A Collection of Labor Solutions Case Studies Companies are increasingly moving beyond standalone audits and one-off assessments toward worker-informed, system-level due diligence . Across industries and regions, leading brands use Labor Solutions tools to see what audits miss, focus on priority risks, and build supplier-owned systems that reduce risk over time. Beyond Audit-Based Compliance Seeing What Audits Miss  Audits provide a baseline, but they are not designed to capture how labor risks show up in daily practice. Companies use worker surveys as additional due diligence —particularly for high-risk or strategic suppliers—to validate audit results, surface blind spots, and prioritize action. Blind Spots, Zero-Tolerance Risks + Deep Supply Chain Insights from Worker Surveys in Agriculture   Agriculture : Surveying 38K workers and farmers across five countries revealed where risk was highest—and where assumptions were wrong—enabling targeted remediation and more credible due diligence. When Audits Said “All Clear,” Workers Told a Different Story Electronics:  Worker surveys across 50+ suppliers uncovered risks audits failed to detect, helping the brand identify high-risk sites within days and move faster on targeted remediation. Focused Measurement and Support Targeting Priority Risks and Impact As due diligence expectations rise, companies are shifting from broad assessments to targeted measurement and support —focusing on specific systems, risks, and worker populations to drive meaningful improvement. Assessing + Strengthening Grievance Mechanism Effectiveness for Due Diligence Grievance Mechanisms (Electronics):  A global electronics supply chain used a triangulated approach—combining WELL worker surveys , focus group discussions, and supplier self-assessments—to assess whether grievance mechanisms were effective in practice. Worker input revealed gaps in predictability, escalation, and follow-through, enabling targeted action plans now being implemented and tracked. Preventing Chemical Safety Risk in Electronics Manufacturing Using Targeted Training   Chemical Safety (Electronics):  In partnership with CEPN, Labor Solutions supported targeted chemical safety training for workers and managers in Tier 2+ facilities in Vietnam and Malaysia. The program strengthened awareness, prevention, and access to remedy—demonstrating how focused, role-specific training can function as a preventive and mitigative human rights due diligence measure. Surfacing Hidden Labor Risks in the Seafood Industry with the WELL Survey Sector Validation (Seafood):  A pilot in the seafood industry tested whether the WELL Survey could capture sector-specific risks and worker experience. The results confirmed that disaggregated, worker-centered surveys can surface fatigue, harassment, and gender-based risks often missed by audits—supporting confident scale-up in complex supply chains. Supplier Ownership and Maturity Building Stronger, Safer Workplaces through Worker Voice   Long-term risk reduction depends on supplier-owned systems that workers trust and use . Leading brands embed worker engagement into supplier expectations, performance metrics, and improvement processes to strengthen maturity over time. How adidas Uses WOVO's Worker Voice Tools to Power Social Compliance and Meet CSDDD Obligations in 100% of its T1 Suppliers adidas (what they achieved):  adidas has embedded worker engagement across 100% of its strategic Tier 1 suppliers, reaching 400,000+ workers across 105 factories in 16 countries. Using WOVO, adidas operates a trusted grievance system. According to adidas’ 2024 Annual Report, WOVO is "highly effective" and "trusted by workers" throughout the supply chain, evidenced by the “consistent, widespread”, “sustained usage" and "the high volume of cases received through the app.” The adidas Model: A Scalable Blueprint for Worker Voice and Engagement to Meet CSDDD Requirements adidas (how they did it):  A companion blueprint translates adidas’ approach into a scalable model for embedding worker engagement into governance, supplier KPIs, grievance systems, and due diligence processes. Decathlon's Supplier Autonomy Program Starts with a Worker Survey Decathlon : Decathlon also uses worker engagement tools to strengthen supplier accountability and continuous improvement, reinforcing safer workplaces and more resilient supply chains. Conclusion From Compliance to Continuous Improvement   Across these examples, a common pattern emerges:  worker input strengthens visibility, focus, and accountability . When worker voice is embedded into due diligence systems—not treated as a standalone activity—companies are better positioned to reduce risk, support suppliers, and deliver measurable improvement over time. Because workers know what audits can’t. Explore how worker voice supports effective due diligence.

