Background Managers at a Cambodian factory noticed a significant spike in wage-related questions on their Worker Engagement Dashboard report. They were concerned. By sorting the messages and focusing only on those related to wages, they found that all the inquiries were related to a decision by the Cambodian government to change the minimum wage. Workers had sent many anxious messages, wanting to know how they would be impacted. Outcome Through WOVO, management responded to individual inquiries letting workers know that they were aware of the concern and waiting for an announcement from the Ministry of Labor. In responding to workers directly, they were helping build a culture of communication and trust. Additionally, they sent out a broadcast message to all employees letting them know that the company was waiting for more information and would communicate with workers as soon as they had received it. Then, once the Ministry of Labor announced the new minimum wage, factory management sent out a company wide post via WOVO sharing the government’s decision and letting workers know how it would impact wages at their company. In doing so, factory management reiterated that the government, not factory leadership, was responsible for the change in wages. The timeliness of this message, made possible by WOVO, was pivotal in explaining the situation, sharing important information, and helping prevent a potential strike by workers, who were disappointed in the amount of the minimum wage adjustment.

Labor Solutions supports Puma’s Human Rights, Women’s Empowerment and Worker Engagement strategies in 6 countries, Vietnam, China, Cambodia, Philippines, Turkey and Indonesia. In 2023, Puma expanded its worker engagement programs via WOVO. Now   nearly 65K workers have access to the WOVO platform with access to human resource tools, grievance management platform, worker surveys and eLearning  modules.   Puma also expanded deployment of the Better Work e-learning course on Discrimination and Elimination of Violence and Harassment at Work via Labor Solutions’ mobile app WOVO to support their women's empowerment stragety. The module was deployed in Cambodia and Indonesia and reached 51% of workers in eight factories. Read more about Puma’s Sustainability initiatives in its 2023 Human Rights Report .

The ILO's latest study on union federations in partnership with Labor Solutions concluded that unions are facing challenges in managing grievance data and that digitization with tools like WOVO could help them overcome these challenges. The ILO conducted the study with the support of its Strengthening Industrial Relations in Indonesia project , the Bureau for Workers' Activities (ACTRAV) , and Labor Solutions, a tech and advisory social enterprise. The focus of the study was two main federations and their confederations in the garment sectors, as well as five other union confederations and three independent union federations in the palm oil and fishery sectors. The study aimed to develop recommendations for confederations, federations, and local trade unions on how to improve their grievance management process and overcome challenges. Challenges Faced by Indonesian Unions in Managing + Using Grievance Data The study found that union federations with members in multiple regions are struggling to manage data on union membership and grievances. Their current data is often incomplete, and outdated, and does not provide useful insights or support for advocacy and reform. The study also found that the existing grievance management systems created by each federation are good for managing and resolving cases, but they are not good for other things that the federations do, such as advocacy and reform. The systems also do not support the federations' plans for growth and development in the future. However, the study confirms that trade unions play a vital role in grievance mechanisms and provide essential services to their members. Some federations that participated in the study leveraged technology and online tools to connect with their members and intake grievance cases. Recommendations from ILO to Trade Unions The study concluded with "a set of recommendations as follows: Digitization is found to a good for problems associated with scaling and data collection and analysis. Digital tools can automate processes that are resource-intensive and make complex data more user-friendly and easy to understand. Trust-based connections and communications with workers developed by federations are identified as the strength of the federations that should be maintained using the existing communication channels. Development of a dashboard-based case management system for each federation that allows federation officials at any level to input new cases from any available channels such as social media, web-based form and WhatsApp, review the status of open cases and support new case investigation and resolution. Development of case categorization through tagging and custom or individualized categories so that data can be easily analyzed and lessons learned incorporated into future case management. Buy-in and support from each level of the federation are critical. The federations should be aware of concerns from factory-level trade union representatives and ensure that they are convinced of the value of the new features and are able to navigate them to support their work." How WOVO Connect Can Help Multi-stakeholder Initiatives WOVO Connect is a grievance + safety case management system for complex supply chains. It is a two-way anonymous communication system that directly connects workers through various channels, including SMS, QR Codes, Instant Messaging Services, or via the WOVO platform itself. The platform also provides aggregated, real-time data that is comparable across different regions and over time. The dashboard also provides insights that can help pinpoint problematic areas to proactively make changes. Based on the program objectives, the data, and results can be shared with buyers, suppliers, or other third-party organizations like labor unions to promote transparency, and autonomy, and empower local facilities.

