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FOR IMMEDIATE RELEASE: July 2nd, 2018

CONTACT: Nazly Sobhi Damasio, nazly@globallaborjustice.org

Asia Floor Wage Alliance Women Trade Union Leaders Garment Supply Chain Statement

We write as women trade union leaders in the Asia Floor Wage Alliance (AFWA) representing thousands of women garment workers in India, Bangladesh, Sri Lanka, Indonesia and Cambodia. Our members produce clothes for H&M, Gap, Walmart and other well known brands which consumers in the U.S. and Europe wear.

The research we commissioned this year exposed women garment workers in Asia fainting at their workplaces due to malnutrition, exposure to high temperatures, and high levels of chemical substances in poorly ventilated spaces. The physical toll of garment work is exacerbated by violence that inflicts physical, mental, and sexual harm. These experiences of violence are unrelenting. Women workers are forced to work through lunch and into overtime hours that may stretch into the night.

Women workers also reported facing increased harassment and retaliation when they come forward to report to supervisors, auditors and brands. Unions that stand with their women members also face aggressive union busting tactics.

Corporations Cannot Investigate Themselves ― They Must Work with Women Led Worker Organizations

We commissioned this independent research to show that world what workers, trade unions, and brands already know well. Gender-based violence is prevalent and a consequence of fast fashion supply chain contracting practices. The research also proves how corporate social responsibility and internal audits exist to whitewash the problems. Uncovering and solving these problems requires working with worker organizations to change purchasing practices.

Brands sometimes like to say that violence and exploitation is coming from a few bad supervisors or Asian culture as a whole, but our research showed that it is not the case at all. The research showed how the fast fashion business is based on a business model that uses production targets and so-called competitive pricing to create a captive workforce earning subminimum wages and being forced to work overtime, placing women garment workers at routine risk for gender based violence. To sell clothes so cheap, turn over new styles fast, and deliver such high profits to brand executives and shareholders, suppliers rely on a business model that utilizes the discrimination and exploitation women workers as a cost saving measure.

Help Us Show a New Way Forward with Brands, Suppliers and Trade Unions

We are encouraged that the research has received significant global attention in major news outlets in the U.S., Europe, Asia, Africa and Latin America. We have received numerous messages of support from the women’s movement, trade unions, human rights groups, and others who recognize the problem and demand for it be stopped immediately.

But we need you all to understand the scope of this serious issue and take it a step further.

Now that Gap, H&M, and Walmart have been challenged to recognize what the research shows, they are trying to use their own internal audits and corporate social responsibility to distract from the necessary structural changes that they need to make immediately.

Brands themselves know these internal audits do not work. These are the same audits that have already failed to uncover what our research showed. These are the same auditors that determined Rana Plaza was safe months before it’s collapse, and resulted in the deaths of more than a thousand garment workers, the majority of whom were women.

Our research shows that these internal investigations are used by suppliers to coach women workers and threaten them to not participate in. These are the same corporate programs which address trainings without actually changing the supply chain pressures where gender based violence is common as a method of meeting high production, low cost contracts from the suppliers.

Urge Gap, H&M, and Walmart to Work with AFWA Women Leaders’ Committee to Pilot Projects in the Supply Chain Factories

As women workers and leaders of trade unions who work on their supply chains day after day we don’t just know the problems ― we know what solutions will work. These jobs are important to us – and we expect them to be decent jobs with living wage salaries, nondiscrimination, and freedom to join and lead worker organizations. These brands cannot do it alone, but together with their suppliers, and trade union leadership we can pilot innovative agreements and practices that enable women workers to lead in their workplaces, communities, and beyond.

Together We Can Remove Barriers So Women Workers Can Drive the Solutions!

We know the problems and the solutions to solving them. And we want our factories and our countries to be models of decent work for women.

If Gap and H&M are serious about commitments to women’s empowerment they and their suppliers should work, locally and regionally, with us ― women workers and women trade union leaders to pilot programs that change conditions in the factory immediately.

We know that dozens of of trade unions and civil society organisations in Asia and globally support our efforts and we ask our supporters around the world to keep fighting alongside us. Urge Gap, H&M, and Walmart to work side by side with the AFWA Women Leaders’ Committee.

The undersigned (and growing list) of women trade union leaders of Asia Floor Wage Alliance Women Leaders Committee urge H&M, Gap and Walmart to work with us to discuss these supply chain findings and pilot women’s committees in factories that eliminate gender-based violence and discrimination from the supplier factories.

Signed:

• Asia Floor Wage Alliance Women Leaders’ Committee
• Yang Sophorn, President, Cambodian Alliance of Trade Unions (CATU), Cambodia
• Kokom Komalawati, Women and Child Department, National Leadership Committee, Gabungan
• Serikat Buruh Indonesia(GSBI) (English: Indonesia Joint Trade Unions), Indonesia
• Sumiyati, National Leadership Committee, Serikat Pekerja Nasional (SPN) (English: National Union of Workers), Indonesia
• Dian Septi, General Secretary, FBLP-KPBI (Federasi Buruh Lintas Pabrik- Konfederasi
• Persatuan Buruh Indonesia), Indonesia
• Rukmini V.P., President, Garment Labour Union, India
• Rathi, Vice President, Karnataka Garment Workers Union, India
• Anannya Bhattacharjee, Garment and allied Workers Union, India
• R.J.K Inoka Damayanthi, Ceylon Mercantile Union (CMU), Sri Lanka
• Lalitha Ranjanee Dedduwakumara, Textile, Garment and Clothing Workers Union, Sri Lanka
• P. Kumasi, President, National Free Trade Union, Sri Lanka

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FOR IMMEDIATE RELEASE: May 25th, 2018

CONTACT: Nazly Sobhi Damasio, nazly@globallaborjustice.org

Worker Voices from the Asian Walmart Garment Supply Chain: A Report on Gender Based Violence to the 2018 International Labour Organization

A global coalition of trade unions, worker rights and human rights organizations, which includes Asia Floor Wage Alliance (AFWA), CENTRAL Cambodia , and Global Labor Justice released a groundbreaking factory level research report today detailing gender based violence in Walmart’s Asian garment supply chain and are also asking for immediate action be taken by Walmart to end the violence and harassment that women garment workers are forced to endure daily.

