpoint each supplier's specific challenge and be able to support suppliers' improvement efforts The Solution The Tool The brand and Labor Solutions decide the best option was to start with WOVO's Connect feature and management training. Connect allows management and workers to have ongoing two-way communication. It can be used to collect questions, safety reports and suggestions. The WOVO case management system allows supplier management to sort, manage and respond to cases. The WOVO reporting dashboard allows for suppliers and their clients to track progress, ensure engagement, and quickly make changes. Planning: Clearly outline goals + expectations for suppliers The Labor Solutions team held a workshop with global and local brand representatives to clearly set expectations and create a communication strategy. Brands who do not provide clear boundaries and expectations are less likely to succeed, as suppliers, fearful of what might happen, are resistant to participate and cooperate. The brand decided to focus on the following data points: 🔗 Connect Utilization: The percentage of workers who asked a question. 📊 Types of Cases: The brand was interested in what types of questions and reports workers were making, but were clear with the suppliers that they would not be punished based on these results. ⏱️ Speed to Respond: How long it takes management to respond to a worker question or report. The brand, together with Labor Solutions held a call with the suppliers and sent an email outlining the goals and expectations of the program. Deployment 🚀 Labor Solutions Kickoff Meeting: Held for each facility to re-introduce WOVO, set clear expectations and timelines, and re-engage key stakeholders. 🛠️ LS Dashboard Training: Conducted a training with team members responsible for managing the dashboard to answer any questions about the technology. 📄 LS Provided Templates: Offered worker-facing materials, such as introductory posters and instructional videos. 🔧 Supplier-Owned Tool: WOVO is owned by the supplier, who is responsible for implementing the promotional plan. Many opted to use their weekly meetings with workers to introduce the program, supplemented by the provided materials. ⚙️ Decision Against Grievance Training: The brand and LS decided not to provide training on grievance management at this stage as most suppliers already had a grievance system in place, and management felt the existing processes were effective. 📲 Worker Engagement with WOVO: Workers at each supplier began using WOVO, and management started receiving messages in their Dashboard. The First 3 Months The first three months served as trial-and-error period for management to better understand the volume and type of messages received + for workers to build trust in the program and system. During the first three months they tested the system to better understand what type of messages to send and if management will respond appropriately. The brand also started receiving live data. But the brand decided to just observe and not to apply pressure to the suppliers. Results + Data After 3 months of usage, management started to have data + questions! LS's Client Advisors conducted a "Using Data to Create Change" seminar for suppliers. Each supplier was also given specific insights into their reports and suggestions for next steps. Many suppliers created a strategy for how best to use WOVO in their facility. One supplier saw a lot of reports about food and decided to focus the next few months on the canteen. Read their case study here. One supplier used WOVO to conduct a survey and found that workers weren't reporting safety issues because they thought it was too hard and got in the way of production. This facility decided to use WOVO to focus on safety. Read their case study here. After 6 months, the brand was able to pin-point several trends 📈 Increased Utilization Rate: On average, the brand saw a 25% utilization rate across all their suppliers, up from less than 1% before WOVO. 📊 More Data from Workers: They were receiving way more data from workers than ever before! 🏆 High Response Rates: Suppliers who responded quickly and worked to resolve issues had the highest utilization rates. 🌍 Localized Challenges: Different countries were facing different challenges. By looking at the case trends, the brand's local teams were able to focus their attention and efforts. 🤝 Seeking Support: Suppliers were more eager to seek support from the brand to solve issues. 🆘 Struggling Suppliers: Some suppliers were still struggling and needed more support. The brand enlisted Labor Solutions to support these facilities. 🚫 Neglectful Suppliers: Other suppliers were clearly deliberately neglectful of the system and flippant towards workers' concerns. These facilities required audits to better understand what other management risks were present. Brand Actions after 6 Months The brand asked Labor Solutions to conduct a workshop with the struggling suppliers on communication and grievance management. The brand decided to deploy a survey to workers to better understand their needs and concerns and add a data point to their collection. Engagement Score- the score each supplier gets based on worker responses to this question "would you recommend your supplier as a place of work to a friend or family member." Based on the results of the survey and the connect feature, the brand decided they would create several digital trainings. Brand Results after 1 Year The brand was happy with WOVO and wanted to do more with the platform. They decided to integrate WOVO utilization scores into their audit program. 🔍 Audit Triggers: Low WOVO utilization rates now trigger audits. 🛑 Opt-Out Option: Suppliers with high utilization scores can opt out of annual audits. 🎓 Training Requirement: Suppliers cannot pass an audit if they don't have at least 50% of their workers pass the digital training courses. 📊 Annual Wellbeing Survey: The brand also conducts their wellbeing survey annually now. 🔧 Corrective Action Plans: Based on WOVO reports, the brand's local teams helped suppliers to identify the issues to be focused and set up Corrective Action Plans. They also continue to refer to WOVO data when measuring suppliers' progress. 👍 Supplier Autonomy: Suppliers were happy because the tool gave them autonomy and actually made changes within their facilities. They can also share data with other clients so they don't have to use multiple platforms. The brand continues to require that strategic suppliers implement WOVO. They are excited by their results and the continued potential. Suppliers are happier, and workers are safer. ----------- Labor Solutions’ products and services support brands and retailers in reducing risks through engagement, access, and improvement. Our plug-and-play tools have been carefully designed to support our clients’ varying needs throughout the entire Worker Engagement Cycle. Our Client Advisory team helps our client’s set-up for success in each facility and country. To learn more about our tools and services click here.