Background: Access to social benefits and a proper remuneration is the right of every employee. Fixed minimum wage standards and prompt payments are requirements set by international labor-focused organizations that must be fulfilled by every company. Like several of our clients in manufacturing, Factory Six faced challenges in providing prompt salary payments and remuneration. This was a result of two factors: internal technical issues with the company’s payroll system, and the inability to notify employees of delays. Consequently, the number of questions and grievances regarding late payment continued to increase. In January 2017, 30% of messages from employees recorded by Factory Six were regarding payroll. The Challenge The Labor Solutions account manager coordinated with our internal data analyst and product development team to propose a strategy to help Factory Six overcome this issue. First, we worked with the factory to develop standard announcements to be sent using the broadcast feature available on the WOVO platform’s dashboard. The message templates were developed to suit a variety of different needs—some of which announced anticipated delayed payment, and others providing specific details on when salaries would be paid. All messages were scheduled to be sent two weeks prior to the anticipated pay date. Next, we worked with Factory Six to implement the technology. Through the application, management was able to post calendar reminders for each pay period and also submit detailed information related to remuneration and benefits in the form of newsletters. This provided the ability to manage communication to all employees at once, or specific groups, directly from their online dashboard. As a result, the total number of messages related to payroll have decreased by 83% percent, in just three months after the strategy was implemented. These efforts have helped Factory Six better structure its communication, and thus give employees a sense of security in knowing when their salary will be paid long before the actual date. In its efforts to continue this improvement, Factory Six has since utilized the calendar feature on the dashboard effectively. We noted that managers have scheduled reminders on pay dates months in advance on the dashboard. Updates: Labor Solutions has since launched a Payslip feature to help Factory Six and other organizations follow compliance standards and communicate customized payroll documentation to each employee via our WOVO app.

Education is the first step of advocacy and protection. The lack of awareness about fundamental rights and responsibilities has resulted in workers not being able to take necessary steps to safeguard their rights and wellbeing. Labor Solutions has launched a Digital Course on Fair Working Conditions, which brings workers an introduction to “dos and don’ts” around important workplace rights topics such as contracts, recruitment, harassment, and social dialogue. All modules of the course consist of core content built on the UN Guiding Principles on Business and Human Rights and a section tailored to country legislations to ensure workers’ understanding about their rights against global standards as well as local context. Giving workers access to training and reliable information about fair working conditions and their rights and responsibilities in the workplace ensures that expectations and information are aligned at every level of the company. Informed workers can help to identify potential unsafe conditions and risks before they become major issues and cause harm to people or facilities. Our digital courses are available through our app, WOVO, as well as on any device with a browser, in many languages including Khmer, Vietnamese to simplified Chinese, English and Spanish. Informed workers are happier and more engaged, which leads to higher retention, higher quality work product and lower costs for recruitment and training. Workers that know about fair working conditions also are better able to provide reliable and useful information through surveys and grievance tools— workers having knowledge of their rights is the foundation for protection and safeguarding of worker human rights. With new human rights due diligence laws in effect from January 2023, buyers will be more focused on ensuring workers know about their rights and responsibilities. Digital learning is a smart investment for factories to make in their employees and has proven positive results that buyers are looking for. A recent case show demonstrated eLearning on rights and responsibilities is key to a function grievance mechanism. Workers who know about their rights are better able to alert management when issues arise. Informed workers create safer, happier more productive workplaces. Factories and other facilities can share our Fair Working Conditions courses with their entire workforce at scale. We provide promotional materials and support management with a deployment plan that ensures engagement and success of each course. The courses themselves are interactive and created by our Labor Solutions team of instructional designers to ensure a high levels of information transfer and retention. 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.