Labor Solutions 2025: Growth, Reach, and Impact 52% More Workers Reached. In 2025, Labor Solutions expanded its reach from 2.5 million to 3.8 million workers—a 52% increase. This worker centered impact was not about collecting more data, but about listening more effectively to workers across global supply chains. As the only provider focused exclusively on worker and supplier engagement in global supply chains, our results demonstrate that our methodology works—at scale and across supplier maturity levels. What's new Building Interconnected Systems for Worker-Centered Due Diligence In 2025, we focused on building worker-driven, scalable, interconnected solutions that turn worker and supplier input into action. We launched the WELL Worker Survey   —the industry’s first modular worker survey—alongside Improve , a digital self-assessment and action-planning tool for suppliers, and aligned our full toolset, including eLearning , to WELL indicators. The WELL Survey provides a shared foundation for high-quality, actionable data—enabling global comparability, industry learning, and real improvement. Its modular design has driven early, broad adoption and is already delivering measurable impact. Together, WELL, Improve and eLearning create a closed-loop, worker-driven system: insights surface gaps, and Improve enables fast, targeted improvement through action planning, training, and follow-up. The early results demonstrate clear, measurable impact. Results Listening to Workers Drives Change Across agriculture, electronics, apparel, and seafood, companies are using Labor Solutions tools in three consistent ways —and seeing measurable results. Seeing What Audits Miss: Worker Voice Reveals Risks Compliance Tools Overlook Worker feedback gathered through the WELL Survey consistently surfaced risks audits miss. In electronics supply chains, survey results revealed illegal recruitment fees at 35% of audited suppliers and low trust in grievance mechanisms at 27%. In agriculture, worker surveys identified zero-tolerance risks such as debt bondage, enabling companies to identify and remediate high-risk sites in days—not audit cycles. Building Supplier Ownership + Maturity: How Brands are Using Labor Solutions Tools in Practice Long-term impact depends on supplier-owned systems that workers trust and use. Learn how brands are embedding the WOVO app  and worker engagement across their entire Tier 1 suppliers and reaching hundreds of thousands of workers at once. Focusing Measurement Where It Matters Most:  How One Electronics Company Gained Real Visibility into Supplier Grievance Mechanisms Brands are supporting suppliers through focused interventions—such as additional training on priority topics like chemical safety—and by strengthening critical systems, including operational grievance mechanisms aligned with due diligence requirements. Tools like WELL  and IMPROVE  enable companies to assess the effectiveness of existing systems, identify gaps, and support supplier improvement in a targeted, practical way. By focusing measurement where risk is greatest, companies can move beyond compliance and drive measurable progress across their supply chains. Listening at Scale Launching the WELL Survey  The WELL Survey: Listening to Workers to Create Better, Safer Workplaces + Value Chains In 2025 Labor Solutions launched the WELL Survey  — a modular, risk-based, worker-centered survey framework designed to capture lived experience, surface hidden risks (including as part of an HRDD Process), and generate actionable insights. WELL was developed through a multi-stakeholder design process led by organizations that have deployed thousands of worker surveys reaching millions of workers worldwide for over a decade.  Since launching, the WELL Survey is used by nearly 20 brands across agriculture, seafood, electronics, footwear and apparel, and telecommunications . Companies are using it not as a standalone diagnostic, but as a core input into HRDD, supplier engagement, and improvement planning. From Insight to Action Aligning Tools for Faster Improvement + Worker Centered Impact  We aligned our broader toolset — including Improve and eLearning   — to the WELL Survey Indicators . This alignment allows gaps identified through surveys and assessments to be addressed quickly and systematically through action planning, training, and follow-up.  WOVO Improve: Turning Worker Feedback into Real-Time Supplier Action Listening alone is not enough. To ensure worker insights lead to measurable change, Labor Solutions also launched WOVO Improve in 2025— a self-assessment and action-planning platform  designed to translate worker feedback into sustained follow-up managed by supplier teams in real time. Improve enables suppliers to assess system maturity, prioritize corrective actions, and track progress over time — closing the loop between what workers report and what changes on the ground. Together, the WELL Survey and Improve form a continuous improvement cycle: listen → assess → act → track .  WOVO Educate: Digital Learning to Support Workers + Suppliers at Scale As part of this effort, Labor Solutions released 24 new eLearning modules ,  including courses on:  Climate Change and the Workplace   Industrial Relations and Social Dialogue   Human Rights and Environmental Due Diligence (HREDD) , developed with GIZ , available in 8 languages  with 7 country-specific modules Workers and managers can easily access these courses and more via the WOVO app or online learning management system. Looking Ahead Our Changing Landscape In an AI World Direct Worker Input and Primary Data Sets are More Important than Ever As AI makes information and data cheaper and more abundant, quality matters more than ever. Direct worker voice that is experience-based, hard to fabricate, and grounded in daily reality remains the anchor of truth for effective human rights due diligence. Real Impact When worker voice is embedded into human resources and operations, results improve. Visibility and communication increase. Turnover reduces and productivity increases. Risks are identified and mitigated. Suppliers are supported — and accountability becomes the engine for continuous improvement. WOVO tools give workers a voice and an accountability system, supplier management teams the knowledge and resources to identify and address their own risks, and brands the ability to see where support is needed. Thank you to our partners, clients, and team for making 2025 a foundational year for change. Ready to have a conversation about the impact worker voice can have for you?