The European Union has been aggressive about its emerging expectations and regulations for responsible business conduct, making many American companies think they are exempt. Not so, says the US Government. In March 2024, the U.S. Government (USG) released an updated National Action Plan on Responsible Business Conduct,  outlining a comprehensive approach to integrating human rights, labor standards, and environmental stewardship into business practices, emphasizing the critical role of due diligence across business operations. The 2024 NAP is structured into three main sections, focusing on due diligence, priority areas from stakeholder consultations, and detailed commitments to promote and incentivize RBC. The plan emphasizes the U.S. Government's role in creating an environment that supports businesses in upholding high standards of ethical conduct and accountability, particularly concerning human rights and labor rights within global supply chains. Key Priorities of the Plan Enhanced Due Diligence and Transparency: The USG underlines the importance of businesses implementing human rights due diligence (HRDD) consistently throughout their value chains. This process is critical not only for identifying and mitigating risks but also for fostering transparency and accountability in business operations . Strengthening Remedies + Grievance Mechanisms: A significant focus is placed on improving access to remedy. This includes enhancing mechanisms for addressing grievances that arise from business activities, ensuring that these mechanisms are accessible, predictable, and equitable. Such improvements aim to provide clearer paths for redress for those affected by business operations, thereby strengthening trust and accountability. (Need support with grievance management or remedy? Reach out to our team!) Resources and Support for Businesses: Recognizing the challenges businesses face in implementing HRDD, the USG plans to provide more robust support systems. This includes the establishment of an RBC and Labor Rights InfoHub to offer guidance, best practices, and support for navigating different regulatory environments and managing risks associated with business activities. Sector-Specific Guidance: The plan acknowledges the varying impacts and responsibilities across different sectors. It encourages businesses to go beyond minimum standards and strive for continuous improvement in aligning their operations with international human rights standards and environmental stewardship . Collaboration and Multi-Stakeholder Engagement: The NAP highlights the importance of multi-stakeholder engagement and collaboration. This includes working closely with civil society, labor unions, and the private sector to enhance the effectiveness of RBC strategies and ensure that they are comprehensive and inclusive . Implications for Businesses The 2024 NAP sends a clear message to U.S. and international businesses about the USG’s expectations for responsible business conduct. Businesses are encouraged to view HRDD as an integral part of their core operations, akin to other forms of due diligence like financial or market analyses. By doing so, they can not only mitigate risks but also leverage ethical business practices as a strategic advantage in global markets. This plan follows the UN Guiding Principles on Business and Human Rights, outlining the need for risk assessment, identification, prevention and remediation efforts. (Want to educate suppliers on the guiding principles or even brush up on the principles yourself? Check out our Understanding Human Rights Due Diligence (HRDD) in Business eLearning course.) The plan also underscores the necessity for businesses to be proactive in their due diligence efforts, particularly in high-risk environments or sectors. By integrating rigorous HRDD processes, businesses can better manage their operations and contribute positively to the communities and environments in which they operate. The 2024 National Action Plan by the U.S. Government marks a significant step forward in promoting and institutionalizing responsible business conduct globally. It provides a clear framework for businesses to align their operations with ethical standards and legal requirements, ultimately contributing to more sustainable and equitable economic development. As businesses continue to navigate a complex global landscape, adherence to the principles outlined in the NAP will be crucial for building a more responsible and resilient business community. As we navigate this new landscape of corporate sustainability, the Labor Solutions team, not only keeps you up-to-date, but helps global companies build AND implement compliant programs at scale. For more insights into the CSDDD and how your firm can advance in sustainability leadership, connect with the Labor Solutions advisory team today.