At Labor Solutions we pride ourselves on being able to provide global data and local impact through worker voice and worker engagement. By educating and empowering individual facilities, direct, lasting change is being made on the ground. Our tools are uniquely successful at embedding and supporting increased responsible business practices in global supply chains. We heard lots of stories of success this year, so our team got together to choose and talk about our favorite case studies. Thanks to all our clients who made these stories of success possible. Our tools don't work alone they require willing and hard working teams on the ground to effect real change. HRDD in Action: How One Factory Worked with Labor Solutions to Identify, Remediate and Prevent Safety Issues Read how a factory identified, addressed and prevented a safety issue to meet new HRDD laws. Cecilia, Senior Client Advisor, choose this article because: “ HRDD was such a hot topic in 2022, but with so many open questions about what it means and how to implement the different components. Its nice to see an HRDD program in action that actually created change for workers. It makes me excited about what’s to come from HRDD. It is great to see governments helping create real change in business practices and conditions for workers globally." Burmese Garment Workers Want to be Heard, Find Several Labor Solutions’ Surveys Labor Solutions collected survey responses from nearly 100,000 workers in Myanmar's Garment Sector in 2022. Workers were eager to respond and be heard about their perspectives on working conditions, and overwhelmingly were their family’s main source of income and are happy to have employment. Elena, Labor Solutions' CEO, commented when asked why this was her favorite case study of the year; "We were all really excited about this project. No one had been able to capture the voices of garment workers in Myanmar at scale. We thought it would be much harder, we went in worried about connectivity, outreach and more. But when the results came rolling in quickly, we were blown away with the sheer number of responses. It was clear they were saying 'I want to be part of the conversation.' In such a complex situation, with a lot of stakeholders, many who are loud, hearing from the people who are most impacted by the political and business decisions being made was key to our clients. We are honored to help elevate the voices of such a vulnerable, underrepresented population. It is why we go to work every day," Case Study: Educating Workers on Rights and Responsibilities is Key to a Functioning Grievance Mechanism Education is the first step to effective a grievance mechanism and management. This case study demonstrates measurable impact of adding eLearning to an existing grievance program. Xiaowen, Senior Manager of Worker Engagement said she loved this case study for many reasons; "Not only does the case prove the essential role education plays to ultimately prevent human rights risks, but also it is a good reminder that changes happen over time. Change, regardless of its form, scale, or objective, will always face obstacles and resistance, especially in supply chain where there has been a norm for decades if not longer. When implementing an innovative approach, it is important to have faith in what’s on the other side and proactively overcome the gridlocks with determination and patience." 75% More Workers Returned to Factories Using WOVO A fte r Factory Closures in Vietnam After almost 4 months of closures, factories in Vietnam struggled to reopen and return to production. Factories with WOVO opened and were back to full production faster . Clear and effective communication helps workers feel valued and secure in their work situation, and helped maintain trust between workers and factory management. “ COVID was hard for everyone, particularly workers, comments Senior VP of Client Services, Bijie Li. "We knew that our programs were important to workers during COVID. But we didn’t have 'measurable proof.' When we were able to put this piece together it was like—see we knew it! We were really proud to have made any kind of impact during such a difficult time. But more importantly, it was rewarding to share these results with our factory partners who had worked so hard during COVID to stay in touch with workers.” Decathlon Supplier Autonomy Program Starts with a Worker Survey LS, Decathlon and over 27 suppliers deployed a worker engagement and wellbeing survey and improvement programs. Labor Solutions helped Decathlon to understand the results and to help their suppliers identify opportunities to change existing practices for the better. Decathlon is now integrating worker surveys into their supplier support program and implementing WOVO in even more facilities and countries. Senior Director of Content and Partnerships, Jen Green, choose this case study because; Supplier ownership is a cornerstone of how we see meaningful change towards responsible business practices happen in