After significant initiative from trade unions, the International Labour Organization (ILO) will convene to set international labor standards on gender based violence . Trade union leaders from around the world along with governments and business will meet to discuss the historic opportunity to create a global standard protecting women across sectors. This report has been prepared to inform this dialogue and to make sure the experience and recommendations of low wage women workers and the sectors and supply chains that rely on them are uplifted in order to create a strong framework guided by the leadership of trade unions and worker organizations that will provide employers, multinational enterprises, and governments a blueprint for eliminating gender based violence in the workplace.

The report includes an investigation of gender-based violence in the Walmart garment supplier factories conducted between January 2018 and May 2018 in Dhaka, Bangladesh, Phnom Penh, Cambodia; and West Java, Indonesia. The research seeks to understand the spectrum of gender based violence and associated risk factors; and to use this information to address gender based violence through an ongoing approach that incorporates training on workplace violence as well as national and international level advocacy. The report builds on a 2016 report documenting human rights violations in Walmart’s garment global supply chain and five tribunals held by the Asia Floor Wage on the sector overall.

Women workers reported sexual harassment and violence ; and industrial discipline practices, including physical violence, verbal abuse, coercion, threats and retaliation, and routine deprivations of liberty including forced overtime. These are not isolated incidents, gender based violence in the Walmart garment supply chains is a direct result of how Walmart conducts business.

Sulatana, a former production-line manager in a Walmart supplier factory in Dhaka, Bangladesh shares her experience with sexual harassment and retaliation:

“He flirted with me, he would touch me on the shoulder or touch me on the head. I tried to ignore him. I thought if I showed no interest, he would stop. It didn’t work. He offered me a salary increase and a promotion if I agreed. When I did not, he threatened to fire me. I was anxious and afraid. I skipped work the next day… The police refused to receive my complaint on the grounds that I had no authentic proof. A few days later, . . . the General Manager me to his office and asked me to resign immediately. When I approached Human Resources, I was told that the General Manager’s decision was final.”

Shahida, a 26-year-old sewing machine operator in a Walmart supplier factory in Dhaka, Bangladesh details the targeted verbal abuse women workers experience in order to avoid being paid workplace benefits:

“I began working at this factory in April 2013. I earned a good reputation as a skilled and dedicated worker. The line-chief and supervisor were happy with my work. After completing my fourth year at the factory, they reversed their attitude toward me. They shouted at me and bullied me. They called me names. I reported this to the factory manager, but he responded by raising my production targets. I couldn’t manage to work this way. In March 2018, before reaching my fifth year, I quit the job. It was exactly what they wanted. I resigned and they did not pay me the gratuity I had earned because they said I had resigned from the job myself.”

A woman worker from a former Walmart supplier factory in Kingsland Garment, Jakarta, Indonesia describes the physical impact of working long hours, seated, in a poorly ventilated factory:

“At work I’m facing stomach pain, digestion and nose problems from sitting long hours working so much overtime, and working so many days. But sometimes I just have to forget my sickness because I have no money. I have to be the rock in the family.”

Anannya Bhattacharjee, secretariat of AFWA says, “Walmart, the trend-setter for lean supply chain management relies on women workers’ gender-based exploitation in their supply chains to maximize their profits. To eliminate gender based violence in supply chains, Walmart and other brands must take responsibility on their supply chains. It is also fundamental that Walmart and other brands respect the freedom of association and collective bargaining that allow women workers to be change agents in the global economy.

“The movement for dignity and equity at work for all women is global”, says Jennifer (JJ) Rosenbaum, U.S. Director of Global Labor Justice. “Women in the U.S. shouldn’t stop at holding Walmart and U.S. corporations accountable for what happens in their U.S. retail stores and warehouses. We must also demand accountability along their global production networks.”

Tola Meun, Executive Director of CENTRAL says, “Gender based violence is a daily reality for women garment workers driven to meet unrealistic production targets in Walmart supply chains. Most of these cases are not reported due to fear of retaliation in the workplace.”

In response to the reports, the Women’s Leadership Committee of the Asia Floor Wage Alliance is asking Walmart for three immediate action steps :

1. Publicly support and commit to proactively implement an ILO Convention Recommendation on Gender Based Violence that includes the recommendations from the Asia Floor Wage Alliance and partners.
2. Meet with Asia regional meeting (s) organized by the Asia Floor Wage Women’s Leadership Committee in the next three months to discuss the supply chain findings and next steps.
3. Proactively work with the Asia Floor Wage Alliance to pilot women’s committees in factories that eliminate gender based violence and discrimination from the supplier factories.

Walmart is preparing various activities for its shareholder meeting next week and released a report on global responsibility earlier this year. A substantive response from Walmart has yet to be received after the reports coupled with requests for action were sent to Walmart the morning of May 23 ^rd , 2018.

Walmart workers at U.S. retail stores with the Organization United for Respect at Walmart (OUR) announced support from the #TimesUp Legal Defense Fund to support litigation against Walmart for sexual harassment.

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Global Labor Justice (GLJ) is a US based strategy hub supporting transnational collaboration among worker and migrant organizations to expand labor rights and new forms of bargaining on global value chains and international labor migration corridors.

Asia Floor Wage Alliance (AFWA) was officially formed in 2006 and includes more than 76 organizations, including garment industry trade unions, NGOs, consumer groups and research institutes from more than 17 countries from across Asia, Europe and North America.

CENTRAL (The Center for Alliance of Labor & Human Rights) is a local Cambodian NGO. The organization empowers Cambodian working people to demand transparent and accountable governance for labor and human rights through legal aid and other appropriate means.

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Vozes dos Trabalhadores da Cadeia Asiática de Suprimento de Vestuário: Um Relatório sobre Violência da Classe Feminina

Uma aliança global de sindicatos, e organizações pelos direitos dos trabalhadores e direitos humanos no qual inclui Asia Floor Wage Alliance (AFWA), CENTRAL Cambodia e Global Labor Justice liberaram um relatório inovador que foi feito entre as fábricas no dia 25 de Mayo revelando violência da classe feminina da cadeia Asiática de suprimento de vestuário Walmart. As organizações também estão pedindo para o Walmart tomar *providências imediatas*, para finalizar a violencia e assedio que estas mulheres trabalhadoras estão forçadas a enfrentar diariamente. Após iniciativa empreendedora dos sindicatos, o International Labour Organization (ILO) vai convocar para configurar um padrão internacional de trabalho na violência da classe feminina. Líderes de sindicatos ao redor do mundo, governos e negócios vão encontrar para discutir a oportunidade histórica criar um padrão global, protegendo mulheres em todos os setores. Este relatório vai informar a discussão e acertar que os comentarios e recomendações das mulheres trabalhadoras de baixa renda estão sendo ouvidos e empoderados e as cadeias de suprimento que dependem dessas mulheres trabalhadores também são empoderadas para criar um sistema forte para os empregadores, empresas multinacionais e governos eliminar violência da classe feminina.

