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Primark 63/100

(LON:ABF) 5 of 20 (2016)

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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63 /100

2016 Ranking: 5 of 20

HOW DO THEY COMPARE?

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63

Primark was evaluated both in 2016, when it ranked fifth out of 20 companies, and in 2018, when it ranked fourth out of 43 companies. Primark has improved by nine points since 2016 to score 72/100. The company improved its performance and disclosure by launching a mandatory supplier training on modern slavery, disclosing a supplier list, providing several examples of remedy outcomes (which include the reimbursement of recruitment fees), and providing details of how it supports ethical recruitment.

METHODOLOGY

72

The average score for the sector was 37/100 compared to 49/100 in 2016. The number of companies assessed in 2018 increased from 20 to 43. Since 2016, the methodology has been strengthened, making it more difficult for companies to achieve the same score. The 19 companies benchmarked in both 2016 and 2018 saw their average score increase from 49/100 to 56/100, which is significant given the changes to the methodology.

2018 BENCHMARK

2016

63

Primark was evaluated both in 2016, when it ranked fifth out of 20 companies, and in 2018, when it ranked fourth out of 43 companies. Primark has improved by nine points since 2016 to score 72/100. The company improved its performance and disclosure by launching a mandatory supplier training on modern slavery, disclosing a supplier list, providing several examples of remedy outcomes (which include the reimbursement of recruitment fees), and providing details of how it supports ethical recruitment.

METHODOLOGY

2018

72

The average score for the sector was 37/100 compared to 49/100 in 2016. The number of companies assessed in 2018 increased from 20 to 43. Since 2016, the methodology has been strengthened, making it more difficult for companies to achieve the same score. The 19 companies benchmarked in both 2016 and 2018 saw their average score increase from 49/100 to 56/100, which is significant given the changes to the methodology.

2018BENCHMARK

THEME AND INDICATOR SCORE

The benchmark methodology has seven themes, selected to capture the key areas where companies need to take action to eradicate forced labor from their supply chains. There are a total of 22 indicators across the seven themes. For each theme, 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

OVERALL 90
INDICATORS
Awareness and Commitment
100
Supply Chain Standards
100
Management and Accountability
50
Training
100
Stakeholder Engagement
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.

OVERALL 75
Traceability
50
Risk Assessment
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.

OVERALL 75
Purchasing Practices
100
Supplier Selection
100
Integration into Supplier Contracts
50
Cascading Standards through the Supply Chain
50

Recruitment

The company's approach to reducing exploitation by recruitment agencies and eliminating workers' payment of fees for their jobs.

OVERALL 8
Recruitment Approach
25
Recruitment Fees
0
Recruitment Audits
0

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.

OVERALL 50
INDICATORS
Communication of Policies
100
Worker Voice
100
Worker Empowerment
0
Grievance Mechanism
0

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.

OVERALL 70
Auditing Process
100
Audit Disclosure
40

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.

OVERALL 75
Corrective Action Plans
100
Remedy Programs
50

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