A Labor Solutions Case Study Agricultural supply chains are among the most difficult to assess due to seasonal labor, remote worksites, and informal employment arrangements. These factors limit visibility into actual working conditions, particularly for contract workers and smallholder farmers.  To address these challenges, Labor Solutions partnered with a global food and beverage brand to collect direct input from workers and farmers across multiple agricultural sourcing regions.  Challenge Limited Visibility in High-Risk Contexts  The company faced several structural challenges common in agriculture:  Limited insight into labor conditions in remote farming locations  Minimal input from seasonal, contract, and informal workers  Reliance on indirect indicators and supplier self-reporting  These constraints made it difficult to identify risk accurately or prioritize remediation. Identified Gaps  Two key gaps were identified prior to survey deployment:  Undifferentiated data: Existing tools did not distinguish between farmers and workers, masking different risk profiles.  Low worker-voice awareness: Suppliers had limited understanding of worker-voice initiatives, contributing to weak engagement and follow-up. Solution Context-Specific, Risk-Based Worker Surveys in Agriculture Labor Solutions designed and deployed the  WELL Survey , a risk-based survey methodology adapted for agricultural labor and local conditions.  The surveys were designed to:  Capture differentiated data for farmers and workers  Identify systemic and zero-tolerance labor risks  Reflect local languages, cultural norms, and labor structures  Approach Deployment Aligned with Agricultural Reality  To maximize data quality and participation, deployment was designed around how agricultural work actually operates:  Surveys timed with harvest cycles and market days  Delivery in three local languages  Direct supplier engagement to build trust and support participation  Implementation across five countries: Turkey, South Africa, Mexico, Kenya, and Nigeria  Participation and Reach  38,000 total respondents  92% participation rate among workers  87% participation rate among farmers  These response rates provided statistically robust and credible data across diverse contexts. Findings Systemic and Zero-Tolerance Risks Identified Cross-Cutting Risks (All Countries)  Worker surveys in agriculture data identified the following systemic labor risks across both farmers and workers in:  Excessive working hours  Insufficient wages  These findings indicate structural pressures rather than isolated non-compliance.  Localized High-Severity Risks  Survey data also identified localized and zero-tolerance risks:  Debt bondage among farmers, linked to local recruitment and financing agencies  Occupational health and safety risks, including inadequate safety measures  Lack of access to safe drinking water for workers in Mexico  These risks were not previously visible through audits or supplier reporting alone.   Impact: From Worker Data to Targeted Remediation  Survey findings directly informed next steps:  Targeted follow-up assessments in high-risk regions  Remediation actions grounded in worker-verified evidence  Improved supplier understanding of worker-voice mechanisms  Strengthened human rights due diligence aligned with regulatory expectations  By grounding decisions in worker input, the company was able to move from assumed risk to evidenced risk, improving both credibility and effectiveness.  Why This Matters  Listening Where Risk Is Highest: Strengthening Due Diligence in Agricultural Supply Chains Agricultural supply chains often carry the highest labor risks and the least visibility. This case demonstrates how well-designed worker surveys, deployed at the right time and place, can surface blind spots and enable meaningful improvement. For Labor Solutions, this work reinforces a core principle: Effective due diligence depends on listening to workers — especially where risk is highest and oversight is weakest.  Interested in surfacing blind spots in your supply chain? Talk with us about worker-centered due diligence.