Este relatório inclui uma investigação de violência da classe feminina na fábrica da cadeia de suprimento Walmart conduzido entre Janeiro 2018 e Maio 2018 em Dhaka, Bangladesh, Phnom Penh, Camboja e Indonésia Java Oeste e segue um relatório feito no ano 2016 documentando violações de direitos humanos na cadeia global de suprimentos e os cinco tribunais detidos pelo Asia Floor Wage em todos os setores.

Estes novos estúdios documentam o assédio sexual e violência da classe incluindo violência física, abuso verbal, a força, ameaças e retaliações, uma rotina falta de liberdade incluindo forçado horas extras. Estes estúdios também esclarecem que a cadeia de suprimentos normaliza esta violência da classe por que acontece com muita frequencia.

Sulatana, Uma Ex gerente de linha de produção em uma fábrica de fornecedores Walmart in Dhaka, Bangladesh compartilha a sua experiencia com assédio sexual e retaliação:

“Ele flertou comigo, ele tocaria em meu ombro ou na minha cabeça. eu tentei ignora-lo. eu pensei que se eu não mostrasse interesse, ele iria parar. Não funcionou. Ele me ofereceu um aumento de salário e uma promoção se eu concordasse, Quando eu não aceitei, ele ameaçou me demitir.

Eu estava ansiosa e com medo. Eu faltei no trabalho no dia seguinte…A polícia se recusou a receber minha queixa alegando que eu não tinha nenhuma prova autêntica. Alguns dias depois,…o gerente geral me chamou para seu escritório e pediu-me para renunciar imediatamente. Quando eu abordei o Recursos Humanos, me disseram que a decisão final era do Gerente Geral.

Shahida, Uma costureira de 26 anos que opera em uma fábrica de fornecedores in Dhaka , Bangladesh detalha o abuso verbal direcionado que as trabalhadoras vivenciam para evitar receber benefícios no local de trabalho:

“Comecei a trabalhar nesta fábrica em abril de 2013. Ganhei uma boa reputação como funcionário qualificado e dedicado. O chefe de linha e o supervisor estavam felizes com o meu trabalho. Depois de completar meu quarto ano na fábrica, eles inverteram sua atitude em relação a mim. Eles gritavam comigo e me ameaçavam. Eles me chamavam de nomes. Eu reportei isso para o gerente da fábrica, mas ele respondeu aumentando minhas metas de produção. Eu não conseguia mais trabalhar assim. Em março de 2018, antes de completar meu quinto ano, deixei o emprego. Era exatamente o que eles queriam. Eu me demiti e eles não me pagaram a gratificação que eu tinha ganhado porque eles disseram que eu havia me demitido do trabalho.”

Uma trabalhadora de uma antiga fábrica de fornecedores Walmart em Kingsland Garment, Jacarta, na Indonésia, descreve o impacto físico de trabalhar longas horas sentado em uma fábrica mal ventilada :

“No trabalho, estou com dor de estômago, digestão e nariz problemas de sentar longas horas trabalhando tanto tempo extra, e trabalhando tantos dias. Mas às vezes eu só tenho que esquecer minha doença porque não tenho dinheiro. Eu tenho que ser a rocha da família.

Anannya Bhattacharjee, secretariado de AFWA, diz “o Walmart e o criador de tendências de gestão das cadeias de suprimento e confiam na exploração das mulheres trabalhadoras para capitalizar os lucros. Eliminar violência da classe feminina das cadeias de suprimento o Walmart e as outras marcas devem assumir a responsabilidade. É necessario tambem que o Walmart e as outras marcas respeitam a liberdade de associação e barganha coletiva que permite às mulheres ser agentes de mudança na economia global.”

“A necessidade de dignidade e equidade é global,” diz a Jennifer (JJ) Rosenbaum, diretora de Global Labor Justice nos EUA. “Mulheres nos EUA devem fazer mais. Devemos exigir prestação de contas nas lojas, nos armazéns e nas redes globais de produção.

Tola Meun, diretora executiva de CENTRAL diz, “Como os alvos de produção são irrealistas, violência da classe e uma realidade que estas mulheres trabalhadoras de confecções enfrentarem diariamente. Estos casos estão nunca reportados por ter medo de retaliação no trabalho.”

Em resposta aos relatorios, o Women’s Leadership Committee de Asia Floor Wage Alliance esta requisitando o Walmart a fazer três passos de acção imediato:

1. Suporte público e um compromisso proativo ao implementar a ILO convenção de recomendações da classe feminina violentada que inclui as recomendações da AFWA e parceiros.
2. Encontrar com o AFWA e o comitê de mulheres líderes nos próximos três meses para discutir descobertas na cadeia de suprimentos e próximos passos.
3. Trabalhar proativamente com AFWA para comandar o comitê de mulheres nas fábricas que eliminam violência sexual contra a classe feminina pelas empresas.

Esta semana o Walmart teve uma reunião com seus acionistas e liberou um relatório de responsabilidade global no início deste ano. O Walmart ainda não forneceu uma resposta substantiva apos os relatorios e solic’ita’co’es de acc”ao foram mandados na manha’ no dia 23 de Mayo, 2018.

Trabalhadores do Walmart com o Organization United for Respect at Walmart (OUR) anunciaram suporte de #TimesUp Legal Defense Fund para suportar litigio contra o Walmart para o assedio sexual.

Worker Voices from the Asian Walmart Garment Supply Chain: A Report on Gender Based Violence

A global coalition of trade unions, worker rights and human rights organizations, which includes Asia Floor Wage Alliance (AFWA), CENTRAL Cambodia , and Global Labor Justice released a groundbreaking factory level research report on Friday, May 25th exposing gender based violence in Walmart’s Asian garment supply chain. The coalition is also asking that Walmart take immediate action t to end the violence and harassment that women garment workers are forced to endure regularly in their garment supplier factories.