A landmark decision by the European Parliament has set a new precedent for corporate responsibility with the approval of the Corporate Sustainability Due Diligence Directive (CSDDD). This legislative measure is designed to ensure that companies operating within the EU market uphold stringent sustainability and human rights standards not only within their own operations but across their entire supply chains. Understanding the Directive The CSDDD mandates companies not only ensure their own operations are sustainable but also oversee the sustainability practices of their suppliers and subcontractors. This includes monitoring for environmental protection, human rights, and governance throughout their supply chains. Setting a Precedent: The CSDDD is likely to inspire similar regulations in other regions, setting a global standard for corporate sustainability practices. Companies operating internationally may choose to adopt these practices universally, to streamline compliance. Impact on Global Brands Global brands now face an increased burden of responsibility. No longer can the practices of their supply chain partners remain unchecked. The directive pushes companies to adopt a comprehensive human rights due diligence process, ensuring that their operations do not contribute to harm or exploit vulnerabilities. Key Components of the Directive Scope of Application: The directive applies to all large EU and non-EU companies with significant operations in the European market. This includes sectors from manufacturing to services, affecting thousands of companies worldwide. Due Diligence Requirements: Companies must implement due diligence processes to identify, prevent, mitigate, and account for potential and actual adverse impacts on human rights and the environment. Corporate Accountability: For the first time, European legislation will hold companies legally accountable for the activities of their suppliers globally. This includes ensuring that their business practices do not lead to environmental degradation or human rights violations. Transparency and Reporting: Companies are required to publicly report on their due diligence processes and the effectiveness of their actions. This transparency is intended to inform consumers, investors, and stakeholders about corporate practices and adherence to sustainable practices. Enforcement and Penalties: Member states are tasked with enforcing these regulations and can impose sanctions on companies that fail to comply. This ensures that the directive has teeth and that compliance is taken seriously. Real-Time Challenges and Strategic Responses The requirements are vast and complex, making it challenging for companies to ensure compliance across their extensive supply chains. Implementing these extensive measures comes at a cost. However, everyone in the industry will be facing these costs increases and the long-term benefits of compliance—avoiding legal penalties and boosting brand reputation—are significant. Getting suppliers on board with these new requirements will be challenging, but legislation makes it far easier than before, says Jen Green, Sr. Director at Labor Solutions, “brands can now say to suppliers, this isn’t just our requirement, you have to do this if you want to be able to export your good globally.” The directive requires a shift in how suppliers are traditionally managed, moving from policing to partnering. Traditional social compliance and human rights programs will be insufficient. CSDDD requires brands to be more proactive, actively collecting feedback and assessing risks. Ignorance is no longer a defence,  the new laws hold companies accountable even if they did not know about the issue, requiring companies to have significantly more robust and effective programs. Case Studies of Proactive Compliance However, solutions like Labor Solutions’ Labor Line + WOVO platform are instrumental in simplifying this task. Labor Line offers workers with access to a third party grievance line to call when employers fail to act.  WOVO’s ecosystem of tools like WOVO Educate and WOVO Connect provides companies with the means to educate their workforce and establish effective grievance mechanisms, thus aligning with CSDDD’s demands for worker engagement and protection. Several leading brands have already integrated platforms like Labor Line + WOVO to conduct real-time monitoring of their supply chains. This proactive approach not only aligns with the CSDDD but also enhances their capability to quickly respond to potential issues before they escalate. For instance, a footwear manufacturer in Indonesia used WOVO’s tools to drastically reduce workplace accidents by facilitating better communication and education among workers. Such practical applications underscore the directive’s potential to bring about meaningful change in corporate practices. As we navigate this new landscape of corporate sustainability, the Labor Solutions team, not only keeps you up-to-date, but helps global companies build AND implement compliant programs at scale. Start Building Your Program With Labor Solutions' Advisory Team E-Book: Strategies for Effective HRDD in Your Supply Chain Supplier Self Governance Frameworks Start Implementing Your Program With Labor Solutions' Tools: Identify Risks with Worker Surveys Identify Risks + Remediate Risks with  Labor Line:  A Global Complaints + Grievance Case Management Tool Prevent Risks with Worker Education Prevent Risks with Supplier Education: Understanding Human Rights Due Diligence (HRDD) in Business Report on Actions with WOVO’s Robust Dashboard The CSDDD represents a pivotal moment in corporate governance, with the potential to significantly alter how companies operate globally. By leveraging advanced technologies and fostering a culture of transparency and accountability, companies can not only comply with the new directive but also lead the way in sustainable and ethical business practices. For a deeper dive into how your company can adapt to these changes, and for more examples of how firms like yours are leading the charge in sustainability, reach out to the Labor Solutions’ advisory team. Read more about how Labor Solutions can support your due diligence efforts.