A Labor Solutions Case Study Closing the Gap Between Grievance Mechanism Effectiveness + Worker Experience This case study examines how a global electronics supply chain assessed the practical effectiveness of grievance mechanisms across supplier facilities using triangulated worker voice data. The WELL Worker Survey , focus group discussions, and WOVO Improve ’s Supplier Self-Assessments (SAQ)  were combined to compare formal grievance system design with worker experience. The results showed a consistent pattern: workers generally recognize grievance channels and feel comfortable raising routine issues, but confidence drops when issues require escalation, transparency, or consistent follow-through. Suppliers largely reported mature systems on paper, while worker inputs highlighted uneven application across supervisors and uncertainty about what happens after a concern is raised.   All assessed suppliers entered a tracked corrective action phase, demonstrating how triangulation strengthens evidence of grievance mechanism effectiveness in line with UNGP criteria and emerging EU Corporate Sustainability Due Diligence Directive ( CSDDD ) expectations. Context Regulatory Expectations Increasingly Focus on Grievance Mechanism Effectiveness in Practice Human rights due diligence frameworks, including CSDDD and the UN Guiding Principles on Business and Human Rights (UNGPs), require companies to demonstrate that grievance mechanisms function effectively for workers. This requires evidence beyond policy existence, including worker awareness, trust, use, and access to remedy. To respond to these expectations, a global electronics supply chain conducted a multi-site assessment of grievance mechanism effectiveness across supplier facilities. The Assessment Examined Access, Trust, Predictability, and Remedy The assessment evaluated whether grievance mechanisms were: Accessible and known to workers Trusted and used without fear Applied consistently across supervisors and departments Capable of delivering timely and credible outcomes The analysis focused on identifying gaps between formal system design  and worker experience . Triangulated Data Enabled Comparison Between Policy and Practice The assessment combined three sources of evidence: WELL Worker Survey , capturing awareness, comfort speaking up, and perceptions of fairness at scale Facilitated Focus Group Discussions , providing insight into worker behavior, trust, and escalation dynamics WOVO Improve 's Supplier Self-Assessments , documenting grievance system structure and procedures Triangulation allowed inconsistencies between documented systems and lived experience to be identified and validated. Results Worker Surveys Showed Broad Awareness but Lower Confidence in Escalation Survey results indicated high awareness of grievance channels and strong comfort raising routine operational issues, typically through immediate supervisors. However, confidence declined when survey questions related to escalation, response timelines, and outcomes beyond the first level of resolution. These patterns suggested that while access to grievance mechanisms was established, predictability and follow-through were less certain in more complex cases. Focus Groups Revealed Uneven Experience Within Facilities Focus group discussions clarified grievance mechanisms often worked well for day-to-day concerns but were less consistently trusted for sensitive or higher-stakes issues. Workers described uncertainty around escalation, uneven application across supervisors, and reluctance to use formal channels due to fear of identification or perceived performance consequences. These findings showed that grievance mechanism effectiveness varied within the same facility, depending on department and supervisor. Supplier Self-Assessments Confirmed System Design but Not Worker Experience Supplier self-assessments generally reported established grievance systems with defined channels and procedures. However, when compared with worker inputs, a consistent gap emerged. Workers reported limited visibility into timelines and outcomes and inconsistent application in practice. The assessment identified a recurring divergence between system existence  and system effectiveness as experienced by workers . Triangulation Produced Credible Evidence of Effectiveness Gaps Viewed together, the data showed that grievance mechanisms existed and functioned adequately for routine issues, but were less predictable and transparent when escalation or sensitive concerns were involved. Triangulation enabled the assessment to move beyond isolated perspectives and produce evidence aligned with UNGP effectiveness criteria , particularly predictability, transparency, and equity. Corrective Actions Targeted Predictability, Consistency, and Communication All assessed suppliers entered a corrective action phase using the Labor Solutions Improve Action Plan , with progress tracked over time. Actions focused on closing the specific gaps identified through triangulation and commonly included: Clarifying grievance steps and response timelines Strengthening escalation pathways beyond immediate supervisors Improving communication on case status and outcomes Training supervisors on consistent grievance handling Strengthening documentation and closure tracking Conclusion Triangulation Strengthens Due Diligence and Improves Worker Outcomes This case study demonstrates triangulating worker surveys, focus group discussions, and supplier self-assessments provides a practical and defensible method for assessing grievance mechanism effectiveness in practice. By converting findings into tracked corrective action, the approach strengthens human rights due diligence and supports grievance mechanisms that deliver more predictable and trusted outcomes for workers, consistent with UNGP criteria and the direction of CSDDD implementation.   Want to learn how to assess grievance mechanism effectiveness in practice? Explore our approach to worker-verified grievance assessment.