After significant initiative from trade unions, the International Labour Organization (ILO) will convene to set international labor standards on gender based violence . Trade union leaders from around the world along with governments and business will meet to discuss the historic opportunity to create a global standard protecting women across sectors. This report has been prepared to inform this dialogue and to make sure the experience and recommendations of low wage women workers and the sectors and supply chains that rely on them are uplifted in order to create a strong framework guided by the leadership of trade unions and worker organizations that will provide employers, multinational enterprises, and governments a blueprint for eliminating gender based violence in the workplace.

The report includes an investigation of gender-based violence in the Walmart garment supplier factories conducted between January 2018 and May 2018 in Dhaka, Bangladesh, Phnom Penh, Cambodia; and West Java, Indonesia; and builds on a 2016 report documenting human rights violations in Walmart’s garment global supply chain and five tribunals held by the Asia Floor Wage on the sector overall.

This new research documents sexual harassment and violence including physical violence, verbal abuse, coercion, threats and retaliation, and routine deprivations of liberty including forced overtime. The research also makes clear these are not isolated incidents and that gender based violence in the Walmart supply chains is a direct result of how this employer conducts business.

Sulatana, a former production-line manager in a Walmart supplier factory in Dhaka, Bangladesh shares her experience with sexual harassment and retaliation:

“He flirted with me, he would touch me on the shoulder or touch me on the head. I tried to ignore him. I thought if I showed no interest, he would stop. It didn’t work. He offered me a salary increase and a promotion if I agreed. When I did not, he threatened to fire me. I was anxious and afraid. I skipped work the next day… The police refused to receive my complaint on the grounds that I had no authentic proof. A few days later, . . . the General Manager me to his office and asked me to resign immediately. When I approached Human Resources, I was told that the General Manager’s decision was final.”

Shahida, a 26-year-old sewing machine operator in a Walmart supplier factory in Dhaka, Bangladesh details the targeted verbal abuse women workers experience in order to avoid being paid workplace benefits:

“I began working at this factory in April 2013. I earned a good reputation as a skilled and dedicated worker. The line-chief and supervisor were happy with my work. After completing my fourth year at the factory, they reversed their attitude toward me. They shouted at me and bullied me. They called me names. I reported this to the factory manager, but he responded by raising my production targets. I couldn’t manage to work this way. In March 2018, before reaching my fifth year, I quit the job. It was exactly what they wanted. I resigned and they did not pay me the gratuity I had earned because they said I had resigned from the job myself.”

A woman worker from a former Walmart supplier factory in Kingsland Garment, Jakarta, Indonesia describes the physical impact of working long hours, seated, in a poorly ventilated factory:

“At work I’m facing stomach pain, digestion and nose problems from sitting long hours working so much overtime, and working so many days. But sometimes I just have to forget my sickness because I have no money. I have to be the rock in the family.”

Anannya Bhattacharjee, secretariat of AFWA says, “Walmart, the trend-setter for lean supply chain management relies on women workers’ gender-based exploitation in their supply chains to maximize their profits. To eliminate gender based violence in supply chains, Walmart and other brands must take responsibility on their supply chains. It is also fundamental that Walmart and other brands respect the freedom of association and collective bargaining that allow women workers to be change agents in the global economy.

“The movement for dignity and equity at work for all women is global”, says Jennifer (JJ) Rosenbaum, U.S. Director of Global Labor Justice. “Women in the U.S. shouldn’t stop at holding Walmart and U.S. corporations accountable for what happens in their U.S. retail stores and warehouses. We must also demand accountability along their global production networks.”

Tola Meun, Executive Director of CENTRAL says, “Gender based violence is a daily reality for women garment workers driven to meet unrealistic production targets in Walmart supply chains. Most of these cases are not reported due to fear of retaliation in the workplace.”

In response to the reports, the Women’s Leadership Committee of the Asia Floor Wage Alliance is asking Walmart for three immediate action steps :

1. Publicly support and commit to proactively implement an ILO Convention Recommendation on Gender Based Violence that includes the recommendations from the Asia Floor Wage Alliance and partners.
2. Meet with Asia regional meeting (s) organized by the Asia Floor Wage Women’s Leadership Committee in the next three months to discuss the supply chain findings and next steps.
3. Proactively work with the Asia Floor Wage Alliance to pilot women’s committees in factories that eliminate gender based violence and discrimination from the supplier factories.

Walmart held its shareholder meeting this week and released a report on global responsibility earlier this year. A substantive response from Walmart has yet to be received after the reports coupled with requests for action were sent to Walmart the morning of May 23 ^rd , 2018.

Walmart workers at U.S. retail stores with the Organization United for Respect at Walmart (OUR) announced support from the #TimesUp Legal Defense Fund to support litigation against Walmart for sexual harassment.

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PARA PUBLICACIÓN INMEDIATA: May 25th, 2018

CONTACTO: Nazly Sobhi Damasio, nazly@globallaborjustice.org

Voces de las Trabajadoras de la Cadena de Suministro de Prendas de Vestir de Walmart en Asia: Un Informe Sobre la Violencia de Género a la Organización Internacional del Trabajo de 2018

Una coalición mundial de sindicatos, organizaciones de derechos laborales y organizaciones de derechos humanos, que incluye Asia Floor Wage Alliance (AFWA), CENTRAL Camboya y Global Labor Justice publicaron un innovador informe de investigación a nivel de fábrica que detalla la violencia de género en la cadena de suministro de prendas asiáticas de Walmart. y también piden que Walmart tome medidas inmediatas para poner fin a la violencia y el acoso que las trabajadoras de la confección se ven obligadas a soportar a diario.

Después de una importante iniciativa de los sindicatos, la Organización Internacional del Trabajo (OIT) se reunirá para establecer normas internacionales del trabajo sobre la violencia de género. Los líderes sindicales de todo el mundo junto con los gobiernos y las empresas se reunirán para analizar la oportunidad histórica de crear un estándar global que proteja a las mujeres en todos los sectores. Este informe ha sido preparado para informar este diálogo y garantizar que la experiencia y las recomendaciones de las trabajadoras de bajos ingresos y los sectores y cadenas de suministro que dependen de ellas se eleven para crear un marco sólido guiado por el liderazgo de los sindicatos y los trabajadores. organizaciones que proporcionarán a los empleadores, las empresas multinacionales y los gobiernos un plan para eliminar la violencia de género en el lugar de trabajo.

