Findings by Theme
Overall Score: 30
The 2020 benchmark assesses 49 of the largest ICT companies across the benchmark's seven themes, which were developed to capture the key areas where companies need to take action to eradicate forced labor from their supply chains: commitment; traceability and risk assessment; purchasing practices; recruitment; worker voice; monitoring; and remedy. There are a total of 21 indicators across the seven themes. For each theme a company can score a total of 100 points.
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Summary of Results
This theme measures a company’s approach to reducing the risk of exploitation of the workers in its supply chains by recruitment and employment agencies, eliminating workers’ payment of fees during recruitment processes throughout its supply chains, and protecting the rights of workers in v...
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SEE METHODOLOGY
Indicator Sectors
Recruitment Approach
The company has a policy that requires direct employment in its supply chain, and requires employment and recruitment agencies in its supply chain to uphold workers' fundamental rights and freedom...
Read MoreRecruitment Fees
The company requires that no worker in its supply chains should pay for a job—the costs of recruitment (i.e., recruitment fees and related costs) should be borne not by the worker but by the emp...
Read MoreMonitoring and Responsible Recruitment
The company takes steps to ensure the employment and/or recruitment agencies used in its supply chains are monitored to assess and address risks of forced labor and human trafficking. Further, it ...
Read MoreRights of Workers in Vulnerable Conditions
To avoid the exploitation of migrant workers and other workers in vulnerable conditions in its supply chains, the company takes steps to ensure these workers understand the terms and conditions of...
Read More
NOTABLE EXAMPLE
Recruitment Fees
Lululemon discloses that it has been working with its suppliers in Taiwan to implement its no-worker-paid fee programs. It states that, as of the end of 2019, 18 of its 19 suppliers had enacted the program, and that as a result, “2,700 workers benefitted from the eradication of recruitment fees.” The company reports that it supported supplier capacity building to manage responsible recruitment risks and conducted assessments of recruitment agencies used by its suppliers (both in Taiwan and overseas). The company reports that it created a full-time role in Taiwan to support progress on these programs. It disclosed that the same program is being rolled out to suppliers in Malaysia, Korea, Thailand, and Japan.
Responsible Recruitment
Adidas reports that it is working with more than 20 recruitment agencies across Taiwan, Thailand, Philippines, and Vietnam as part of its work on recruitment fees. The company also disclosed that it has a two-year partnership with the International Organization for Migration, which it states involves specialized training for recruitment agencies in sending countries and its business partners in receiving countries. Adidas discloses that through this partnership, it is also increasing engagement with its second-tier suppliers that employ migrant workers.
Overall Score: 28
The 2020 benchmark assesses 43 of the largest food and beverage companies across the benchmark's seven themes, which were developed to capture the key areas where companies need to take action to eradicate forced labor from their supply chains: commitment; traceability and risk assessment; purchasing practices; recruitment; worker voice; monitoring; and remedy. There are a total of 21 indicators across the seven themes. For each theme a company can score a total of 100 points.
SEE SCORES & RANKINGSSummary of Results
This theme measures a company’s approach to reducing the risk of exploitation of the workers in its supply chains by recruitment and employment agencies, eliminating workers’ payment of fees during recruitment processes throughout its supply chains, and protecting the rights of workers in v...
READ FULL RESULTS
SEE METHODOLOGY
Indicator Sectors
Recruitment Approach
The company has a policy that requires direct employment in its supply chain, and requires employment and recruitment agencies in its supply chain to uphold workers' fundamental rights and freedom...
Read MoreRecruitment Fees
The company requires that no worker in its supply chains should pay for a job—the costs of recruitment (i.e., recruitment fees and related costs) should be borne not by the worker but by the emp...
Read MoreMonitoring and Responsible Recruitment
The company takes steps to ensure the employment and/or recruitment agencies used in its supply chains are monitored to assess and address risks of forced labor and human trafficking. Further, it ...
