Primark
LON : ABF
2016 Apparel & Footwear
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Company Ranking
5 out of20 Companies
Company Score
SUMMARY
Primark (subsidiary retail group of Associated British Foods) ranks fifth in the benchmark. Its score is driven by its above-average performance on themes such as commitment and governance, purchasing practices, and remedy. Notably, the company has leading practices with regards to communicating its policies to supply chain workers and engaging supply chain workers outside of the context of their workplace. To improve its performance, Primark is encouraged to develop and disclose a grievance mechanism for supply chain workers and practices to avoid exploitation through recruitment agencies and to disclose information about its first-tier suppliers and its supply chain beyond tier one.
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SCORE HISTORY
THEME & indicator score
The benchmark methodology has seven themes, selected to capture the key areas where companies need to take action to eradicate forced labour from their supply chains. The themes are comprised of a total of 12 key indicators. For each indicator, a company can score a total of 100 points.
Commitment and Governance
The company's top-level commitments on forced labor, supply chain standards, management processes, training programs and stakeholder engagement.
| Awareness and Commitment | 100 / 100 |
| Supply Chain Standards | 100 / 100 |
| Management and Accountability | 50 / 100 |
| Training | 100 / 100 |
| Stakeholder Engagement | 100 / 100 |
Traceability and Risk Assessment
The extent to which the company traces its supply chain and conducts forced labor risk assessments, and discloses information about these processes.
| Traceability and Supply Chain Transparency | / 100 |
| Transparency | / 100 |
Purchasing Practices
The company's awareness and action on purchasing practices that can exacerbate forced labor risks, and its process for selecting suppliers, integrating standards into contracts and cascading them down the supply chain.
| Purchasing Practices | 100 / 100 |
| Supplier Selection | 100 / 100 |
| Integration into Supplier Contracts | 50 / 100 |
| Cascading Standards Through the Supply Chain | 50 / 100 |
Recruitment
| Recruitment Approach | 25 / 100 |
| Recruitment Fees | 0 / 100 |
| Recruitment Audits | 0 / 100 |
Worker Voice
The extent to which the company proactively communicates with workers through the supply chain, enables freedom of association and ensures access to effective and trusted grievance mechanisms.
| Communication of Policies | 100 / 100 |
| Worker Voice | 100 / 100 |
| Worker Empowerment | 0 / 100 |
| Grievance Mechanism | 0 / 100 |
Monitoring
The company's process for auditing (including whether it includes non-scheduled visits, document review, worker interviews) and disclosure about the audit process and findings.
| Auditing Process | 100 / 100 |
| Auditing Disclosure | 40 / 100 |
Remedy
The extent to which the company has corrective action plans for non-compliant factories, as well as processes for remedying workers who are victims of forced labor, and reports on remedies provided.
| Corrective Action Plans | 100 / 100 |
| Remedy Programs | 50 / 100 |