El informe incluye una investigación sobre la violencia de género en las fábricas proveedoras de ropa de Walmart realizadas entre enero de 2018 y mayo de 2018 en Dhaka, Bangladesh, Phnom Penh, Camboya; y West Java, Indonesia. La investigación busca comprender el espectro de la violencia de género y los factores de riesgo asociados; y utilizar esta información para abordar la violencia de género a través de un enfoque continuo que incorpora capacitación sobre violencia en el lugar de trabajo, así como la promoción a nivel nacional e internacional. El informe se basa en un informe de 2016 que documenta las violaciones de derechos humanos en la cadena de suministro global de prendas de vestir de Walmart y en cinco tribunales celebrados por Asia Floor Wage en el sector en general.

Las trabajadoras denunciaron acoso sexual y violencia; y prácticas de disciplina industrial, incluida la violencia física, el abuso verbal, la coacción, las amenazas y las represalias, y las privaciones de libertad de rutina, incluidas las horas extraordinarias forzadas. Estos no son incidentes aislados, la violencia de género en las cadenas de suministro de prendas de vestir de Walmart es un resultado directo de cómo Walmart realiza negocios.

Sulatana, una ex gerente de línea de producción en una fábrica de proveedores de Walmart en Dhaka, Bangladesh, comparte su experiencia con el acoso sexual y las represalias:

“Él coqueteaba conmigo, me tocaba en el hombro o me tocaba la cabeza”. Traté de ignorarlo. Pensé que si no mostraba interés, él se detendría. No funcionó. Me ofreció un aumento salarial y una promoción si aceptaba. Cuando no lo hice, amenazó con despedirme. Estaba ansioso y asustado. Me salteé el trabajo al día siguiente … La policía se negó a recibir mi queja porque no tenía pruebas auténticas. Unos días más tarde, . . . el gerente general me llevó a su oficina y me pidió que renunciara de inmediato. Cuando me acerqué a Recursos Humanos, me dijeron que la decisión del Gerente General era definitiva “.

Shahida, una operadora de máquinas de coser de 26 años de edad, en una fábrica de Walmart en Dhaka, Bangladesh, detalla la experiencia específica de las mujeres trabajadoras del abuso verbal para evitar que se les paguen beneficios en el lugar de trabajo:

“Comencé a trabajar en esta fábrica en abril de 2013. Obtuve una buena reputación como trabajador calificado y dedicado. El jefe de línea y el supervisor estaban contentos con mi trabajo. Después de completar mi cuarto año en la fábrica, cambiaron su actitud hacia mí. Me gritaron y me intimidaron. Me llamaron nombres. Informé esto al gerente de la fábrica, pero él respondió elevando mis objetivos de producción. No podría lograr trabajar de esta manera. En marzo de 2018, antes de cumplir mi quinto año, dejé el trabajo. Era exactamente lo que querían. Renuncié y no me pagaron la propina que había ganado porque me dijeron que había renunciado al trabajo yo mismo “.

Una trabajadora de una antigua fábrica proveedora de Walmart en Kingsland Garment, Yakarta, Indonesia, describe el impacto físico de trabajar muchas horas sentado en una fábrica mal ventilada:

“En el trabajo, tengo problemas estomacales, de digestión y de nariz debido a largas horas trabajando tanto tiempo extra y trabajando tantos días. Pero a veces solo tengo que olvidar mi enfermedad porque no tengo dinero. Tengo que ser el rock en la familia “.

Anannya Bhattacharjee, coordinadora internacional de AFWA, dice: “Walmart, la creadora de tendencias para la gestión de la cadena de suministro ajustada se basa en la explotación basada en el género de las trabajadoras en sus cadenas de suministro para maximizar sus ganancias. Para eliminar la violencia de género en las cadenas de suministro, Walmart y otras marcas deben asumir la responsabilidad en sus cadenas de suministro. También es fundamental que Walmart y otras marcas respeten la libertad de asociación y la negociación colectiva que permiten a las mujeres trabajadoras ser agentes de cambio en la economía global.

“El movimiento por la dignidad y la equidad en el trabajo para todas las mujeres es global”, dice Jennifer (JJ) Rosenbaum, directora de Global Labor Justice en los Estados Unidos. “Las mujeres en los EE. UU. No deberían dejar de responsabilizar a las corporaciones de Walmart y los Estados Unidos por lo que sucede en sus tiendas y bodegas de los EE. UU. También debemos exigir responsabilidad a lo largo de sus redes de producción global “.

Tola Meun, Directora Ejecutiva de CENTRAL dice: “La violencia de género es una realidad cotidiana para las trabajadoras de la confección, orientadas a cumplir objetivos de producción poco realistas en las cadenas de suministro de Walmart. La mayoría de estos casos no se informan por temor a represalias en el lugar de trabajo “.

En respuesta a los informes, el Women’s Leadership Committee de Asia Floor Wage Alliance está solicitando a Walmart tres pasos de acción inmediatos:

1. Apoyar públicamente y comprometerse a implementar de manera proactiva una Recomendación de la Convención de la OIT sobre Violencia de Género que incluya las recomendaciones de Asia Floor Wage Alliance y sus socios.
2. Reunirse con la (s) reunión (es) regional (es) de Asia organizada por el Comité de Liderazgo Femenino Salarial de Asia en los próximos tres meses para analizar los hallazgos de la cadena de suministros y los próximos pasos.
3. Trabajar proactivamente con Asia Floor Wage Alliance para llevar a cabo comités de mujeres en fábricas que eliminen la violencia de género y la discriminación de las fábricas proveedoras.

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CONTACT: Nazly Sobhi Damasio, Global Labor Justice, nazly@globallaborjustice .org

Concerns Raised at PRI’s Responsible Investment Meeting About The International Finance Corporation’s Investments Promotion of Decent Work & Development in the Hospitality Sector

Global Labor Justice issued the following:

SAN FRANCISCO, CALIFORNIA – At this year’s PRI ,billed as the world’s leading responsible investment conference, Sharan Burrow, General Secretary of the International Trade Union Confederation challenged whether the International Finance Corporation’s (IFC) investments in globally branded hotels actually promote decent work and development. Burrow said, “Development loans must benefit workers — not just global financiers. Development through hospitality sector investments must ensure engagement with trade unions at every level.” Burrow’s comments referenced recent letters sent to the IFC raising concerns various labor issues at hotels Marriott operates for IFC loan recipients.

