Skip to content
logo
  • The Benchmarks
    • 2022 Benchmark
    • Key Findings
    • Benchmark Methodology
    • Information for Companies
  • Resources
    • For Companies
    • For Investors
  • About Us
  • The Issue
  • Views
Company Search
SIGN UP    
SIGN UP    

See Our Full Company List

Findings by Theme

  • 2020 Information &
    Communication Technology
  • 2020 Food & Beverage
  • 2020 Apparel & Footwear



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


Recruitment





Theme Score 27 Out of 100

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...

READ FULL RESULTS   SEE METHODOLOGY





Indicator Sectors


7 Out of 100

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 More


58 Out of 100

Recruitment 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 More


17 Out of 100

Monitoring 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 More


27 Out of 100

Rights 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 & RANKINGS


Recruitment





Theme Score 21 Out of 100

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...

READ FULL RESULTS   SEE METHODOLOGY





Indicator Sectors


9 Out of 100

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 More


30 Out of 100

Recruitment 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 More


23 Out of 100

Monitoring 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 More


22 Out of 100

Rights 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: 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 & RANKINGS


Recruitment





Theme Score 30 Out of 100

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...

READ FULL RESULTS   SEE METHODOLOGY





Indicator Sectors


18 Out of 100

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 More


44 Out of 100

Recruitment 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 More


29 Out of 100

Monitoring 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 More


28 Out of 100

Rights 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.








COMPANY
  • About Us
  • The Issue
  • Views
  • Press
  • Using Our Data
  • Translations
BENCHMARK
  • 2022 Benchmark
  • Methodology
  • Company Engagement
  • Benchmark Reports
RESOURCES
  • For Companies
  • For Investors

Keep Updated. Get the latest on our newsletters. SIGN UP

Newsletter Archive

info@knowthechain.org

   


©2022 KnowTheChain

  • FAQS
  • Privacy, Legal and Other Policies
  • FAQS
  • Privacy, Legal and Other Policies

©2022 KnowTheChain