Myanmar delegation to India to learn about addressing sexual harassment

date: 10/09/2018

Fair Wear Foundation organised a study visit for stakeholders from Myanmar to engage with representatives in India on ways to address violence and harassment in the workplace. The goal of the trip was to introduce relevant stakeholders from Myanmar on India’s legislative framework and its application in garment factories.

In 2013 India passed legislation to prevent and address the sexual harassment of women in the workplace. Legislation includes practical measures like the obligation to deliver training on sexual harassment and the requirement that companies with more than 10 employees—including garment factories—establish an Internal Complaints Committee.

The visitors attended several insightful meetings with FWF partner organisations SAVE and Cividep, trade unions, and government officials. They took time to visit a factory where the FWF Workplace Education Programme (WEP) has been implemented. At the factory, the group gained a deeper understanding of harassment and how the Internal Complaints Committee can help protect the rights of garment workers.

Harassment-free workplaces
Participants included representatives of Parliament, International Labour Organization (ILO), Confederation of Trade Unions in Myanmar, Myanmar Garment Manufacturers Association (MGMA), Gender Equality Network, Labour Rights Defender and Promoter (LRDP) and CARE Myanmar.

This trip represented one of the first times that representatives from government, the private sector, unions and NGOs gathered together to engage seriously on the issue of gender-based violence. It resulted in a strong commitment to work together to develop policies which will contribute towards harassment-free workplaces.

 

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Mammut and ODLO celebrate 10-year anniversary at FWF

date: 18/09/2018

FWF brands Mammut and ODLO are celebrating their 10 year membership at Fair Wear Foundation. Both companies adopted the FWF Code of Labour Practices early on in 2008. They had the same goal: to improve workplace conditions in the garment industry.

As one of the first FWF outdoor companies, Mammut was and still is dedicated to applying stringent standards for fair working conditions. ‘For Mammut, it is a top strategic goal to ensure that our products are manufactured in an environmentally and socially sound manner’, said Peter Hollenstein, Corporate Responsibility Manager of Mammut Sports Group AG.  ‘FWF unites committed brands under a single roof. This is essential for Mammut to cooperate with other brands and combine strengths for improving workplace conditions in global supply chains.’

Julia Krämer, ODLO’s Sustainability Manager, commented: ‘Social and environmental responsibility has been at the heart of Odlo since the company was founded over 70 years ago and we are proud of our achievements towards a more sustainable future together with our partners. FWF membership especially helps us to improve our processes and the labour conditions thanks to exchange and a great deal of teamwork with FWF and other member brands like Mammut.’

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New vacancy: Personnel and Salary Administrator

date: 12/08/2018

We’re searching for a Personnel and Salary Administrator to join our Support Team.

We’re looking for someone who will be responsible for personnel and salary administration, in addition to some bookkeeping and office management tasks, and supporting other teams in the office. If you have at least 3 years relevant professional experience in personnel administration, a profound knowledge of AFAS and good communication skills in English and Dutch (German is also a plus), then we’d like to hear from you!

To apply for this role, please  send your CV with cover letter to vacancy@fairwear.org no later than 2 September 2018.

View the full job description in Dutch here.

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Combined call to Bangladeshi government for wage increase

date: 09/08/2018

Fair Wear Foundation and the Dutch Agreement on Sustainable Garments and Textile wrote a combined letter to Prime Minister Sheikh Hasina of Bangladesh. In the letter, the two organisations urged the government of Bangladesh to show leadership and ensure a fair and negotiated increase of the minimum wage for the garment industry and take the collective demand of workers and unions into account.

‘Together, our business members buy hundreds of millions of dollars of products from Bangladesh,’ the letter read, ‘and many of our members have contributed significantly to the successful growth of the textile industry in your country. For Bangladesh to continue having a successful textile industry, the lives of the workers will have to improve.’  As the current minimum wage in the garment sector is BDT 5,300 (EUR 60 per month), Bangladeshi workers have one of the lowest minimum wages in the world.