Loans from the IFC require recipients and entities with whom they contract to ensure labor standards for development on the project under a Performance Standard on Labor and Working Conditions ,updated in 2012. Loan applicants must include an economic and social action plan with their application, disclosing concrete steps to meet the standard at each phase of the project. The IFC makes these publicly available through its online information portal .

The discussion at this year’s PRI signals a change to the “business as usual” approach to private sector investment in the hospitality sector for the IFC and private lenders who invest alongside the IFC. Investors are now on notice to be attentive to how the IFC, its loan recipients, and global brands like Marriott ultimately respond.

In a letter responding to a proposed 45 million USD loan to Ananta Hotels and Resorts Limited for a Marriott Hotel and Residence property in Bangladesh, The International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers’ Associations (IUF) and human and labor rights NGO Global Labor Justice (GLJ) requested that the IFC conduct additional due diligence before approving the loan, in order to ensure ethical labor standards throughout the life of the project.

In a letter referencing a $20.95 million USD loan to SAMHI Private Limited, covering a wide portfolio of hotels in India, the majority now branded Marriott, Hotel Mazdoor Panchayat, an trade union organizing in hotels, along with human and labor rights NGO Global Labor Justice (GLJ) alleged that the project does not adequately protect workers with relation to freedom of association, gender based violence, limits on contract labor and subcontracting of permanent jobs core to the industry, and living wages that enable workers and their families to afford basic necessities and participate in development.

They asked that the IFC take action to ensure that the loan recipient, SAMHI, and its branded operator Marriott, engage with trade unions as they continue to proceed with the organizing in hotels covered by the project. “We expect SAMHI, Marriott and their financiers to ensure all the hotel workers on this project are paid living wages, with fair working conditions, and freedom of association, and not retaliate against workers for forming unions in their hotel chains.” said Ashim Roy, President of Hotels Mazdoor Panchayat.

Marriott International is the largest hotel chain in the world with more than 6,500 properties in 127 countries and earning more than $22 billion in the 2017 fiscal year , which has funded its global growth in part through these preferential loans. With over 100 managed and/or franchised hotels in India and approximately 50 more under construction and renovation, Marriott’s 22,000 rooms make it the largest branded hotel chain in India.

Marriott could also face potential strikes after 8,000 workers in six cities in the United States voted to authorize strikes. More than 12,000 Marriott workers have had their contracts expire and continue negotiations to secure better standards around job security and safety while demanding the hotel giant provide more for workers who say they often can not afford to live in the cities where Marriott prospers.

Jennifer (JJ) Rosenbaum, U.S. Director of Global Labor Justice, explained that, “The International Finance Corporation is enabling Marriott to export problematic U.S. labor relations policy including ‘right to work’ policies which are at odds with the International Labour Organization’s standards on human and labor rights. We look forward to dialogue with the IFC on best practices to make these projects models for advancing decent work and socially responsible tourism.”

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FOR IMMEDIATE RELEASE: May 3rd, 2019

CONTACT: Nazly Sobhi Damasio, nazly@globallaborjustice.org

#GarmentMeToo: Women Garment Workers Demand an End to Gender Based Violence Across the Global Garment Supply Chain

Today, Global Labor Justice and Asia Floor Wage Alliance announces the launch of a new global campaign, #GarmentMeToo. The campaign is a transformative vision of work that centers the dignity and economic security of women workers led by women trade union leaders in order to win concrete solutions and contribute to  new international labor standards and ultimately create power building roles for supplier unions, allied unions, women’s organizations, human rights organizations, and consumers in brand supplier producing and retail countries. The purpose of the campaign is to target the supply chains of garment apparel brands in order to bring brands and their suppliers to the table with supplier unions to bargain and create changes on production lines at the industrial level as well as along global supply chains.  

In the #MeToo era, women led organizing is emerging worldwide in fields, factories, and boardrooms towards the goal of gender equity and inclusion and pushing back against violence against women. At its centennial anniversary, the International Labor Organization is undertaking international standard setting on Gender Based Violence.  “Through the Garment Me Too Campaign, garment women worker leaders and their allies expose serious exploitation and then put forward innovative proposals for transformative global supply chains which create decent work, social justice, and a future of work that empowers women,” says Jennifer (JJ) Rosenbaum, U.S. Director of Global Labor Justice.

At this key moment, garment brands who have women dominated global supply chains must also act on their responsibility to improve conditions for women workers in their global supply chains in collaboration with the worker organizations that those women lead, including preventing gender-based violence and harassment.

Brands have shown time and again that they are not invested in creating economic stability and ensuring a workplace that is free from gender-based violence for their workers along their global supply chains. Corporate social responsibility programs and audits distract from the necessary structural changes that corporations need to make in order to shift pressures that require high production targets with low costs that often lead to gender-based violence.

Instead, corporations must work with and follow the lead of women-led worker organizations driving change along global garment supply chains.

Anannya Bhattacharjee, secretariat of Asia Floor Wage Alliance says, “The Garment Me Too campaign spotlights the torturous gender-based violence that garment women workers face daily in supplier factories across Asia. When women workers in precarious poverty-level jobs speak up they face immediate retaliation and backlash. If fashion brands are serious about commitments to women’s empowerment they and their suppliers should work, locally and regionally, with the Asia Floor Wage Alliance Women’s Leadership Committee (AFWA-WLC) — composed of women garment worker leaders across Asia — to change conditions in the factories immediately.”

Women and trade union leaders who work on the global supply chains day in and day out know the problems — and they know the solutions to addressing the issues. Women garment workers have been organizing to bring major brands and suppliers to the table in order to create a new standard across global supply chains that demands a woman’s right to work with dignity, earn a living wage, freedom from gender based violence and the ability to join and lead worker organizations so they can provide for their families, be successful and thrive within their communities.

“Global capitalism has caused the prevalence of gender based violence that haunts women garment workers daily within brand supplier factories.  With the #GarmentMeToo campaign, women garment workers are able to fight against gender based violence and demand that brands be held responsible and improve the working conditions within their supplier factories. This campaign will help break the stigma that women are weak and not capable of fighting back against the violence they face but instead fighting to create a workplace that empowers women. It is also crucial for brands to take gender based violence cases seriously and work together with women garment workers and trade unions to find the best solutions for them,” says Sumiyati Nama, a leader within the Serikat Pekerja Nasional Workers Union in Indonesia.

Innovative leadership helmed by garment workers and trade unionists will be able to enforce strong regulations, like the proposed ILO Convention, and other regional agreements through bargaining that would reach across borders in order to tackle gender-based violence and harassment along global supply chains and promote economic stability between brands, suppliers and trade unions at the local and international level.

