’To develop long-term partnerships with all the stakeholders in the supply chain to achieve sustainable compliance through Continuous Improvement and Capacity Building’
A concrete fact-finding approach
An interface between the Vendor and the Retailer towards mutual sustainability
Create realistic awareness on social compliance challenges
Assist in the development of a 'Continuous Improvement Plan', for all stakeholders in the supply chain
Continuous Improvement Systems goes beyond the scope of Audits. It addresses Pre - assessments, Gap Assessments, Supply Chain Interventions to ensure a Business Case for all stakeholders involved.
Continuous Improvement essentially looks at 'Vendor Development' instead of 'Vendor Evaluation'. It looks towards breaking the conventional cycle of 'audit', corrective action plan and re-audit as this ultimately leads to persistent non-compliance. Continuous Improvement services, will provide remediation strategies and practical solutions to the vendor and will focus on progressive measures to attain compliance. It looks towards developing the vendors to understand the positives of the social compliance requirements leading to the objective of 'Sustainable Compliance'. Hence a step further towards the vision of Globally Sustainable Supply Chain.
BCI exists to make global cotton production better for the people who produce it, better for the environment it grows in and better for the sector's future. BCI works with a diverse range of stakeholders to promote measurable and continuing improvements for the environment, farming communities and the economies of cotton producing areas.
BCI aims to transform cotton production worldwide by developing Better Cotton as a sustainable mainstream commodity.
To ensure the quality and consistency of the train-the-trainer program, BCI chose IRFT - International Resources for Fairer Trade as its Global Training Partner. In addition to acting as primary training provider, IRFT has worked with BCI to develop a unique global training program designed to provide Implementing Partners with a common understanding of the Better Cotton Standard System. Made up of distance learning, a four-day workshop, and an accreditation exam, the program combines active, participatory learning with a rigorous, technical focus to build a pool of qualified trainers within each partner organization.
Grapes Direct Ltd. - UK's leading specialist grape importer and prominent supplier to Sainsbury London. The company's business is based on the simple formula of connecting the best grape growers in the world with the UK's best supermarkets.
Grapes Direct was keen on incorporating the Ethical Trading Initiative (ETI) Base Code within their supply chain to the grower’s level. They approached IRFT to introduce the code to the whole supply chain in Nashik - the Grape Exporters, Packhouse Workers and Grape Growers.
Prior to the training, a Needs Assessment was conducted by IRFT to gauge the ground realities. Thereafter a customized, feasible and practical training module was created on ETI Base Code.
Sustainable Grapes Initiative, India
IDH - Stakeholder Roundtable Member of the Advisory Committee
'Developing A More Sustainable Indian Table Grape Industry'
Mack Multiples - One of the largest suppliers of fresh produce to the UK and the leading importer of table grapes from Nashik, India, approached IRFT to implement a three-year project on 'Decent Work' in the Grapes Supply Chain.
The aim of the 'Developing A More Sustainable Indian Table Grape Industry' project, was to address the following issues:
Insecurity and long-term business sustainability and profitability of grape farmers due to product quality, agronomic practices and low-skilled transient work force.
Low level of awareness and expectation of labour and human rights among largely female migrant workers at grape farms and at processing levels.
The project is being carried out in Nasikh district which is the grape capital of the country. It is a three-year project which began in June 2016 and is targeted towards Mack Multiples exporters and their field and pack house workers. Touching the lives of around 300 people and their families, the project will introduce new and more remunerative varieties of table grapes in the country, set-up systems and good practices towards uplifting the livelihoods and enhancing social and financial opportunities for the beneficiaries. As experts on Decent Work and Social Aspects, IRFT's main role is in working with the communities on establishing these aspects and more sustainable systems in the grape supply chain.
Responsible Mining Foundation - A charitable non-profit org. based in Amsterdam, The Netherlands. It was established to encourage continuous improvement in responsible mining in the minerals & metals industry by highlighting leading practice and transparently ranking the performance of mining companies on economic, environmental, social & governance issues. It aims to achieve this by creating and publishing an independent Responsible Mining Index on biennial basis.
The Roundtable Consultation on Responsible Mining Index, in conjunction with IRFT, was held at New Delhi followed by a field visit to Zawar Mines, Udaipur.
IRFT developed and implemented 'Child Labour Compliance Monitoring' programme in Mica Mines in India, in which IRFT will be assisting mica mines to comply with 'No Child Labour' and 'Child Education'.
LAUNCH OF RESPONSIBLE MINING INDEX 2018, GENEVA
The RMI 2018 web report is now live and can be accessed at:
RMI 2018 is an evidence-based assessment of 30 large-scale, geographically dispersed mining companies headquartered in 16 countries with collective assets of over 700 operating mine sites. The companies assessed in the Index represent approximately 25% of the total value of production of all mined commodities worldwide.
The Index focuses largely on company-wide policies and practices, while also looking at site-level actions at 127 mine sites in 40 developing countries. The Index covers economic, environmental, social and governance (EESG) issues with an emphasis on continuous improvement, leading practice and learning.
Syngenta Seeds Inc.
Child Labour and Health, Safety Environment Interventions in 3 locations, Karnataka, Maharashtra and Gujarat.
The training aimed at developing acceptance of the need to take positive steps in the Code of Conduct compliance, through effective communication tools that disseminate the core messages and simplify the code of compliance as beneficial to all stakeholders involved.
Syngenta 'Me & Mine' was replicated in 9 APAC Countries with training to Syngenta Staff in Bangkok. In the last Six years since inception, the programme has been replicated in 18 countries. The Syngenta 'Me & Mine' concept won the best CSR awards from Syngenta International AG.
Syngenta Seeds Ltd.
2nd Phase of 'Syngenta Me & Mine', programme - Health, Safety & Environment in the field operation pilot project in two Syngenta locations, Warangal & Eluru and to be further replicated in other states and countries of Syngenta presence.
The brand and Identity of the Code of Conduct training programme as 'Syngenta Me & Mine', to establish an ownership of the programme with the representing visual.
Children below the age of 14 years shall not be hired. In the case of hiring of young workers, requirements as per the local law must be adhered to.
Forced labour in any form shall not be used or contracted by the Facility.
Freedom of Movement – Employees shall have the right to leave the Facility without any restriction from the Employer. Further employees shall be allowed to move freely for rest breaks.
Discrimination of any form shall not be practiced.
HEALTH & SAFETY
Facility should have safe and healthy working environment to avoid any workplace hazards.
FREEDOM OF ASSOCIATION
Employees must be given the right to freely associate and bargain collectively.
Employees are not encouraged to work more than 60 hours in any week, including overtime. Employees must have one rest day during a seven-day period. Overtime hours worked are consensual and are compensated at a premium rate.
WAGES, BENEFITS AND COMPENSATION
Wages and Benefits shall be provided to all employees as per the local law and shall be provided on a timely basis.
Legal documentation pertaining to the Facility, including but not limited to Structures, Installations, and Operations must be valid and available for review.
The Facility must have hiring policy and procedure in place.