Large voice
For wages to increase, the letter detailed that workers and their representatives need to be allowed to campaign for higher minimum wages without consequences. They also need their collective demands on minimum wages to be heard. In FWF’s Code of Labour Practices, the freedom of association and the right to collective bargaining is one of the eight codes member brands commit to as FWF members.

Bangladesh is one of the largest producing countries for the world’s clothing and shoes. It is also a country struggling to meet a living wage for its millions of garment factory workers. FWF believes that member brands producing in Bangladesh can have a large voice in demanding increased wages for the workers who make their clothes.

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Research on gender-based violence against garment workers in Vietnam

date: 11/07/2018

This year, FWF will be carrying out participatory research in Vietnam with a focus on identifying factors that lead to gender-based violence in garment factories. Research will be in partnership with CARE International.

The project titled ‘I am a garment worker: Survey on women’s safety and well-being in the garment sector’ began in April 2018 with a training in Hanoi, Vietnam led by FWF research consultant, Dr. Jane Pillinger. For two days, twenty participants from FWF and other NGOs learned about gender-based violence in garment factories, along with a skills training on participatory research.

The skills training allowed participants to offer feedback on what to include in the research design and in the data collection process. Stay tuned for the results of this participatory research and identified factors contributing to gender-based violence of female workers.

A large majority of women in the garment industry have faced some type of harassment or gender-based violence. Preventing gender-based violence is a primary focus of our work toward safe and healthy working conditions. For more about our efforts to reduce gender based violence, see our gender portal.

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New Vacancy: Senior Policy Coordinator

date: 06/07/2018

Fair Wear Foundation (FWF) is looking for a Senior Policy Coordinator to operationalise the FWF Code of Labour Practices among member companies.

This requires coordination with other staff members to ensure FWF’s verification systems effectively generate the results FWF seeks from members. Policy development spearheads new policies and revisions, taking into account developments within the organisation and its membership, and beyond.

Responsibilities include:

  • Coordinate the organisation’s policy work and the collection of policies, guidance and indicators that guide FWF member practices
  • Draft and revise internal policy documents (e.g. FWF’s member guide, risk policies, transparency and competition law policies)
  • Contribute to FWF’s next strategic steps, e.g. redesign of FWF’s complaints and audit systems – or other policy improvements required to respond to changes in the industrial or political environment
  • Monitor FWF policies, recommendations and guidance – from guidance documents to the Brand Performance Indicators—with an eye to cohesion and effectiveness
  • Coordinate with internal and external experts
  • Remain aware of the political, social and economic developments which impact FWF’s policies
  • Liaise with FWF members, the ‘member learning’ team, and external relations team regarding stakeholder input to FWF policies, and communicating with all stakeholders about FWF policies
  • Seek legal counsel, as needed, to address outstanding policy questions, e.g. competition law implications of FWF audit reports and brand collaboration
  • Supervise external consultants when necessary.

See the full job description here.

If you have at least 10 years of relevant work experience, we’d like to hear from you! Please send your C.V. and motivational letter to vacancy@fairwear.org, for the attention of Alexander Kohnstamm, Executive Director, before 19 August 2018.

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World Day Against Child Labour: Stories from Myanmar

date: 12/06/2018

On this #WorldDayAgainstChildLabour, we share stories of child workers in garment factories.

Child labour is a global problem. An estimated 218 million children around the world (aged 5-17) work, 70% of whom are considered victims of child labour. Life in a garment factory is difficult, but particularly so for children. Like other garment workers, they face long working days; 60-70 hours per week is standard. The work is physically demanding and also mentally harmful. The following stories are taken from taken from an upcoming FWF report on child labour in Myanmar. Please note that all names have been changed for privacy reasons.

Sadiya: Forced to work after her father’s injury

Poverty is one of the main factors that push children into work. Sadiya started working after her father broke both his arms in a work-related accident. Due to the financial strain on the family, she was forced to quit school, and found a job in a garment factory.

The job was difficult. She explains, ‘In times of high demand, the workers have to work all night’ with a one-hour break for a nap on the concrete floor at dawn, after which they continued to work the whole next day. The family’s financial situation left her feeling that she was unable to miss work, even when she was ill or exhausted.