global supply chains. When we can convince factories our tools add value to their business, and are not just top-down directives from buyers, we shift management practices and ensure human rights are embedded in the business, not just a show for visitors and auditors. We move from compliance to active risk management, and this benefits everyone, particularly workers. Worker Voice: How One Manufacturer Uses WOVO’s Grievance Mechanism Read how one manufacturer Gildan in South America used Labor Solutions' WOVO Tool for Grievance + Human Rights Due Diligence + Compliance. Raissa, Associate Client Advisor, choose this case study because she often hears clients ask 'how did others implement,' and thinks this is a great example of what success can look like; "This case study shows concrete evidence of how WOVO can create change and be helpful to factory management, to improve their grievance mechanisms, operations and work environment. " We love hearing client success stories and try to publish as many as possible. Please reach out to your client advisor if you want to share yours. Thanks again to all our clients who have made our tools come to life in their workplaces. We believe our tools help and often catalyze change but know that real change happens because of hard working individuals using the data from our tools to connect and engage with workers. Read the many more that we did not share here, on our Case Studies tab. 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 .

At Labor Solutions we believe that aligning diverse stakeholders interests is a cornerstone in constructing responsible and socially sustainable supply chains. This involves understanding and harmonizing the diverse objectives and interests of buyers, suppliers, workers, and even the wider community of consumers. It is a delicate balancing act, requiring strategic planning, proper mechanisms, and systems to openly communicate and work together. Suppliers, workers, and buyers often have different perspectives and priorities, which leads to conflicting goals and objectives. Moreover, there is usually a different level of access to information (e.g. supply chain regulations) between different parties, which can lead to misunderstandings and frustrations. Certainly, there are also power imbalances between these different parties, sometimes making it difficult to find a solution and negotiate on an equal footing. Labor Solutions aims to align these distinct needs through different mechanisms WOVO, our flagship application, and advisory service. Empowering Suppliers with Tools + Support to Build Socially Responsible Business Suppliers are the nexus of the supply chain, connecting the workers and buyers. That’s why our distinct approach in developing a socially responsible chain is to empower them with necessary tools + support, rather than policing them. WOVO is a platform made for suppliers to engage, connect, and educate workers at scale. WOVO is designed to put suppliers at the center of the solution to social sustainability. Allowing them to take control of survey deployment, workers’ education, and grievance management. Suppliers can add additional questions to the surveys developed by the brands to reflect the local contexts better; allowing every stakeholder to have a better understanding of the situation. Suppliers can also add customized lessons to onboard and train their workers more efficiently and effectively compared to traditional methods. Moreover, the grievance management system is in the hands of the suppliers; allowing them to manage, collaborate with internal teams or external stakeholders, and get a better understanding of their workplace conditions. WOVO for suppliers goes beyond compliance and grievances, it is also a platform connecting facility management with workers. The management can communicate key information to the workers directly from WOVO such as event announcements, information sharing, newsletters, pay slips, or messaging with individual workers. Essentially, it is also a human resource engagement tool. For example, in early 2023, an apparel manufacturer in Indonesia has been seeing a spike in worker accident rate. In the coming month, they used WOVO’s newsletter function to communicate the rise in accidents and provide information on how they can prevent and avoid accidents. This led to an 80% decrease in the number of accidents in the following month. For Suppliers: WOVO is a platform that manages human resources, employee engagement, local risks + issues to enhance their production. Improving Worker Lives through Accessible Mobile Application Workers are the reason we started Labor Solutions (almost) a decade ago and “Improving Workers Lives” is our vision. WOVO provides workers with multi-access points to get information, learn, and provide feedback on their workplace conditions. WOVO’s primary touchpoint with workers is our mobile application, both available on Apple and Android. Via the application, workers can get the latest information