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.
SEE SCORES & RANKINGS
Summary of Results
This theme measures the extent to which a company engages with workers in its supply chains on labor rights, enables freedom of association and collective bargaining for its supply chain workers, and takes steps to ensure access to effective and trusted grievance mechanisms.
...
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Indicator Sectors
Worker Engagement
The company takes steps to ensure that its forced labor and human trafficking policies are communicated to workers in its supply chains. The company further works with relevant stakeholders to eng...
Read MoreFreedom of Association
To support collective worker empowerment, the company works with local or global trade unions to support freedom of association in its supply chains. It enters into a global framework agreement th...
Read MoreGrievance Mechanism
The company takes steps to ensure a formal mechanism to report a grievance to an impartial entity regarding labor conditions in the company's supply chains is available to its suppliers' workers a...
Read More
NOTABLE EXAMPLE
H&M is part of a Global Framework Agreement focusing on freedom of association and collective bargaining; it includes expectations for its direct suppliers and subcontractors. As part of the agreement, the company has set up national monitoring committees in six countries, which oversee implementation of the agreement. It stated that the committees cover more than 750,000 workers who can raise issues via the committees. It also disclosed some information on the types of issues resolved.
Puma disclosed social KPIs at its core suppliers (59 suppliers, representing 82% of volume), which included the percentage of workers covered by collective bargaining agreements per region (as well as the percentage of workers covered by social insurance and the percentage of permanent workers and wages paid above the local minimum wage). The data is broken down by sourcing country and year-on-year data points are provided over a three-year period. The data showed that the percentage of workers covered by collective bargaining agreements increased from 22% in 2017 to 25% in 2019 (however, this decreased from 27% in 2018).
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 the extent to which a company engages with workers in its supply chains on labor rights, enables freedom of association and collective bargaining for its supply chain workers, and takes steps to ensure access to effective and trusted grievance mechanisms.
...
READ FULL RESULTS SEE METHODOLOGY
Indicator Sectors
Worker Engagement
The company takes steps to ensure that its forced labor and human trafficking policies are communicated to workers in its supply chains. The company further works with relevant stakeholders to eng...
Read MoreFreedom of Association
To support collective worker empowerment, the company works with local or global trade unions to support freedom of association in its supply chains. It enters into a global framework agreement th...
Read MoreGrievance Mechanism
The company takes steps to ensure a formal mechanism to report a grievance to an impartial entity regarding labor conditions in the company's supply chains is available to its suppliers' workers a...
Read MoreNOTABLE EXAMPLE
H&M is part of a Global Framework Agreement focusing on freedom of association and collective bargaining; it includes expectations for its direct suppliers and subcontractors. As part of the agreement, the company has set up national monitoring committees in six countries, which oversee implementation of the agreement. It stated that the committees cover more than 750,000 workers who can raise issues via the committees. It also disclosed some information on the types of issues resolved.
Puma disclosed social KPIs at its core suppliers (59 suppliers, representing 82% of volume), which included the percentage of workers covered by collective bargaining agreements per region (as well as the percentage of workers covered by social insurance and the percentage of permanent workers and wages paid above the local minimum wage). The data is broken down by sourcing country and year-on-year data points are provided over a three-year period. The data showed that the percentage of workers covered by collective bargaining agreements increased from 22% in 2017 to 25% in 2019 (however, this decreased from 27% in 2018).
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 the extent to which a company engages with workers in its supply chains on labor rights, enables freedom of association and collective bargaining for its supply chain workers, and takes steps to ensure access to effective and trusted grievance mechanisms.
...
READ FULL RESULTS SEE METHODOLOGY
Indicator Sectors
Worker Engagement
The company takes steps to ensure that its forced labor and human trafficking policies are communicated to workers in its supply chains. The company further works with relevant stakeholders to eng...
Read MoreFreedom of Association
To support collective worker empowerment, the company works with local or global trade unions to support freedom of association in its supply chains. It enters into a global framework agreement th...
Read MoreGrievance Mechanism
The company takes steps to ensure a formal mechanism to report a grievance to an impartial entity regarding labor conditions in the company's supply chains is available to its suppliers' workers a...
Read MoreNOTABLE EXAMPLE
H&M is part of a Global Framework Agreement focusing on freedom of association and collective bargaining; it includes expectations for its direct suppliers and subcontractors. As part of the agreement, the company has set up national monitoring committees in six countries, which oversee implementation of the agreement. It stated that the committees cover more than 750,000 workers who can raise issues via the committees. It also disclosed some information on the types of issues resolved.
Puma disclosed social KPIs at its core suppliers (59 suppliers, representing 82% of volume), which included the percentage of workers covered by collective bargaining agreements per region (as well as the percentage of workers covered by social insurance and the percentage of permanent workers and wages paid above the local minimum wage). The data is broken down by sourcing country and year-on-year data points are provided over a three-year period. The data showed that the percentage of workers covered by collective bargaining agreements increased from 22% in 2017 to 25% in 2019 (however, this decreased from 27% in 2018).