After Sadiya and other child labourers were discovered, FWF, the member brand, and local NGOs, put a remediation plan in action to offer support, compensation, and the opportunity to return to school or pursue vocational training.

Kyi: Forced to work after her family lost their home

When severe flooding and river bank erosion claimed one family’s property, Kyi reflected on how they were forced to move to a house in a squatter area. ‘My family sold everything we owned, including a flock of ducks that we bred, and moved to [this village]. We had no more farmland or other property, but debts. That’s why my brother and I had to search for a job.’ A few days after the move, Kyi found work at a local garment factory. She was only thirteen.

After FWF representatives met her, with the support of FWF and the member brand sourcing from the factory, she was removed from the factory, given compensation and the opportunity to take a tailoring course at a local training centre. Kyi shared that she hopes to further her skills in the future and set up her own tailoring business after she turns sixteen.

 

Maya: Working without rest for 10 hours per day

Maya comes from a poor fishing community in Bago Region, Myanmar. She quit school at the age of 12 when her parents could no longer afford to pay her school fees. She then went to work in a factory in Yangon.

Maya says that she initially felt very out of place at the factory and was so afraid that she did not dare speak or look at the other workers. She was assigned to feed shirt buttons into tiny holes in fabric, a task that required her to stand without rest for 10 hours each day. ‘My fingertips became swollen and painful, but I had to work standing constantly without even having a few minutes to sit and rest. My legs are also becoming stiff and painful.’

When FWF found out that Maya was working in the factory, FWF and the member brand sourcing from the factory arranged for her to stop working and for her to receive monthly compensation until  her 16th birthday, including a guarantee to rehire her if she should wish to return when she reached the legal age for working.

 

What happens when child labour is discovered?

When a child labourer is found in a factory, FWF takes the necessary action to investigate, including a home visit to ascertain whether the child wants to go back to school or pursue some form of vocational training. Child labourers are denied their dignity and their childhood, but also their potential to dream. FWF, and its member brands, are committed to protecting the rights of children and addressing child labour in garment factories.

To better understand the experiences of child labourers, FWF will be issuing a report based on the experiences of children identified at garment factories in Myanmar in the coming weeks.

Take a look at our work in Myanmar and our Code of Labour Practices which includes no exploitation of child labour.

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FWF researches impact of recent minimum wage rise in Myanmar

date: 07/06/2018

FWF has started a research project on living wages in Myanmar. In March, the legal minimum wage in Myanmar increased from Kyat 3,600 to 4,800 per day. FWF and Mondiaal FNV want to determine the impact of this increase on workers and businesses.

Increased minimum wage, who pays?
FWF argues that the responsibility is with buyers to meet the additional cost following the recent statutory minimum wage increase, particularly when the very limited impact on retail prices is considered. Here’s the logic:

As the National Minimum Wage increases, the labour minute cost of manufacturers goes up accordingly. Isolating the labour component in the labour minute cost should enable manufacturers to identify the new overall minute price which they quote to buyers. This new labour minute price would then be multiplied by the given standard allowed minutes on any garment style, taking efficiency into account, to arrive at the manufacturing cost of the garment.

Research mission in Myanmar
FWF’s country manager Koen Oosterom undertook a research mission to Myanmar in May. Joining him were two FWF experts, Mr. Doug Miller and Mr. Klaus Hohenegger, both of whom have been working with FWF on living wages for several years.

The team visited and held discussions with the management of three factories. The aim was to collect information on the cost breakdown and increase in labour minute costs caused by the minimum wage rise, and following that, the increase in CMT/FOB prices of garment items produced in Myanmar.

Stakeholders and suppliers
During the visit the team also conducted consultations with relevant stakeholders, including ILO, MGMA and CARE. A training for unions and labour NGOs on labour minute costing was arranged together with FNV and Apheda. Participants were very interested, especially as this was the first time they learned about this topic.

Finally, FWF held a combined stakeholders/supplier seminar in Myanmar. Participants included representatives from relevant stakeholders, factories and brands. The focus of the seminar was on social dialogue, gender-based violence and wages. Mr. Wouter Jurgens, Ambassador of the Kingdom of the Netherlands, opened the seminar.