In the Age of AI, Primary Data Sets are Critical Artificial intelligence is rapidly transforming how companies identify and manage human rights risks across global supply chains. Machine learning models can now analyze vast volumes of audit results, supplier documentation, satellite imagery, and external risk indicators—dramatically increasing speed, scale, and predictive capability. Amazon, for example, is experimenting with AI to analyze historical audit data and other signals to help predict and prioritize human rights risks  across its supply chain, enabling more targeted interventions and resource allocation. AI pilot projects like these show real promise in improving risk detection and foresight. But this evolution also introduces a critical challenge: as AI makes it easier to generate compliant-looking documentation, the reliability of traditional compliance data declines. Changing Landscape When Compliance Becomes Cheap, Signal Quality Matters More  Audits, policies, and self-reported assessments were designed to measure anticipated risks against known standards. Over time, suppliers have learned how these systems work—and how to prepare for them. In an AI-enabled environment, the cost of producing polished policies, reports, and audit-ready documentation drops even further. The result is a paradox: More data, less certainty. AI can efficiently analyze what exists—but it cannot determine whether that data reflects lived reality or optimized compliance. Models trained primarily on secondary or document-based sources risk amplifying blind spots, reinforcing historical bias, and missing emerging or informal forms of harm.  The Role of Primary Worker Data in an AI System  This is where worker voice primary data  becomes indispensable.  Direct, experience-based data from workers—surveys, grievance mechanisms, and confidential feedback—captures how systems actually function day to day. Unlike documentation, worker experience is difficult to fabricate at scale and far harder to “optimize” for compliance. It reflects real conditions: fear of retaliation, workload pressure, wage practices, supervisor behavior, and access to remedy. In an AI-enabled environment, worker voice is not a “soft” input—it is the highest-integrity signal  available.  AI can enhance pattern detection, prioritize risks, and surface correlations across worker datasets. But without primary worker data, AI systems are left inferring human impact from proxies. With it, they can distinguish between theoretical compliance and lived experience.  Detection Alone Is Not Enough  Surfacing risk does not reduce harm. Even the most sophisticated AI model cannot change working conditions on its own. Risk reduction requires supplier engagement —clear expectations, structured self-assessment, prioritized action, and sustained capability building. Worker voice identifies  where  problems exist; supplier engagement determines  whether  those problems are addressed. This is where many systems break down: worker feedback is collected, risks are flagged, but follow-through remains fragmented or passive. Toward a Closed-Loop, AI-Enabled Labor Risk System  The future of responsible AI in supply chains is not automation alone—it is closed-loop systems  that connect:  Primary worker data  (high-integrity detection)  AI-enabled analysis  (prioritization and insight)  Structured supplier engagement  (change and accountability)  When worker voice data triggers targeted self-assessment, maturity-based expectations, and focused action plans, AI becomes an amplifier of improvement—not just a tool for monitoring.  At scale, this approach:  Improves signal integrity in an AI-saturated data environment  Enables earlier, more credible intervention  Produces evidence of impact grounded in worker experience, not paperwork  The Bottom Line  AI is reshaping how companies see risk. But what we choose to measure still determines what we manage. In an era where compliance data is abundant and increasingly easy to replicate, worker voice primary data is the anchor of truth . Combined with AI and meaningful supplier engagement, it enables not just faster decisions—but better ones, grounded in the realities of the people most affected. If AI is the engine of modern human rights due diligence, worker voice is the data that keeps it honest.   Are you looking to strengthen the data behind your risk models? Let's talk about how worker voice strengthens human rights due diligence

A Labor Solutions Case Study A global food sourcing and production company with suppliers operating in Thailand, Malaysia and Singapore all with many migrant workers, sought to conduct a global worker survey to pinpoint areas for action and improve worker engagement, particularly amongst migrants. The Challenges Migrant Workers Were Not Being Heard The company wanted to better understand the needs of migrant workers. Despite a large number of migrant workers, the company received no reports from migrant workers on the grievance mechanism the company had established. Migrant workers are often at higher risk for forced labor and exploitation and the lack of feedback from the workers was concerning. The company wanted to ensure migrant workers were being treated with respect, being paid fairly and felt safe at work. The company had conducted surveys before but failed to drive value from them because the surveys lacked standardization across geographies and languages and had no follow up action guidelines. Workers in these facilities faced literacy challenges. While, the workers all had primary schooling, it was clear the workers would struggle to fully understand complex survey questions. A small proportion of workers either did not have phones or did not use the internet on their phones. Solution Surveys Designed for Migrant Worker Realities Inclusive Survey Design Labor Solutions conducted a  WELL Survey designed for both national and migrant workers, selecting indicators aligned with migrant worker experiences. Multilingual and Context-Specific Deployment Surveys were translated by worker rights experts into Khmer, Thai, Burmese, and Malay to ensure accessibility and comprehension. Engaging Suppliers + Supporting Suppliers to Engage Workers We implemented via WOVO , which allowed suppliers to access their own data sets but also deploy additional surveys if needed. Multiple Access Channels Surveys were delivered through QR codes and onsite deployment, allowing workers to participate using personal phones or with additional support where needed. Survey Results High Response Rates, Risks Uncovered Strong Participation Across Facilities Nearly 60% of workers responded to the survey, far more than is necessary for a statistically relevant sample size, sending a strong signal that workers want to be heard. Compliance Strengths Confirmed The survey results were mixed. All facilities received high scores on basic-compliance topics like correct pay and payslip, receipt of health and safety training and ability to take leave when they wanted. Systemic Overtime Pressure Identified However, most workers, 85%, reported that they didn’t feel like they had a choice if they worked overtime, and that they didn’t feel like management made changes based on worker feedback. Impact Turning Worker Voice into System-Level Change Stronger Buyer–Supplier Dialogue Survey findings prompted open discussions between buyers, suppliers, managers, and workers—surfacing issues that had never previously been discussed. Clearer Expectations for Migrant Worker Protections The buyer discovered gaps in how expectations were communicated to suppliers and responded by updating purchasing contracts and delivering targeted trainings. Policy and Management Gap Analysis A gap analysis was initiated to identify where additional policy clarity and management support were needed. Aligning Incentives with Fair Work Unequal Experiences Across Worker Levels Line leaders reported having a choice about overtime, while line workers overwhelmingly did not—revealing inconsistencies in how targets were experienced. Incentives Driving Unintended Pressure Further investigation showed that line leaders were positively incentivized through bonuses, while line workers faced wage penalties for missed targets. Reforming Targets and Incentives The buyer worked with suppliers to redesign incentive structures so both leaders and workers were positively motivated—an ongoing process showing early positive results. Strengthening Worker Representation and Grievance Resolution Underutilized Worker Committees Although worker committees existed at all facilities, they were under-resourced and under-trained, limiting their ability to advocate effectively. Upskilling Workers and Management Targeted training was provided to worker committees and management teams to strengthen participation in grievance remediation and decision-making. Why It Matters Insights Audits Missed Worker Voice Revealed What Audits Could Not Despite more than a decade of audits, these issues had never been identified until workers were directly asked in a safe, accessible way. A Foundation for Continuous Improvement Both buyers and suppliers reported greater clarity, stronger engagement, and committed to conducting worker surveys annually going forward.

