You are: Supplier

Status: Taking your HRDD to the next level

You represent a complex and pivotal part of the seafood supply chain, sourcing from and selling to multiple companies. Given your access to operations throughout the supply chain, you can have a critical influence on the implementation of best practices. You have the power to improve conditions and sourcing options across the industry.

Taking your human rights due diligence (HRDD) program to the next level requires dedication and in-depth knowledge. As you develop your program to improve working conditions and meet the expectations of consumers, the Engage, Take Action, and Iterate steps of the Roadmap can offer information on maximizing your impact by working collaboratively, taking action to prevent and remedy human rights issues in your supply chain, and effectively reviewing and updating your program in the future. These steps of the Roadmap steps also include direct advice andto enhance your program:

• Develop partnerships and long-term relationships with processors and producers. By increasing the proportion of long-term contracts in your supply chain, you maximize your ability to plan, as well as incentivize your processors’ and producers’ HRDD investment, participation, and progress. 
• Align supply chain policies, practices, and commitments to uphold the right to freedom of association and collective bargaining. Require seafood workers to be educated and trained on their rights. Contribute resources to make it happen; you can do this by partnering with a local civil society organization or NGO. 
• Require Wi-Fi access for seafood workers on vessels, with an access agreement that includes terms, hours of use, and privacy stipulations. This access ensures freedom of communication and the ability to access grievance mechanisms.
• Develop company policies and assessment processes for responsible recruitment. Commit to the employer pays principle. Track labor brokers who are known to charge workers fees and commit other violations; ensure that these brokers are not used.
• Create and implement a process to routinely assess your due diligence. Reference internal KPIs, time-bound goals, and timelines to evaluate the successes and shortcomings of your HRDD program. Identify areas for improvement using risk assessments, audits, worker surveys, and grievance data. 

The Tips and Examples sections of the Roadmap provide examples and case studies that show how these steps can be implemented.

In August 2008, a media iinvestigation alleged the exploitation of around 1,200 migrant workers from Bangladesh, Vietnam, and Myanmar in a factory in Kuala Lumpur, Malaysia. Workers were housed in substandard accommodation, had their passports withheld, and were subjected to excessive and unfair monthly wage deductions. The factory withheld passports to compel workers to pay their own employment-permit fees, ordinarily paid by the company. 

Nike immediately investigated, confirmed the claims, and implemented an immediate action plan to protect the rights of workers in its Malaysian supply chain. Nike required the factory to make the following nonnegotiable and immediate changes: (1) Reimburse migrant workers for fees associated with employment; (2) pay all future fees associated with employment as a cost of doing business; (3) provide airfare for workers wishing to return home, irrespective of contract requirements; (4) move workers into new Nike-inspected and approved housing; (5) provide workers with immediate and unrestricted access to their passports; and (6) provide workers with access to a 24-hour Nike hotline to report violations. 

Nike also committed to review its entire Malaysian contract factory base and require factories to institute these same policies. In addition, Nike has engaged with a local NGO, Tenaganita, to implement management training programs in Nike supplier factories, aiming for improved treatment of migrant workers.