New FWF Director Alexander Kohnstamm—Welcome!

date: 08/02/2018

FWF is very pleased to announce the name of its new executive director, Alexander Kohnstamm. Alexander has a lot experience working at NGOs and international businesses.

His most recent job was director of external affairs at PharmAccess Foundation, an organisation dedicated to connecting more people in Sub-Saharan Africa to better healthcare. Before that, he was the executive director of Partos—the Dutch platform for development organisations.

However, Alexander’s career did not start in the development sector: he first worked as a marketing manager at Sony Europe and the Mitsubishi Group. This experience will be beneficial when interacting with FWF members: European garment brands.

Common ground
The FWF team looks forward to working with Alexander. ‘I’m sure he will be an excellent representative of FWF,’ says Chair of the FWF Board, Anita Normark. ‘We chose Alexander because he is smart, engaged and enthusiastic. He has supply-chain experience, speaks fluent English and German, and is used to working with a wide range of stakeholders.’

Alexander is eager to start his new position. ‘In my experience, development goals can only be reached if key stakeholders find common ground and collaborate despite their inherent differences. Specifically, we need to work together on private solutions for social issues. I believe the members, stakeholders and professionals involved in FWF have uniquely positioned the foundation to lead the industry in improving supply chains.’

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Consultant needed for midterm evaluation: Strategic Partnership for Garment Supply Chain Transformation

date: 02/02/2018

 

Since 2016, Fair Wear Foundation (FWF) is the lead partner in the five-year ‘Strategic Partnership’ (SP) for Supply Chain Transformation; a partnership together with Dutch trade unions CNV Internationaal and Mondiaal FNV, as well as the Dutch Ministry of Foreign Affairs. It is part of the ‘Dialogue and Dissent’ 2016-2020 framework of the Ministry and aims to improve corporate and government policies regarding human rights compliance in apparel supply chains in eight countries: Bangladesh, Cambodia, Ethiopia, India, Indonesia, Myanmar, Vietnam, and Pakistan.

The Partnership has now reached its half-way mark and requires a Mid Term Evaluation to take place that will assess the achievements thus far, and the contribution that the Partnership has made to reaching those achievements. The mid-term evaluation will aim to determine intermediate outcomes concerning to what extent the Strategic Partnership is contributing to achieving an enabling environment that allows social partners to cooperate, learn and improve. For this purpose, the Partnership is looking for engaging consultant(s) to implement the evaluation as per these Terms of Reference (click to download).

The Strategic Partnership would like to invite interested lead evaluators to submit a proposal in the form of an outline of the work plan (suggested approach and methodology) of approximately 2000 words, covering the entire Terms of Reference. This proposal must be sent by email no later than 28 February 2018 to:

Fair Wear Foundation – Evaluation Task Manager
Ms. Liana Hoornweg
hoornweg@fairwear.org 

Two evaluation teams with the highest scoring proposals will be invited for an interview. Applicants
will receive a response in the week of 5 March 2018.For any further inquiries about the Terms of Reference or the assignment, please contact the MEL
support officer, Daniëlle de Winter, danielle@dbmresearch.com before 23rd of February.

 

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FWF is hiring a Monitoring and Evaluation Officer!

date: 24/01/2018

FWF is hiring a Monitoring and Evaluation Officer (32-36 hours/week) for its Impact Team. The Monitoring and Evaluation Officer will be responsible for setting up and managing monitoring and evaluation (M&E) systems for a variety of projects and programmes run by FWF and partner organisations.

If you are interested, please send your CV with cover letter to vacancy@fairwear.org no later than 12 February 2018.

Click here to read the full vacancy posting.

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Vietnamese supplier seminar on grievance mechanisms

date: 16/01/2018

In December, 63 Vietnamese factory managers and agents gathered in Ho Chi Minh City for what proved to be a successful FWF supplier seminar.

This seminar focused on grievance systems. FWF explained its complaints mechanism by presenting several complaints cases employees had filed. Two suppliers also presented their own internal grievance mechanisms.

Following the presentations, the participants discussed concrete ideas, tools and methods for implementing effective grievance mechanisms in their factories. They also talked about different channels for workers to express complaints and various ways to give feedback to workers.