Initial reactions in Myanmar
Myanmar’s minimum wage remains the lowest in Southeast Asia. Opposition to the new minimum wage has come from both employers and workers. Workers do not believe it is enough to sustain themselves and their families. Employers warn that it could cause small- and medium-sized industries, which comprise the bulk of businesses in Myanmar, to close.

Results from this research are expected in later this year. In the meantime, find out more about FWF’s work in Myanmar here.

This research project is conducted as one of the activities under the Strategic Partnership for Supply Chain Transformation, a five-year effort led by Fair Wear Foundation, Dutch trade unions Mondiaal FNV and CNV Internationaal and the Dutch Ministry of Foreign Affairs.

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Child Labourers and the International Day of Innocent Children Victims of Aggression

date: 04/06/2018
International Day of Innocent Children Victims of Aggression

Today, 4 June, marks the International Day of Innocent Children Victims of Aggression. No child should be forced to work, yet child labour is all too prevalent in the garment industry. This situation is often exacerbated by war and conflict.

The Syrian war has had a significant impact on children with many ending up in neighbouring Turkey. Of the 3.5 million Syrian refugees registered in Turkey, around 1.1 million are school-aged children. Child victims of war are often forced to work to support their families. Despite efforts of the Turkish government and the international community in providing substantial aid, stakeholders in Turkey have reported a sharp increase in child labour since the arrival of Syrian refugees.

One of Fair Wear Foundation’s labour standards is no exploitation of child labour. When child labour is found in a garment factory from which a FWF member brand sources, FWF together with the brand takes the steps needed to assist child labourers. It is important that the brands continue to work with the factory and not pull their business away. This reaction could have disastrous effects on the factory and the children. Together, the brand and FWF ensure that the child returns to school and that the family receives financial compensation for lost wages.

Additionally, FWF works with its Turkish stakeholders to address issues faced by Syrian refugee workers in the garment industry. FWF informs its brands and suppliers on specific risks and offers guidance by holding webinars and roundtables to further their understanding on procedures such as accessing work permits. FWF also provides a local complaints helpline in Arabic for workers with concerns and those wishing to report violations.

For more information, see FWF’s Guidance for Members: Risks related to Turkish garment factories employing Syrian refugees and the FWF child labour policy. Stay tuned for an upcoming detailed report about the labour situation of Syrian refugees in Turkey.

 

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ILO CONFERENCE 2018: FWF SUBMITS PAPER ON TACKLING HARASSMENT

date: 01/06/2018

The first week of the ILO’s 107th International Labour Conference has almost come to an end. For this year’s edition, FWF has submitted a publication on violence and harassment.

This year’s International Labour Conference has a specific focus on violence and harassment against women and men in the world of work. In Geneva, international organisations, trade unions, and other labour representatives are calling for a global standard to end violence and sexual harassment in the workplace.

Tackling violence and harassment
FWF submitted a publication to the ILO titled Violence and harassment against women and men in the global garment supply chain. According to FWF’s survey of 658 women in 35 Indian and Bangladeshi factories, 75 per cent said that regular verbal abuse occurred in their factory, most of which was sexually explicit. The submission focuses on the benefits of tackling violence and harassment, particularly for businesses and proposes seven measures that companies can take to eliminate it in their supply chains.

FWF has a bold commitment to work with all relevant stakeholders to end violence against women and men in the garment sector and has implemented innovative violence-prevention programmes in garment-producing countries around the world. Preventing violence and harassment in the world of work is one of the main goals of Strategic Partnership of FWF together with the Dutch Ministry of Foreign Affairs and trade unions CNV and FNV.

Producing results
The ILO conference commenced this week with ILO Director-General, Guy Ryder calling on all the delegates of #ILC2018 to ‘join in making sure that we produce results which really make a difference and open the way for guarantees of workplaces entirely free of violence and harassment.’ The conference will continue until 8 June.

To learn more about the Committee on violence and harassment in the world of work see this video from the ILO: https://www.youtube.com/watch?v=KLfyZ6IIv-8

 

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