from their management and about the workplace through information notifications, event reminders, and newsletters. Moreover, they can also get their pay slips through the application, secured with personal passwords. Through the mobile application and other integrated access points such as QR code, web, and chat messengers such as WhatsApp or WeChat, workers can also answer the survey questions and provide feedback about their workplace. This process is made to be highly accessible to reach the maximum number of workers. The questions can be incorporated with audiovisual elements such as emoticons and voice-overs to make the experience easier for workers with literacy issues. Moreover, all the surveys the workers receive are ensured in their preferred language. To reduce the “survey fatigue”, we also provide standardized surveys such as Nike’s EWB and SLCP. In a notable case study from a Chinese factory, 60% of the female workers were having concerns about workplace sexual harassment, with 80% never expressing their concerns. A periodical survey revealed this issue and the factory conducted Focus Group Discussions (FGD) for further understanding. These studies show harassment happening outside the factory premises during their commute to and from home. Armed with these insights, the factory took some initiatives such as providing transportation led to workers feeling more safe and secure (45% reduction in concerns) within six months. Apart from the periodical surveys, workers can also anonymously provide feedback and report issues in their environment. WOVO allows workers to directly provide feedback to their management or third party about the grievances they are facing in their working lives while maintaining complete anonymity. This functionality not only empowers workers with more voices but also allows suppliers and brands to detect potential issues before they become a crisis. WOVO is also a place for the workers to learn and grow. WOVO has lessons available in 26+ languages across different topics from understanding their rights and responsibilities on general human rights or specific issues and lessons around worker wellbeing and growth. The individual lessons are bite-sized and inclusive for all types of workers, accompanied by quizzes and interactive options to ensure progress. For Workers: WOVO is an application to get updates, share feedback, report problems, and learn to improve their lives. Providing Brands with Transparent Information to Minimize Risk in Their Value Chains Buyers are central in making fundamental changes and long-term improvements to their value chains. To support brands in achieving it, WOVO provides an insightful dashboard and recommends long-term solutions to the social issues that they are facing in the value chains. Buyers can easily design surveys with the help of our survey templates written by experts. These surveys are designed to capture workers’ reality and understand the underlying risks through experiential questions. (Find out more about experience vs. fact-based questions here). The surveys can be customized to reflect localized risks based on the geography or commodity. Furthermore, suppliers can augment with their own questions to help brands better understand the reality on the ground. WOVO is also a platform to get insights + drive changes sustainably in their value chain. The dashboard provides brands with real-time + transparent aggregated data with direct input from workers. This data can be tracked across time and locations helping brands to identify issues and make proactive changes. To ensure a responsible supply chain, buyers are notified when their suppliers are underperforming in their own grievance management with workers. If there is low utilization of the tool, long responses from the factory management, or low worker satisfaction brands can focus on these particular cases and investigate further. This approach not only gives brands assured oversight while allowing suppliers to have the autonomy to remediate their local issues – ultimately ensuring a sustainable mechanism that solves issues within the value chain collaboratively. WOVO works beyond these three parties. A recent ILO study on union federations in partnership with Labor Solutions concluded that unions are facing challenges in managing grievance data and that digitization with tools like WOVO could help them overcome these challenges. For Brands: WOVO is a dashboard to monitor social issues efficiently, understand impact + track trends to minimize risks in their value chains. Overall, WOVO is an ecosystem of tools that can help to align the interests of different stakeholders in the supply chain. By providing suppliers with the tools and support they need to build socially responsible businesses, improving worker lives through an accessible mobile application, and providing brands with transparent information to minimize risk in their value chains, WOVO can help to create a more sustainable and equitable supply chain.