The women trade union leaders in the Asia Floor Wage Alliance (AFWA) that represent thousands of women garment workers in India, Sri Lanka, Indonesia and Cambodia, with members producing clothes for H&M, Gap, Walmart, Nike and other well-known brands that global consumers continue to wear are leading organizing efforts to create these changes across global garment supply chains.

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Global Labor Justice (GLJ) is a US based strategy hub supporting transnational collaboration among worker and migrant organizations to expand labor rights and new forms of bargaining on global value chains and international labor migration corridors.

Asia Floor Wage Alliance (AFWA) was officially formed in 2006 and includes more than 76 organizations, including garment industry trade unions, NGOs, consumer groups and research institutes from more than 17 countries from across Asia, Europe and North America.

Bahasa Version:

UNTUK DIPUBLIKASIKAN SEGERA: 3 Mei 2019

Kontak: Nazly Sobhi Damasio, 312.687.8360, nazly@globallaborjustice.org

#GarmentMeToo: Buruh Garmen Perempuan Menuntut Dihentikannya Kekerasan Berbasis Gender di Seluruh Rantai Pasokan Garmen Global

Hari ini, Global Labor Justice (GLJ) dan Asia Floor Wage Alliance (AFWA) mengumumkan dimulainya kampanye global #GarmentMeToo. Kampanye ini merupakan visi transformasi kerja yang berpusat pada martabat dan jaminan ekonomi buruh/pekerja perempuan yang dipimpin oleh pemimpin perempuan serikat buruh/pekerja untuk mendapatkan solusi nyata dan sebagai bentuk sumbangsih pada standar perburuhan internasional yang baru dan terutama untuk membangun kekuatan serikat buruh/pekerja di tingkat pabrik, aliansi serikat buruh/pekerja, organisasi perempuan, organisasi hak asasi manusia, dan para konsumen di negara-negara tempat para pemilik merek memproduksi dan menjual produknya. Kampanye ini menyasar rantai pasok para pemilik merek garmen dengan tujuan membawa para pemilik merek dan suplier duduk satu meja dengan serikat buruh/pekerja di tingkat pabrik untuk merundingkan dan menciptakan perubahan di lini produksi pada tingkat sektor industri dan juga di sepanjang rantai pasokan global.

Pada masa gerakan #MeToo, pengorganisasian yang dipimpin perempuan muncul secara luas di seluruh dunia di lapangan, di pabrik, dan di ruang dewan direksi untuk mencapai tujuan keadilan gender dan inklusi dan melawan kekerasan terhadap perempuan. Pada peringatan 100 tahun berdirinya organisasi perburuhan internasional ILO, organisasi ini berupaya menetapkan standar internasional mengenai Kekerasan Berbasis Gender. “Melalui Kampanye ‘Garment Me Too’ ini, pemimpin perempuan buruh/pekerja garmen dan organisasi aliansinya mengungkapkan betapa seriusnya praktik penghisapan yang terjadi dan mengajukan usulan-usulan perubahan yang inovatif pada rantai pasok global untuk mencapai kerja layak, keadilan sosial, dan praktik kerja di masa depan yang memajukan perempuan,” kata Jennifer (JJ) Rosenbaum, Direktur Global Labor Justice di Amerika.

Pada peristiwa penting ini, para pemilik merek garmen dimana rantai pasokannya didominasi oleh perempuan, harus mengambil tindakan sebagai bentuk tanggung jawabnya untuk memperbaiki kondisi kerja perempuan yang berada di rantai pasok mereka dengan bekerja bersama organisasi pekerja yang dipimpin oleh perempuan, termasuk untuk mencegah kekerasan dan pelecehan berbasis gender.

Para pemilik merek telah memperlihatkan berulang kali bahwa mereka tidak melakukan investasi yang menciptakan stabilitas ekonomi dan kepastian tempat kerja yang bebas dari kekerasan berbasis gender bagi para buruh/pekerjanya di sepanjang rantai pasokan mereka. Program tanggung jawab sosial perusahaan dan audit mengalihkan persoalan mengenai pentingnya dilakukan perubahan struktural oleh perusahaan untuk mengubah tekanan target produksi yang tinggi dan biaya produksi yang rendah yang seringkali mengakibatkan kekerasan berbasis gender. Seharusnya, perusahaan bekerjasama dan mengikuti arahan pemimpin serikat buruh/pekerja perempuan untuk mendorong terjadinya perubahan di rantai pasok garmen global.

Anannya Bhattacharjee dari sekretariat Asia Floor Wage Alliance mengatakan, “Kampanye Garment Me Too menyoroti kekerasan berbasis gender yang menyiksa buruh/pekerja garmen perempuan di pabrik-pabrik setiap hari. Ketika buruh/pekerja garmen yang menjalani pekerjaan yang terus memiskinkan mereka bersuara, mereka mengalami tindakan balas dendam dan serangan balik. Jika para pemilik brand fashion serius mengenai komitmen untuk memajukan perempuan, mereka dan para supliernya harus bekerja di tingkat lokal dan regional dengan Komite Pemimpin Perempuan AFWA – yang terdiri dari pemimpin pekerja perempuan di Asia – untuk mengubah kondisi di pabrik dengan segera.”

Perempuan dan pemimpin serikat buruh/pekerja yang berada di rantai pasokan global setiap hari mengetahui persoalan yang terjadi di tempat kerjanya–dan mereka tahu solusi untuk menyelesaikan persoalan tersebut. Buruh/pekerja garmen perempuan telah mengorganisir diri untuk membawa para pemilik merek dan suplier ke meja perundingan untuk merumuskan standar baru yang memastikan hak perempuan untuk bekerja secara bermartabat, mendapatkan upah secara layak, terbebas dari kekerasan berbasis gender dan memampukan perempuan untuk bergabung dan memimpin organisasi buruh/pekerja sehingga mereka dapat menghidupi keluarganya, menjadi orang yang berhasil dan terus maju di masyarakat.

