The RBH is a service help desk for local businesses. It provides tailor-made, free of charge information and advisory services around sustainability and due diligence risk management which will ultimately link the gap between the national and international level actors in the global supply chain of export sectors in Cambodia.
The Best of Bangladesh will open the doors to international buyers, business partners, politicians, the art cognoscenti, press and the local community in Amsterdam, showcasing the best of what the Bangladesh industries and the Bangla culture have to offer, with a focus on traceability and transparency that has now made Bangladesh one of the world’s most responsible sourcing destinations rooted in a rich folklore history. The Bangladesh nation branding initiative is designed to portray a positive narrative of Bangladesh and change perceptions in Europe, thereby maximising the growth potential of Bangladesh’s industries, demonstrating innovation in production and manufacturing - solidifying its position as world’s number 1 sourcing destination.
The International Labour Organization (ILO), in collaboration with the Ministry of Labour & Employment and Employers' Associations in Bangladesh, including BGMEA, BKMEA, and BEF, is working to establish effective Enterprise Clinics within factories. CMED Health as a knowledge partner has developed a handbook with checklist to guide employers in creating and maintaining model enterprise clinics. This handbook provides guidelines for implementing Enterprise Clinics in factories.
These Guidelines are based on the existing Government Regulations, i.e., Bangladesh Labour Rules 2015 and the stakeholder perspectives for establishing Model Enterprise Clinics in RMG factories. In following sections all important elements for Model Enteprise Clinics – as per size of factory – are identified along with the reference to the relevant regulatory provisions. In some cases, the elements identified by key stakeholders are also mentioned to improve quality of services and make Enterprise Clinics aligned with standards.
The ‘Model Enterprise Clinics’ are those factory-based health clinics which fully comply with all regulatory requirements enshrined in the Bangladesh Labour Rules. Model Enterprise Clinics are considered one of the important elements of a factory as they provide preventive healthcare for workers, and they are first responders in case of any workplace accident or occupational diseases.
This is a study on the public provision of childcare across 48 economies in Asia and the Pacific through the lens of accessibility, affordability, quality, and decent work for childcare workers. Based on its findings, the study offers recommendations for increased investments in the childcare sector to enable better socio- economic outcomes for women and children, job generation, and decent work for childcare workers, as well as to support a transformative recovery from the COVID-19 pandemic that advances gender equality and sustainable development.
In 2020 amfori partnered with Alliance for Integrity (AFIN) and set out on an integrity journey in India.
This video features highlights from the webinar "How is COVID 19 changing the Digital Landscape for the Textile Industry", which is jointly organized by GIZ FABRIC and ILO’s Decent Work in Garment Supply Chains Asia project. In this webinar you will hear about two digital solutions, one related to workplace training and the other to chemical management, as well as from a manufacturer on how they use digital tools. What has changed in times of COVID-19, and how can companies best manage the fast acceleration of those changes?
This guidance note is intended to support the design of effective grievance mechanisms in response to gender-based violence and harassment (GBVH) in the world of work. A grievance mechanism is a predictable and structured way to address and resolve complaints.
This video features highlights from the webinar "Business Resilience - How can factories bounce back from COVID-19", co-organized by GIZ FABRIC and ILO’s Decent Work in Garment Supply Chains Asia project. It looks at business resilience in the crisis and what small and large manufacturers need to do to survive now and thrive in the future.
This guidance note is intended to support workplaces in designing a policy to address gender-based violence and harassment (GBVH) in the workplace. It covers: • Principles • Content • Harmonisation with other workplace policies
This note is intended to support companies undertaking training of their workforce. The note may support companies in identifying suitable high-quality training to provide in the workplace. The note gives guidance on the following questions: Why do we need specific trainings on gender-based violence and harassment (GBVH)? What do we need to cover in our trainings? Who should be a trainer on this topic? When and where should these trainings take place? How should these trainings be conducted?
Having a zero-tolerance policy in relation to gender based violence and harassment (GBVH), in principle, is a good idea. However, how that policy is expressed and put into operation can have different outcomes and potentially lead to unintended consequences for victims and survivors. This discussion has been had on similar issues such as child labour in the supply chain. This note is provided to help companies in considering the application of a zero-tolerance approach to GBVH. The guidance should support all companies in deciding whether and what type of zero tolerance policy it should have.
This video features highlights from the webinar "Getting through the crisis together" - an online seminar series by GIZ FABRIC, which is jointly organized by GIZ FABRIC and ILO’s Decent Work in Garment Supply Chains Asia project. The webinar will focus on social dialogue as a key component of strong industrial relations.
This note provides a framework for undertaking risk assessments on gender-based violence and harassment (GBVH) and can be implemented by companies as part of human resource management, procurement, purchasing, and sourcing, supply chain management, client and customer management, and subsidiary management. The risk assessment conducted in this area should be integrated into existing risk management frameworks, for instance, in occupational health and safety risk assessments or environmental, social, and governance risks assessments. This risk assessment can also be utilized as a response to incidents of GBVH to uncover its root causes.
What is disclosure in the context of gender-based violence and harassment (GBVH)? Why do we need to be sensitive in cases of GBVH disclosures? What does a disclosure look like? How do we respond to disclosures? What can I do? What can I not do?
This video features highlights from the webinar "COVID-19 and beyond - Making gender equality a reality", co-organized by GIZ FABRIC and ILO’s Decent Work in Garment Supply Chains Asia project. The webinar looks at the impact of the COVID-19 pandemic on workers in the textile and garment sector in Asia from a gender perspective.
Making referrals requires information on appropriate referral services available in the local area. Better Work and CARE International recommends the following steps in making referrals available: Mapping referral systems; Disseminating referral information; Collecting feedback on referral services
Monitoring and reporting on efforts to prevent and respond to harassment and violence is critical to risk management and driving norm and behaviour change in the workplace. This implementation note is intended to support companies in developing measures which can be monitored and reported on to company leadership. The note gives suggestions for what to track and measure, how to measure these, and when to measure and report. Embedding this into workplace systems, policies and leadership agendas will support prevention and response efforts. Information that is collected must be analysed and acted upon by company leaders and those responsible for preventing and responding to gender-based violence and harassment (GBVH).
The Employment and Environmental Sustainability Fact Sheets series provides key indicators of employment and environmental sustainability performance. They include: (i) employment in environmental sectors; (ii) skill levels; (iii) vulnerability of jobs; (iv) jobs in renewable energy; and (v) scoring on the Environmental Performance Index.
The collapse of Rana Plaza in April 2013 highlighted the need for an immediate effort to enhance safety in the Bangladesh ready-made garment sector. The International Labour Organization responded rapidly by working with the Government, employers’ and workers’ organizations to develop a national plan of action to improve fire and building safety.
This working Road Map complements and supports the ILO paper ‘Moving the Needle: Gender equality and decent work in the garment sector in Asia.’ Guided by a theory of change and set of recommendations and key messages developed by the paper, the Road Map aims to promote increased momentum, cooperation and synergies for gender equality within Asia’s garment sector during the period 2021-22. This draft is currently open for consultation.
The GIZ textile project FABRIC developed the "Seth Yerng - Our Rights" app. The app provides knowledge to textile workers about their rights and obligations under the Cambodian labour law.
Improving Chemical Management through more Sustainable Practices in Chinese Shoe Factories
Improving Chemical Management through more Sustainable Practices in Chinese Shoe Factories
Factory Training Materials - Advanced modules
Factsheet: At a Glance Responsible Business Hub