The seminar took place within the framework of the Strategic Partnership for Garment Supply Chain Transformation.

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Welcome, new member brands!

date: 09/01/2018

We are happy to welcome Neue Masche and ThClothes to Fair Wear Foundation.

The German brand Neue Masche aims to create more transparency in its supply chain through FWF membership. They also joined FWF to gain access to FWF supplier and member training sessions. Neue Masche staff are looking forward to ‘networking with FWF members to share best practices and exchange ideas on how to improve transparency and working conditions’.

ThClothes is a promotional clothing brand from Portugal. The brand calls FWF membership a ‘necessary and obvious step’ in its commitment to improving working conditions. ‘In the promotional market, Fair Wear is a well-known name. It’s therefore essential to become a member.’

The first Brand Performance Checks for ThClothes and Neue Masche will occur after one year of membership, and will be published on the companies’ brand pages.

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New Best Practice video: the benefits of cooperation

date: 22/12/2017

We have put a new FWF Best Practice video online! In this video three FWF outdoor brands -competitors in retail- show how they effectively worked together in Myanmar.

When Salewa, Jack Wolfskin and Vaude started the project, FWF was not active in Myanmar yet, but that didn’t stop the brands from rolling up their sleeves. FWF’s Annual Conference was the perfect breeding ground for discussing the how and what of a joint project in Myanmar.

The brands established a training programme with local organisation SMART Myanmar. They used FWF training material and the complaints helpline structure.  Management and workers in three different factories were trained on grievance mechanisms and on how workers can proactively communicate with management.This video shows how collaboration among brands that are usually competitors, is possible and it works. Watch all FWF’s video’s on our YouTube channel.


 

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FWF members sign Indonesian FoA protocol

date: 21/12/2017

On Friday, FWF members Haglöfs, Kjus and SuitSupply signed the FoA Protocol in Jakarta. The protocol is a groundbreaking agreement between clothing brands, factories and trade unions to strengthen workers’ rights in Indonesia.

The FoA Protocol is quite a pragmatic guideline for how factories and trade unions can effectively work together on better labour conditions. The signatory brands have committed themselves to encouraging their suppliers in Indonesia to implement the protocol. This means, for example, that a factory-level bipartite committee and a CBA process must be either set up or maintained.

Involving brands
The FoA Protocol arose through bottom-up negotiation by national trade unions—actively supported by FWF partners CNV Internationaal and Mondiaal FNV —and brands sourcing in Indonesia. FWF is convinced that brands taking on an active role in facilitating factory-level social dialogue empowers both management and trade unions to negotiate more effectively.

FWF’s country manager for Indonesia, Kees Gootjes: ‘I am very happy that FWF brands show their commitment to Freedom of Association and factory-level social dialogue in particular, strengthening an existing initiative and showing that brands can actively contribute to better working conditions!’

Independent review indicated that workers at suppliers where the protocol was implemented believed they were better able to achieve positive changes on the factory floor. Factory-level trade unions felt that the protocol enabled them to stand up more for their rights. The protocol has provided brands with an opportunity to manage labour issues more effectively.

Live feed
The three FWF brands signed the FoA Protocol during a multi-stakeholder seminar in Jakarta by means of a satellite live feed from their offices in The Netherlands, Sweden and Switzerland. At this seminar, more than 50 participants from the government, employers’ organisations, trade unions and labour NGOs discussed the Indonesian garment industry.

Freedom of Association and social dialogue are issues that are difficult to address, even for FWF members. It is a significant step that FWF brands have chosen to sign the FoA Protocol. They are the first brands to join the protocol since the original six in 2011, which included Nike, Puma and Adidas.

Indonesian garment industry
Indonesia is one of the top 10 garment-producing countries in the world, and has maintained a market share of 1-2% in the global garment manufacturing industry. The garment sector has recently grown after a few years of relative decline. More than two million workers are active in the Indonesian garment industry, comprising approximately 20% of the total manufacturing industry.