“Kapitalisme global telah mengakibatkan semakin masifnya kekerasan berbasis gender yang menghantui buruh/pekerja garmen perempuan setiap hari di pabrik-pabrik yang memproduksi barang untuk para pemilik merek. Melalui kampanye #GarmentMeToo, buruh/pekerja garmen perempuan dapat melawan kekerasan berbasis gender dan menuntut para pemilik merek untuk bertanggung jawab dan memperbaiki kondisi kerja di pabrik-pabrik supliernya. Kampanye ini dapat memutus stigma bahwa perempuan lemah dan tidak mampu untuk melawan kekerasan yang mereka alami dan melakukan perlawanan untuk menciptakan tempat kerja yang memajukan perempuan. Penting bagi para pemilik merek untuk memberikan perhatian serius pada kasus-kasus kekerasan berbasis gender dan bekerja bersama buruh perempuan dan serikat buruh/pekerja untuk mencari solusi terbaik bagi mereka,” jelas Sumiyati dari DPP Serikat Pekerja Nasional di Indonesia.

Kepemimpinan yang inovatif oleh buruh/pekerja garmen dan pemimpin serikat akan dapat menegakkan peraturan yang kuat, seperti Konvensi ILO yang diusulkan, dan perjanjian regional lainnya melalui perundingan yang dapat menembus lintas batas untuk menyelesaikan persoalan kekerasan dan pelecehan berbasis gender di sepanjang rantai pasokan dan memajukan stabilitas ekonomi di antara para pemilik brand, suplier, dan serikat buruh/pekerja di tingkat lokal dan internasional.

Para perempuan pemimpin serikat pekerja di AFWA yang mewakili ribuan buruh garmen di India, Srilangka, Indonesia dan Kamboja yang memproduksi pakaian untuk H&M, Gap, Walmart, Nike dan merek-merek terkenal lainnya yang digunakan oleh konsumen global, memimpin upaya pengorganisasian untuk menciptakan perubahan-perubahan ini di sepanjang rantai pasokan garmen global.

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Global Labor Justice (GLJ) adalah Jaringan strategis di Amerika yang memberikan dukungan pada kerjasama transnasional antar buruh dan organisasi migran untuk memajukan hak buruh dan bentuk-bentuk perundingan baru di rantai pasok global dan koridor migrasi pekerja internasional (https://globallaborjustice.org/)

Asia Floor Wage Alliance (AFWA) secara resmi terbentuk pada 2006 yang beranggotakan lebih dari 76 organisasi dari serikat buruh/pekerja garmen, NGO, kelompok konsumen dan lembaga penelitian dari 17 negara di Asia, Eropa dan Amerika Utara.

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FOR IMMEDIATE RELEASE: June 12th, 2019

CONTACT: Nazly Sobhi Damasio, nazly@globallaborjustice.org

#GarmentMeToo Campaign Launches Report on Gender Justice on Garment Global Supply Chains — An Agenda to Transform Fast-Fashion: Recommendations for the ILO and Garment Brands

As negotiations are underway this week at the International Labor Organization in Geneva to create a global standard on women’s labor rights, Global Labor Justice (GLJ) and the Asia Floor Wage Alliance (AFWA) released a new report today titled, “Gender Justice on Garment Global Supply Chains: An Agenda to Transform Fast-Fashion”, as a follow up to the #GarmentMeToo campaign that they launched last month.

This new report provides a clear road map for fast fashion brands on how to end gender based violence and harassment (GBVH) on garment production lines, along with a set of recommendations to the ILO. The recommendations are centered around low wage workers on global supply chains with key information about AFWA’s Safe Circle Approach —  a transformative approach to GBVH prevention that integrates key components of a corporate accountability approach.  

“Women workers organized to make gender based violence and harassment a priority for the ILO and the labor and human rights movement, said Jennifer (JJ) Rosenbaum of Global Labor Justice.  “An ILO Convention and Recommendation are only the beginning- ending violence and harassment on the shop floor and across supply chains requires innovative collaborations like the “Safe Circles Approach” with roles for brands, suppliers, and unions.“

AFWA’s safe circle approach was designed by the AFWA Women’s Leadership Committee in partnership with women workers on production lines and their trade unions, supplier factories and brands. It was created in response to GBVH in garment factories to develop and sustain a positive organizational culture on garment production lines.

“The research is clear: GBVH continues on garment global supply chains and current approaches are not working,” says Elly Rosita Silaban, a member of the Asia Floor Wage Alliance Women’s Leadership Committee (AFWA-WLC). “Multinational garment brands that drive the industry stand at a critical crossroads: will they use the Safe Circles Strategy as a new tool to root out GBVH, production line by production line? Or will they continue with a business model that relies on gender based violence and harassment for the sake of cheap labor and higher profits?”

Anannya Bhattacharjee, International Coordinator of Asia Floor Wage Alliance says, “When women workers in low-wage  jobs speak up, they face immediate retaliation and backlash. If fast fashion brands are serious about preventing GBVH on their supply chains, they should adopt the Safe Circles Approach and ensure their suppliers work, locally and regionally with the Asia Floor Wage Alliance Women’s Leadership Committee.”

Rukhmini V.P., a member of the Asia Floor Wage Alliance Women’s Leadership Committee (AFWA-WLC) says, “This report is a call to action across Asian global garment supply chains. Garment brands are generally in agreement that their internal grievance mechanisms to address GBV have not been successful, which was clearly shown in our 2018 report. Our response is for brands to adopt the Safe Circle strategies approach. This way supervisors and workers can work together to create a GBV free workplace by developing a common understanding though joint trainings.”

The #GarmentMeToo campaign builds on 2018 global supply chain research documenting gender based violence in Asian garment supply chains including H&M and Walmart. The reports documented and analyzed patterns of GBVH in Asian global garment supply chains.  The research also led to the formation of the Women’s Leadership Committee of the Asia Floor Wage including fourteen women trade union leaders across four countries organized to lead negotiations with brands aimed at collaboratively transforming cultures of impunity for gender based violence and harassment (GBVH) on garment global supply chains.

The 2018 global supply chain reports were covered by more than 50 news outlets across 17 countries, and described by The Nation as a “#MeToo Movement for the Global Fashion Industry.” Additionally, on June 5, 2018, H&M and Gap publicly declared support for a binding ILO Convention on workplace violence, including gender based violence in garment supply chains.

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Global Labor Justice (GLJ) is a US based strategy hub supporting transnational collaboration among worker and migrant organizations to expand labor rights and new forms of bargaining on global value chains and international labor migration corridors.

Asia Floor Wage Alliance (AFWA), founded in 2007, is an Asian labour-led international alliance of garment industry trade unions, labour rights organisations, consumer groups and research institutes across Asia, Europe and North America.

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