Collecting + analyzing data from worker surveys is just the start. Taking concrete actions, following up with workers improves worker satisfaction, and engagement, and protect against future risks. Companies must act on the data to drive change, build trust and, now, be compliant with new Human Rights Due Diligence (HRDD) laws and regulations. HRDD laws require businesses, not only to conduct identification efforts, but also, to make necessary improvements. Leverage worker data to distinguish incidents from weak processes How to act on an issue depends on whether it is an incident (isolated harm) or an institutional problem (weak processes). Here is how to tell if the issues you have identified are incidents or weak processes based on worker data. Incidents of harm or negative impact on workers are a failure of safety measures and need to be addressed immediately and then remediated. Incidents may occur because weak processes failed to provide early warning of a risk or danger or may occur despite processes being strong and working as intended. No workplace is free from risk, and while we should try to eliminate the most serious dangers, we cannot ensure that any place is free from all potential injury. When incidents happen, they should be addressed quickly. Because incidents involve real harm, it is important to treat them with urgency and to make remedies for the injured person/people impacted. Weak processes are the failure of safety or management systems in the workplace that should identify risks early and allow them to be addressed before harm is caused. A Weak Process includes corrupted audits, skipped safety inspections, and grievance tools that workers do not feel comfortable using. These weak processes pose an operational risk to the company that can be strengthened if recognized in time. Hiring and promotion processes, safety checks, training, and grievance mechanisms are all workplace processes that need to work properly for workers to be safe and have their rights respected in the workplace. Identifying weak processes requires a strong nexus of trust, because the early warning signs of weak processes and systems can seem minor, but quickly escalate. Analyze root causes and prioritize improvements Root Cause analysis goes beyond simple attribution. No problem can be fixed or improved without a good understanding of why it has happened and what the scope of the issue is. This can be accomplished through focus groups, management discussions, targeted surveys, as well as stakeholder engagement. Often, asking the management team of a facility if they know why workers gave low scores on a question, or why a complaint is recurring reveals facility-specific practices or processes that the survey or grievance tool could not adequately capture. In other cases, the management team cannot explain the results and the identified issues need to be addressed. Prioritization is the process of taking issues identified and weighing their relative harm (negative impact) and likelihood to determine where immediate action will prevent the most damage. This prioritization need not be a laborious process but should be practical and used to direct your resources toward the most impactful and effective action. Taking improvement actions based on the issue The response and resolution depend on the type of issue: Incidents need to be mitigated (the harm stopped) and remediated. Workers impacted need to be removed from harm as quickly as possible, the direct cause of harm needs to be isolated and neutralized, and then a remediation process needs to take place. Effective remediation or remedy requires the involvement of the people who are harmed or negatively impacted, to provide solutions (which can be both financial and non-monetary) that address the injury and failure to protect the person’s rights. The remediation process can be handled internally or with support from third parties and stakeholders like buyers, local worker rights groups and advocates, trade unions, and/or government as appropriate. Weak processes need to be improved through training, system design, good process management, and sometimes behavioral change to ensure uptake and utilization. For example, a poorly functioning or underutilized grievance mechanism can be improved by: (1) ensuring workers know when and how to use the grievance channel and what to do, (2) providing adequate safeguards for reporters and ensuring no retaliation, (3) training and incentivizing management to provide prompt and respectful responses to issues raised by workers, (4) improving accessibility and user experience for the grievance mechanism. Over the decade, Labor Solutions has collaborated with suppliers and third parties to deploy evidence-based improvement programs for worker well-being and good working conditions. Our tools connect grievance and survey data with bite-sized, tailored learning modules to tackle the root causes of your workplace issues.