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 .

Labor Solutions Launches Improve Labor Solutions is proud to announce the launch of Improve , our newest digital tool designed to support supplier self-governance through standardized assessment and automatic action planning — aligned to the WELL indicators   and informed by worker voice data. At Labor Solutions, we believe that assessments alone do not create change. Real improvement happens when suppliers are empowered with clear expectations, practical guidance, and achievable next steps. Audits, surveys, and data collection are only the starting point. What matters is how insights are translated into support, action, and continuous improvement. Historically, improvement plans required significant time, resources, and external consultants, making them difficult to scale across supply chains. Improve  was built to change that. Improve Turning Worker Voice into Focused Supplier Action Improve is a fully digital supplier self-assessment and automatic action planning tool, built on the WELL indicators and designed to support risk-based due diligence and continuous improvement, in line with emerging regulatory expectations such as the EU Corporate Sustainability Due Diligence Directive (CSDDD). Action plans are triggered by the three lowest-scoring WELL Worker Survey indicators , ensuring improvement efforts are grounded in real worker experiences and focused on the areas of highest risk and impact. Rather than overwhelming suppliers with long corrective action lists, Improve prioritizes focus, feasibility, and progress over time . Meets Suppliers Where They Are A Progressive Maturity Framework Improve uses a progressive maturity framework , with defined levels that reflect different stages of supplier performance. Suppliers are assessed against WELL-aligned competencies When competencies are not met, an action plan is automatically generated Action plans are calibrated to the supplier’s maturity level, supporting realistic, step-by-step improvement This maturity-based approach aligns with CSDDD expectations around ongoing risk mitigation and continuous improvement, rather than one-time compliance or disengagement. Focused Action Plans Drive Continuous Improvement To ensure improvement efforts are achievable and sustained: Suppliers receive only three priority topics per action plan Topics are selected based on the lowest-performing worker survey indicators Each topic includes clear guidance, resources, and evidence requirements By limiting action plans to three focused areas, Improve helps suppliers take meaningful action, build internal capacity, and demonstrate progress over time — a core principle of continuous improvement under CSDDD. Instant Insights + Scoring Faster Risk Management Improve provides instant insights that support faster review, prioritization, and follow-up. Key capabilities include: Module-level scoring aligned to the WELL indicators Immediate results upon assessment completion Fast reviews with automatic or manual validation options Aggregated views across suppliers, countries, regions, and commodities These insights help companies identify systemic risks, monitor progress, and document ongoing improvement efforts — supporting internal governance and regulatory reporting needs. Scalable, Digital, and Built for Global Due Diligence Improve is designed to support scalable human rights and environmental due diligence  across global supply chains: Multilingual assessments with automatic translations Comprehensive data collection, including documents and verified signatures Real-time supplier-level and portfolio-level reporting Suppliers receive their results and action plans immediately at the end of the assessment and via email, reinforcing accountability and follow-through. CSDDD Principles Supporting Supplier Ownership CSDDD emphasizes engagement, prevention, mitigation, and continuous improvement  — not box-ticking or one-off audits. Improve supports these principles by: Grounding improvement in worker voice data Prioritizing the most salient risks Providing clear, achievable actions Enabling ongoing tracking and follow-up over time Improve helps companies operationalize continuous improvement at the supplier level — supporting responsible business conduct and alignment with CSDDD expectations, while keeping worker wellbeing at the center.

