Executive Summary: Reducing the footprint? How to assess carbon emissions in the garment sector in Asia
Executive Summary: Greener clothes? Environmental initiatives and tools in the garment sector in Asia
Executive Summary: Effective regulations? Environmental impact assessment in the textile and garment sector in Bangladesh, Cambodia, Indonesia and Viet Nam
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).
Guidance for companies on purchasing practices, drawing on the findings of a collaborative supplier survey run in partnership between the joint ethical trading initiatives and the ILO, with support from SEDEX. The guide includes best practice examples and outlines the five key business practices that influence wages and working conditions.
This basic training teaches you how responsible and sustainable Purchasing Practices are put into practice.
This demo video of the Quizrr training tool is showcasing how the actual training looks like for the end-user
কার্বন পদচিহ্ন হ্রাস করা? এশিয়ায় পোশাক খাতে কার্বন নির্গমনের পরিমাণ কিভাবে পরীক্ষা করা যায়
