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: Apple discloses the cumulative amount which has been reimbursed to workers since 2008 (US$30.9 million), as well as the process by which it calculates reimbursement amounts. The amounts are determined based on the fees identified through worker interviews and verification with labor agencies or suppliers. The company also outlines the repayment process with its suppliers: the supplier is notified of the violation; the supplier signs probation and repayment terms; the supplier submits a repayment plan to Apple for approval; the supplier makes the repayment to the worker; and a third-party auditor verifies the payment at the supplier site.
Responsible Recruitment: Applied Materials discloses a project focused on assessing forced labor risks in the supply chains of three Asiabased suppliers. It reports that this includes evaluating suppliers’ processes for hiring migrant workers, mapping the journeys of workers and associated recruiting processes, and developing corrective action plans to address the gaps identified.
Rights of Workers in Vulnerable Conditions: HP reports that it worked with a supplier to improve working hours and give longer lead times. As part of these efforts, training was delivered to 450 migrant workers on their rights, and the supplier transitioned temporary workers to be hired directly in order to avoid discrimination and unfair treatment.
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: Apple discloses the cumulative amount which has been reimbursed to workers since 2008 (US$30.9 million), as well as the process by which it calculates reimbursement amounts. The amounts are determined based on the fees identified through worker interviews and verification with labor agencies or suppliers. The company also outlines the repayment process with its suppliers: the supplier is notified of the violation; the supplier signs probation and repayment terms; the supplier submits a repayment plan to Apple for approval; the supplier makes the repayment to the worker; and a third-party auditor verifies the payment at the supplier site.
Responsible Recruitment: Applied Materials discloses a project focused on assessing forced labor risks in the supply chains of three Asiabased suppliers. It reports that this includes evaluating suppliers’ processes for hiring migrant workers, mapping the journeys of workers and associated recruiting processes, and developing corrective action plans to address the gaps identified.
Rights of Workers in Vulnerable Conditions: HP reports that it worked with a supplier to improve working hours and give longer lead times. As part of these efforts, training was delivered to 450 migrant workers on their rights, and the supplier transitioned temporary workers to be hired directly in order to avoid discrimination and unfair treatment.
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: Apple discloses the cumulative amount which has been reimbursed to workers since 2008 (US$30.9 million), as well as the process by which it calculates reimbursement amounts. The amounts are determined based on the fees identified through worker interviews and verification with labor agencies or suppliers. The company also outlines the repayment process with its suppliers: the supplier is notified of the violation; the supplier signs probation and repayment terms; the supplier submits a repayment plan to Apple for approval; the supplier makes the repayment to the worker; and a third-party auditor verifies the payment at the supplier site.
Responsible Recruitment: Applied Materials discloses a project focused on assessing forced labor risks in the supply chains of three Asiabased suppliers. It reports that this includes evaluating suppliers’ processes for hiring migrant workers, mapping the journeys of workers and associated recruiting processes, and developing corrective action plans to address the gaps identified.
Rights of Workers in Vulnerable Conditions: HP reports that it worked with a supplier to improve working hours and give longer lead times. As part of these efforts, training was delivered to 450 migrant workers on their rights, and the supplier transitioned temporary workers to be hired directly in order to avoid discrimination and unfair treatment.