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

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

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

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

2022 was a great year for Labor Solutions. Global regulations and consumers pushed more companies to take responsibility for their supply chains, super charging Labor Solutions' commitment to leverage technology to identify, prevent and mitigate human rights abuses throughout supply chains. By the end of 2022, more workers around the world feel heard, educated, protected, and respected at their workplaces. Labor Solutions now actively serves more than 1.5 million workers globally. Labor Solutions tools are unique in the industry. Our subscription model means, once implemented, workers have ongoing, unlimited access to tools to help them be heard, empowered and provide them with access to key information. Now 1.5 million workers have active access to our tools. Over 90% of clients return annually. And in 2022 a majority of Labor Solutions’ clients increased the number of sites and workers covered by WOVO . As a result, more workers feel heard, and are educated, protected, and respected at their workplaces. Here are our results from 2022 in numbers: Connect: A million workers have access to safe and anonymous channel to ask a question, give a suggestion or report a concern. Nearly 250,000 worker cases were closed with an 88% satisfaction rating. Thanks to factory partners and client advisory support, workers were satisfied with how cases are handled, feel confident that when they face another issue, they can speak up again Employers sent almost 6,000 announcements via WOVO helping to keep workers informed and updated about their workplaces Surveys : Labor Solutions surveyed over a million workers and collected nearly 340,000 responses directly from workers, allowing workers to give feedback on their workplace and contribute to improvements eLearning: In 2022, workers completed nearly 150,000 learning sessions to better understand their rights and responsibilities, grow professionally, feel healthier and happier. Labor Solutions released 24 New Courses with Leading Industry Partners , on topics including; Fair Working Conditions, Gender Equity , Responsible Recruitment , ensuring workers and managers know their rights and responsibilities and are able to promote healthier and safer workplaces. Over 2022, WOVO tools and advisory programs enabled over suppliers globally to start acting on human rights due diligence, cultivate a culture of listening to workers, strengthen human resources management practice and create alignment with their buyers. We pride ourselves on our local results and impact, read our favorite case studies from 2022, and see how WOVO can improve the outcomes for suppliers globally. About Labor Solutions Labor Solutions, an impact-focused business, leverages technology to connect , engage and educate workers to build resilient supply chains. Over a million and a half workers in 25 countries have access to Labor Solutions’ worker engagement platform, WOVO .

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

Labor Solutions has proven the value proposition for our tools in every geographic market and a variety of manufacturing, packaging, and mining supply chains. From China to Chile and from the UK to South Africa our clients cover the globe, and we know that our tools are useful not just for factories, but for all kinds of multi-tier relationships, including commodities. But communities surrounding the production facilities, farming, and mining of commodities and products are often the most vulnerable, hardest to reach, and least likely to be engaged. Labor Solutions knew that responsibly and effectively collecting feedback from these communities and landscapes required a strong partnership with leaders in environmental conservation. "Collecting reliable data requires building trust with people and we take the responsibility associated with that trust seriously. We believe if we ask a question about issues of human rights we, or our partners, need to have the tools to address the issue and reach remedy," says Elena Fanjul-Debnam, CEO of Labor Solutions. LandScale, an initiative of Rainforest Alliance, Verra and Conservation International, and other partners, seeks to drive improvements at scale by making reliable information about landscape sustainability widely available to decision-makers. LandScale wants to include human rights and development in its data sets. To do this they turned to Labor Solutions. We are leveraging our partnerships to pilot worker surveys in new markets and networks, and are very excited to be working with Rainforest Alliance's LandScale initiative to put our surveys to work across whole geographic regions, not just specific agricultural supply chains and facilities. We piloted this approach in two areas initially, in Peru and Ecuador, and will continue to expand the use of these LandScale surveys incorporating our initial learnings. By deploying our surveys to assess human rights and well-being indicators across a whole region, we can better identify human rights issues and environmental risks that may have complex root causes with the involvement of surrounding communities, and can leverage these results to bring in additional investment and resources from organizations and companies who source from them to address issues holistically. We see great potential for expanding our tools and services deeper into multi-tier supply chains and involving surrounding communities to identify potential environmental and human rights risks early before significant damage occurs, and we look forward to sharing the initial results of our work with LandScale in the next few months. Labor Solutions' platform WOVO Engage is a worker survey platform designed specifically for complex supply chains, including the agricultural sector. In the past decade, Labor Solutions has never concluded a survey without reaching the predetermined sample size - check out how we About LandScale: LandScale is a collaborative effort to drive improvements at scale by making reliable information about landscape sustainability widely available to decision-makers. We envision a future where people, nature, and business prosper through sustainable landscape management. Since 2019, LandScale has been working to develop a practical yet robust system for credible and consistent assessment and communication of landscape sustainability performance. Labor Solutions, an impact-focused business, leverages technology to connect, engage, and educate workers to build resilient supply chains. Over a million and a half workers in 25 countries have access to Labor Solutions’ worker engagement platform, WOVO.