Human Rights Due Diligence (HRDD) begins with stakeholder education on rights + responsibilities. Workplaces and value chains are safer when more workers and leaders know their rights + responsibilities. In 2023, Labor Solutions introduced 20 NEW lessons to increase worker rights, safety, and productivity; including Inclusive Leadership, Responsible Recruitment, Child + Forced Labor and more to help ensure safer, better workplaces. Core Lessons Risk or Issue-Based Lessons Wellbeing + Growth Lessons Understanding Grievances 👷🏽‍♀️ Your Right to Freedom of Association and Right to Organize [Better Work] 👷🏽‍♀️ Managing Grief 👷🏽‍♀️ Introduction to Human Rights Due Diligence 💻 Preventing Child & Forced Labor 💻 Staying Fit 👷🏽‍♀️ Introduction to Grievance Management 💻 Responsible Recruitment [Fifty Eight] 💻 Fair Working Conditions 👷🏽‍♀️ Workplace Free from Child Labor and Forced Labor [Better Work ] 👷🏽‍♀️ Your Right to Fair Working Conditions [Better Work] 👷🏽‍♀️ Gender 101 [ICRW] 💻 Occupational Safety & Health [Better Work] 👷🏽‍♀️ An Inclusive Workplace 👷🏽‍♀️ A Workplace Free from Discrimination and Harassment [Better Work] 👷🏽‍♀️ Introduction to Responsible Recruitment [Fifty-Eight] A Workplace Free from Discrimination and Harassment Communication with Workers ⚙️ Collaborative Communications ⚙️ 👷🏽‍♀️ - For Workers ⚙️ - For Production + Line Managers 💻 - For Corporate Management + Practitioners The modular lessons cover three primary areas: core lessons, risk or issue-based lessons, and wellbeing + growth lessons. Core Lessons:  address fundamental issues and risks that are faced across industries and geographies. Workers and managers are provided with a basic understanding and awareness of these issues to recognize, report, and provide feedback for a better work environment. Risk or Issue-Based Lessons: address potential risks and specific challenges in a particular situation, industry, geography, or commodity. These lessons equip workers and management with the necessary knowledge to ensure workers have the knowledge + tools they need for a safe working environment. Wellbeing + Growth: designed to support holistic employee development, exploring topics related to personal growth, career development, and work-life balance to help workers become more productive and satisfied at their workplace. Lessons are available for both workers and managers. eLearning lessons for workers provide a basic understanding of rights + responsibilities, awareness of the specific risks or issues they need to be aware of, and various self-care skills. While the lessons for managers provide insights into fostering a supportive work environment, recognizing issues, and promoting open communications. [How One Company Leveraged eLearning and Saw a 23% Increase in Worker Satisfaction] New Lessons by Industry Experts + Leading Designers The lessons are designed by an in-house team with a background and expertise in worker training and pedagogy. The contents are co-developed with leading industry experts – ensuring they are up-to-date and beneficial to the learners. Better Work  co-designed five lessons for workers on understanding their rights and responsibilities in fair working conditions, occupational safety and health, freedom of association and right to organize, child & forced labor, and discrimination & harassment-free workplace. International Center for Research on Women (ICRW) put their 47 years of expertise into developing a “Gender Equity 101” lesson for supplier management teams in manufacturing who are looking for ways to make their business policies and practices more gender equitable. Fifty-Eight  co-developed a lesson specifically focusing on responsible recruitment practices for both workers and managers providing important information on responsible recruitment to both parties. eLearning: Affordable + Effective Solution to Improve Workforce eLearning lessons are affordable and much more flexible than traditional face-to-face training. Labor Solutions provides customized eLearning lessons to help workforce onboarding, improve overall safety and well-being, and more.