Read MoreRights of Workers in Vulnerable Conditions
To avoid the exploitation of migrant workers and other workers in vulnerable conditions in its supply chains, the company takes steps to ensure these workers understand the terms and conditions of...
Read MoreNOTABLE EXAMPLE
Recruitment Fees
Lululemon discloses that it has been working with its suppliers in Taiwan to implement its no-worker-paid fee programs. It states that, as of the end of 2019, 18 of its 19 suppliers had enacted the program, and that as a result, “2,700 workers benefitted from the eradication of recruitment fees.” The company reports that it supported supplier capacity building to manage responsible recruitment risks and conducted assessments of recruitment agencies used by its suppliers (both in Taiwan and overseas). The company reports that it created a full-time role in Taiwan to support progress on these programs. It disclosed that the same program is being rolled out to suppliers in Malaysia, Korea, Thailand, and Japan.
Responsible Recruitment
Adidas reports that it is working with more than 20 recruitment agencies across Taiwan, Thailand, Philippines, and Vietnam as part of its work on recruitment fees. The company also disclosed that it has a two-year partnership with the International Organization for Migration, which it states involves specialized training for recruitment agencies in sending countries and its business partners in receiving countries. Adidas discloses that through this partnership, it is also increasing engagement with its second-tier suppliers that employ migrant workers.
Overall Score: 41
The 2021 benchmark assesses 37 of the largest apparel and footwear companies across the benchmark's seven themes, which were developed to capture the key areas where companies need to take action to eradicate forced labor from their supply chains: commitment; traceability and risk assessment; purchasing practices; recruitment; worker voice; monitoring; and remedy. There are a total of 21 indicators across the seven themes. For each theme a company can score a total of 100 points.
SEE SCORES & RANKINGSSummary of Results
This theme measures a company’s approach to reducing the risk of exploitation of the workers in its supply chains by recruitment and employment agencies, eliminating workers’ payment of fees during recruitment processes throughout its supply chains, and protecting the rights of workers in v...
READ FULL RESULTS
SEE METHODOLOGY
Indicator Sectors
Recruitment Approach
The company has a policy that requires direct employment in its supply chain, and requires employment and recruitment agencies in its supply chain to uphold workers' fundamental rights and freedom...
Read MoreRecruitment Fees
The company requires that no worker in its supply chains should pay for a job—the costs of recruitment (i.e., recruitment fees and related costs) should be borne not by the worker but by the emp...
Read MoreMonitoring and Responsible Recruitment
The company takes steps to ensure the employment and/or recruitment agencies used in its supply chains are monitored to assess and address risks of forced labor and human trafficking. Further, it ...
Read MoreRights of Workers in Vulnerable Conditions
To avoid the exploitation of migrant workers and other workers in vulnerable conditions in its supply chains, the company takes steps to ensure these workers understand the terms and conditions of...
Read MoreNOTABLE EXAMPLE
Recruitment Fees
Lululemon discloses that it has been working with its suppliers in Taiwan to implement its no-worker-paid fee programs. It states that, as of the end of 2019, 18 of its 19 suppliers had enacted the program, and that as a result, “2,700 workers benefitted from the eradication of recruitment fees.” The company reports that it supported supplier capacity building to manage responsible recruitment risks and conducted assessments of recruitment agencies used by its suppliers (both in Taiwan and overseas). The company reports that it created a full-time role in Taiwan to support progress on these programs. It disclosed that the same program is being rolled out to suppliers in Malaysia, Korea, Thailand, and Japan.
Responsible Recruitment
Adidas reports that it is working with more than 20 recruitment agencies across Taiwan, Thailand, Philippines, and Vietnam as part of its work on recruitment fees. The company also disclosed that it has a two-year partnership with the International Organization for Migration, which it states involves specialized training for recruitment agencies in sending countries and its business partners in receiving countries. Adidas discloses that through this partnership, it is also increasing engagement with its second-tier suppliers that employ migrant workers.