In 2023, I coordinated research into meaningful stakeholder engagement in the garment and textile sector for STITCH (a consortium of CNV Internationaal, CDI, Cividep, Fair Wear Foundation and Mondiaal FNV). In 2024 we presented the findings in an OECD side session. Watch the video below or take away the most important advice for companies at the bottom.

• Embed Engagement Throughout the Entire Due Diligence Cycle: Rather than treating it as a one-off task, companies must ensure stakeholder consultation is continuous and integrated into every step of the Human Rights Due Diligence (HRDD) process, starting from the initial planning stages.
• Prioritize Safe Spaces for Worker Consultation: To get honest feedback, engage workers in environments where they feel secure, such as homes or community settings, rather than on the factory floor where power dynamics may prevent them from speaking freely.
• Collaborate with Trade Unions as “Bridges”: Recognize trade unions as legitimate representatives who can act as a link between international brands and local workers. Consult them to identify “hidden” risks often missed in standard audits, such as violations of freedom of association or trade union rights.
• Align Internal Commercial and Social Responsibility Teams: Companies should bridge the gap between their commercial/buying teams and their social responsibility departments. Ensure that purchasing practices (such as lead times and pricing) do not undermine the supplier’s ability to maintain fair working conditions.
• Actively Solicit and Use Supplier Feedback: Move beyond simple surveys and engage in face-to-face dialogue with suppliers to understand how brand behaviors impact their operations. Crucially, companies must take action based on this feedback; gathering data without implementing changes can damage trust and make problems worse.
• Support Robust, Multilingual Grievance Mechanisms: Partner with suppliers to implement effective grievance tools, such as digital apps or hotlines, that are available in the native languages of all workers, including migrants. These systems should have clear escalation paths to ensure even the smallest issues are addressed by management.
• Adopt a “Two-Way Street” Approach: Engagement must be reciprocal. Companies have a responsibility to demonstrate to stakeholders how their input has specifically influenced HRDD policies and led to actual improvements in working conditions.
• Utilize Worker-Driven Data Tools: Support the use of independent, worker-led monitoring tools and apps (like “WeCheck, DecentWorkCheck and Fair Work Monitor”) that allow workers to proactively report on their own working conditions and receive legal aid if necessary.
• Foster Trust Through Long-Term Relationships: Engagement should be based on trust and collaboration rather than policing. This involves working with local grassroots organizations and worker collectives that have already established long-term familiarity with the workforce