A Labor Solutions Case Study Using Worker Voice to Meet CSDDD Regulations The EU Corporate Sustainability Due Diligence Directive (CSDDD) requires companies to engage individuals or groups whose rights or interests are, or could be, affected by their operations—this clearly includes workers in global supply chains. To meet this challenge, many leading brands are partnering with Labor Solutions to implement scalable, tech-enabled worker engagement tools. These tools not only connect companies directly to workers but also generate actionable data to strengthen human rights due diligence efforts. adidas is leading by example, using WOVO by Labor Solutions to engage workers directly, strengthen CSDDD compliance and drive measurable improvements across its supply chain. In adidas’ 2024 Annual Report , the company outlined their comprehensive and impactful approach to using WOVO to engage workers as part of their due diligence and improvement process. Scalable Worker Voice + Worker Engagement Across the Supply Chain Widespread Use of Worker Voice Tools Throughout adidas's Entire T1 Supply Chain adidas has deployed WOVO across 100% of its strategic Tier 1 supplier facilities, reaching over 400,000 workers in 105 manufacturing sites across 16 countries. WOVO is a key component of adidas’ worker engagement strategy. The annual report explains how adidas leverages WOVO’s grievance mechanism and worker survey features to ensure “workers can voice concerns, complaints, or grievances related to material risks and impacts – as well as the full range of human rights and labor rights risks that workers in the upstream value chain may face.” WOVO also allows workers to access critical digital training on safety and wellbeing. A Trusted Grievance Mechanism A trusted and effective worker voice tool adidas has built a robust and reliable grievance system to ensure workers across its supply chain have accessible, trusted channels to guarantee “ access for workers in the upstream value chain to seek remedy.” Central to this system is WOVO’s operational grievance management platform , which is required at all Tier 1 supplier facilities. According to adidas’ 2024 Annual Report WOVO is "highly effective" and "trusted by workers" throughout the supply chain, evidenced by the “consistent, widespread”, “sustained usage" and "the high volume of cases received through the app.”    adidas closely monitors worker engagement with performance metrics to “ evaluate the efficacy of the grievance channels, see major cases in real time, and undertake timely interventions where necessary. ” “We are attentive to worker concerns and issues and continuously review and assess the feedback received through the WOVO platform...“It helps us understand the main challenges and labor rights issues... and undertake timely interventions where necessary.”— adidas 2024 Annual Report The annual report highlights several WOVO outcomes used by adidas as key impact and engagement measures: 35,700 worker grievances submitted through WOVO 9% Utlization Rate of the grievance System 99% resolution rate by year-end 76% satisfaction rate , up from 39% in 2019 Response time under 12 hours , down from 49 hours in 2020 Proactively Listening to Workers: Worker Surveys To complement its grievance channels, adidas conducts Worker Pulse surveys via the WOVO Engage platform —a tool that enables the company to efficiently gather insights into worker sentiment and awareness without needing to launch separate systems or standalone initiatives. These short, digital surveys are conducted twice a year across all strategic supplier factories and focus on critical workplace issues such as communication, harassment and abuse, and the effectiveness of grievance mechanisms. The survey includes six key statements, with workers asked to rate their level of agreement. Topics include, comfort speaking up or raising complaints, confidence in talking to supervisors and willingness to recommend the factory to friends. The results indicate a strong and growing trust in workplace systems and culture. Since 2020, favourable responses across all questions have increased steadily— from 78% in 2020 to nearly 90% in 2024. In 2024, 46,000 workers participated in a Gender Equality Survey to help advance adidas’ understanding of workers’ experiences using a gender lens. By using WOVO to deploy surveys, adidas is able to seemlessly launch worker surveys at a moments notices, ensuring worker voice is not only continuously captured, but easily scalable and repeatable—helping the company monitor progress, track sentiment trends, and strengthen accountability throughout its supply chain. Real-time data for better due diligence adidas uses WOVO not just for engagement, but for strategic decision-making. WOVO data feeds into adidas’ human rights due diligence systems and internal social compliance performance scores. The data allows adidas to identify gaps in supplier practices, policies, and broader human rights due diligence systems. This feedback loop strengthens adidas’ ability to monitor, anticipate, and proactively respond to potential labor risks—making due diligence a living, dynamic process rather than a reactive compliance exercise. Making Worker Engagement a Supplier KPI: Turning Engagement into Accountability adidas doesn’t stop at collecting worker data—it builds accountability into its supplier relationships. All strategic suppliers are required to implement WOVO, ensuring each has a robust and standardized worker engagement system in place. To measure success, adidas incorporates “measures such as resolution and satisfaction rate of workers’ grievances and participation rate in workers satisfaction surveys” into its supplier key performance indicators. This makes worker engagement not just a value, but a measurable standard of supplier performance. Worker Voice + Engagement as a Strategic Asset + a Cornerstone of adidas' Due Diligence + CSDDD Compliance adidas’ success with WOVO offers a blueprint for brands navigating today’s complex regulatory environment. It shows how digital grievance mechanisms, when fully embedded into compliance frameworks, can: Meet international expectations under laws like CSDDD Improve real-time visibility into factory conditions Build a more responsive and rights-respecting supply chain For adidas, WOVO is more than a worker voice tool—it’s an accountability system that gives workers a voice, empowers suppliers to improve, and keeps the brand at the forefront of ethical business practices. The result is a more responsive, resilient, and rights-respecting supply chain—where worker insights directly shape better outcomes for people and business alike. As regulatory pressure grows and expectations for responsible sourcing rise, brands like adidas show that investing in worker engagement isn’t just a legal obligation—it’s a strategic advantage. A Blueprint to Follow Ready to implement a similar program but need a clear starting point?