At COP31 in Antalya, Fair Wear joined discussions on how climate action and human rights due diligence intersect in global supply chains. Drawing on conversations around the panel and her experiences on the ground, Suhasini Singh, Head of Supply Chain Engagement reflects on why businesses need to approach environmental and human rights risks together
As due diligence becomes more firmly embedded in regulatory frameworks, particularly through European legislation, companies must reflect whether they are managing two separate risks or one interconnected risk landscape that requires an integrated response. Heat stress, flooding, droughts, pollution, and extreme weather events are often categorised as environmental issues. Yet their impacts are experienced directly by workers and communities. Rising temperatures reduce productivity, increase occupational health risks, and lead to higher rates of sickness and absenteeism. Flooding disrupt transportation and access to workplaces, resulting in lost working hours and reduced wages. In some cases, workers may be required to compensate for lost production through excessive overtime. What begins as an environmental challenge quickly becomes a human rights issue, affecting health, safety, income, and the right to a decent standard of living. Climate change is therefore not only an environmental concern; it is increasingly a human rights issue.
The same interdependence can be seen across a wide range of business activities. Land acquisition for industrial development can lead to displacement of communities. Deforestation for agricultural expansion can undermine local livelihoods. Pollution of water sources affects both ecosystems and the health of surrounding populations. Whether a company is addressing carbon emissions, waste management, biodiversity loss, or resource use, the impacts ultimately extend beyond environmental indicators to affect workers, families, and communities.
This reality is particularly important in global supply chains. Workers in the apparel and footwear sector, many of whom already live in financially precarious circumstances, are among the many who are vulnerable to climate impacts. Yet they are often excluded from decisions about climate adaptation, decarbonisation, and industrial transformation. Workers and their representatives must have a voice in shaping the policies and business decisions that will influence their livelihoods and futures.
This is where the concept of a Just Transition becomes critical. A Just Transition recognises that climate action should include workers and communities. It seeks to ensure that efforts to meet environmental objectives are inclusive, equitable, and respectful of human rights. Importantly, Just Transition is not only a social imperative but also a business opportunity. Companies that engage stakeholders, invest in resource-efficient production, support circular economy models, and build strong community relationships can reduce operational costs, strengthen resilience, minimise reputational risks, and improve long-term profitability.
The challenge for us today is that climate governance has advanced significantly, while labour governance has not always kept pace. As businesses develop climate strategies and transition plans, they must ensure that human rights considerations are integrated into these efforts from the outset. Environmental due diligence and human rights due diligence should therefore not operate in separate silos, managed by different teams with disconnected objectives. Instead, they should form part of a single, holistic, gender responsive approach to risk management and responsible business conduct.
We cannot build a sustainable economy on an unstable workforce, nor can we protect workers on a degraded planet. Human rights and environmental due diligence are not competing priorities. They are mutually reinforcing responsibilities, and the future of due diligence lies in bringing them together.