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Happy Human Rights Day!

date: 08/12/2017

On Human Rights Day 2017, we are happy to share the FWF Best Practice video of Continental Clothing, a pioneer in the movement to ensure that all workers receive a fair wage for their work.

In the video Continental’s Mariusz Stochaj explains how they worked together with a factory in India in order to pay higher wages to the workers. With this innovative Fair Share project in India, Continental Clothing won the FWF Best Practice Award 2016.

Together with local NGO SAVE, Continental Clothing conducted research into how much was needed to pay a living wage: it turned out it was only 10 pence per T-shirt. With this data, Continental devised a plan on how to ensure that the money would go to the workers making the clothes.

‘Everybody’s talking about reducing costs, and suddenly we’re coming along, saying: Hey, I volunteer to pay you more.’

The video gives a good example of how a brand can work to raise the wages of the workers. ‘We’ve demonstrated that it’s possible’, says Mariusz in the video. ‘It shows that India doesn’t have to be some kind of a sweatshop.’

Watch all FWF’s video’s on our YouTube channel.


Related

country: india
Labour standards: Payment of a living wage

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FWF at UN Business and Human Rights Forum

date: 07/12/2017

FWF was present at the 2017 UN Forum on Business and Human Rights in Geneva last week. The event brought together more than 2,500 business, government, trade union and NGO representatives to address how human rights can be ensured in globalised supply chains.

FWF’s Martin Curley shared some lessons FWF has learned from its complaints mechanism during a panel discussion on ‘Strengthening access to remedy in multi-stakeholder initiatives (MSIs)’. This panel also included representatives of the Fair Labour Association, MSIs working in IT and private security, and MSI Integrity, a research NGO that is examining how well MSIs function.

Workers helpline
FWF’s worker helpline and complaints mechanism represents one of the more advanced access-to-remedy systems. FWF members have used this system for many years to assume responsibility in fixing problems when factory-level systems are unable to do so.

‘Access to Remedy’ is a key part of the UN Guiding Principles on Business and Human Rights. It means that when things go wrong for workers in supply chains, companies have a responsibility to remedy this, even if they do not employ the workers directly. Many brands and industries are just starting to tackle these issues. FWF sees the work of its members in resolving complaints as helping to lead the way forward towards compliance with the UN Guiding Principles.

Systemic change
‘What we see coming through the FWF complaints mechanism is indicative of the systemic challenges that are seen throughout the industry,’ Martin told the 120 people in attendance. ‘We are now starting to share lessons on what it actually takes to remediate Code of Labour Practice violations, to hopefully lead to broader and more systemic change.’

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FWF stakeholders discuss transparency in garment industry

date: 30/11/2017

What should transparency in the garment industry look like?  On 8 November, FWF and 40 industry stakeholders discussed these topics during FWF’s annual International Stakeholder Meeting in Amsterdam. The key takeaway: the need for greater collaboration.

This year’s topic was Transparency. The day was spent exploring the current state of the garment industry, and discussing how more transparency could be helpful in ensuring better conditions across all levels of this complex industry. Various organisations, including the Bangladesh Accord, ILO Better Work and the Dutch Agreement on Sustainable Garments and Textiles, shared their vision on how a more transparent industry could lead to more effective remediation of issues and better compliance.

Collaboration
Participants examined specific cases that are often seen in the industry, such as how to best remediate a complaint from a worker, and discussed how more transparency can help in those situations, and who needs to collaborate in order to make it effective. Industry experts, such as Anna Burger of Cornell University’s New Conversation Programme and Doug Miller, Emeritus Professor of Worker Rights in Fashion at the University of Northumbria, led participants to think about what next steps are required, and what role each actor can play to create systemic change.

Finally, Jos Huber from the Dutch Ministry of Foreign Affairs shared the role the government can take to support and encourage a more transparent industry. She challenged the organisations present to work together to take steps forward.

The benefit of a more transparent industry was agreed upon by all, with further discussion needed on what information should be shared and by whom, to have the most impact.  The key takeaway from the day was the need for greater collaboration between actors at all levels of the supply chain – brands, suppliers, multi-stakeholder initiatives, civil society and trade unions. New systems are needed to accurately and effectively share information, and a commitment by all is required.

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