Labor Solutions announced today that it is launching WOVO, a worker voice and wellbeing system designed to increase worker engagement through mobile and web-based tools. WOVO’s worker voice features are an updated and upgraded version of Labor Solutions’ most successful and popular tool, WPOConnect. Elena Fanjul-Debnam, Head of Labor Solutions, said “With WOVO, we continue to be the industry leader in worker voice tools. By providing secure, anonymous channels for workers to communicate directly with employers and human resource teams, risks are drastically reduced, workers are more engaged, and employers are better able to make data-driven decisions.”  Beyond providing Labor Solutions’ innovative worker voice tools, including two-way anonymous communication, corporate broadcast, and newsletter functionalities, WOVO also includes interactive e-learning and personalized coaching for workers. WOVO’s e-learning courses and personalized wellbeing coaching provide all workers with equal access to services that help them advance in their personal and professional lives. “We know that to create a level playing field, workers need not only unimpeded access to workforce development courses, but also support for their personal wellbeing,” said Fanjul-Debnam. She went on to explain that success and engagement in the workplace is directly impacted by personal stresses, especially related to health, family and finances. “Think about it, if your child is struggling at school, or your mother is sick at home, or you’re struggling to pay the bills, that all causes stress.  Stress isn’t something that you can turn on and off. If you’re stressed at home, you’re stressed at work.” WOVO sets out to support the whole worker, providing a level of support not often available to workers in the manufacturing, farming, and mining sectors. Krystal Bouverot, Labor Solutions’ Director of Innovation explained, “That’s why we’re excited about WOVO. With an e-learning feature that blends informative, user-friendly content with live coaches to assist workers, WOVO is a scalable solution that provides workers of all backgrounds around the world with access to the tools they need to truly succeed.“ The e-learning modules provide interactive lessons on topics such as safety in the workplace, managing stress, becoming a parent, and managing debt. The trainings include videos, photos, written instruction, and quiz questions to sustain worker engagement and encourage the highest understanding possible. When workers complete trainings they are awarded badges and can opt to use avatars to compete against co-workers.  For professional e-learning courses, including compliance programs, WOVO provides reporting to track worker progress and scores for the programs. Managers can use this data to ensure worker compliance, or even help determine promotions. Through WOVO, Labor Solutions brings its innovative Micro-Coaching program to a mobile application.  Workers will have access to coaches, via SMS or the WOVO mobile application, who are trained and qualified professionals dedicated to providing support. Coaching is available in local languages and fosters real and lasting change in workers through encouragement, reminders, and authentic relationships. Labor Solutions’ personalized coaching has yielded some incredible results: 92% of workers said they have made a change in their life 89% of workers who joined financial wellbeing programs said they were less stressed about their finances since the coaching program started Only 2% of workers who joined the coaching program resigned in the following year Labor Solutions’ services don’t just benefit workers; they also support employers. Our experienced professionals serve as consultants, problem solvers, and implementers in order to ensure WOVO’s continued success for both workers and their employers. WOVO serves a wide range of workers and employers, catering to factory, field, office, and other environments. WOVO is available in your local language as well, making it a practical and progressive tool for employees in various lines of work, all around the globe.  Labor Solutions’ clients who currently use WPOConnect for employee communication and engagement will transition to WOVO throughout the rest of 2018. More information about WOVO and the entire suite of Labor Solutions products is available at www.laborsolutions.tech

Atlas of Innovation for Economic Stability Identifies Eleven U.S. Innovations that Create Stable Incomes and Futures Labor Solutions, which offers a suite of technology products to empower the evolving global workforce, is featured in The Atlas of Innovation for Economic Stability, published today by international NGO FHI 360 with support from The Rockefeller Foundation. Labor Solutions' WOVO tool is mentioned as an "innovative mobile-based platform is designed to assess labor conditions and help employees improve their working standards, while giving international brands and retailers the ability to make more socially responsible sourcing decisions." The Atlas is the result of a global research and crowdsourcing effort, and features more than sixty innovations from around the world that help individuals, households, communities, and countries survive and prosper even in the face of economic volatility. Note: When this was published, Labor Solutions was still part of Workplace Options, thus the Labor Solutions' work is attributed to Workplace Options in this publication