Show:
The Guidebook
The Process
Purpose of GIFW
Effective Behaviors
Dos and Don'ts
100
Complex
Is GIFW a simple or complex process?
100
Less than 2500 workers: 1.5% of the workforce, with a minimum of 15 complete worker interviews (minimum of 8 individuals); More than 2500 workers: 1% of the workforce
What is the proper sample size when doing GIFW during LS&Co. assessments?
100
To verify actual conditions when other information on factory conditions is conflicting
Why gather informaton from workers?
100
In safe, public places Somewhere that is easily reached by the worker and where he/she feels comfortable
If you conduct offsite interviews, where should they be conducted?
100
BOTH individual and group– But at least half should be individual interviews
What is Which does LS&Co. require– individual or group interviews?
200
To standardize LS&CO.’s process of GIFW amongst all monitors
What is "why did LS&CO. establish a guidebook for gathering information from workers.
200
You will talk to workers, privacy is required Request a location comfortable to workers Inform workers will be selected randomly & no assistance is needed Confirm workers will be paid for time spent during discussions Request supervisors, staff, security personnel to be absent from all discussion locations Interruptions, interferences, intimidation before, during or after discussion will not be acceptable
What is What points about GIFW do you make with management during an opening meeting?
200
To obtain information on TOE compliance from key stakeholder group
Why gather inforamtion from workers?
200
Effective eye contact Facial Expressions Nodding appropriately Gestures Give enough space Be relaxed and look relaxed Sit next to workers than across the table
What is effective listening?
200
As little as possible during the actual conversation After the conversation is over If absolutely necessary, with the worker’s consent Workers' names should be here only- not in the IMS.
How and when should you take notes during GIFW?
300
Sample size is achieved You’ve spoken with a representative sample of workers A significant number of workers report the same conditions Worker reports are substantiated by documentation or observation
What is How do you know if you’ve gathered enough information?
300
on factory floor, in cafeteria or canteen during lunch in the washrooms, at breaks, or at any time that seems appropriate
Where should workers be interviewed?
300
To detect the areas of concern like wages, OT, harassment and abuse early
Why gather information from workers?
300
Do not make any promises! Your role is to gather information and report only. *Encouragement to “form and join union,” “get organized and raise your voice,” “leave this job” (for example) may turn out to be damaging for workers, for the factory, as well as the relationship between the factory and LS&Co.
What is What do you do to manage worker expectations?
300
Establishing rapport and trust with workers Workers should be interviewed in a location that is comfortable and secure for the worker Person obtaining information from workers should be trained in LS&CO.’s process for gathering information from workers It helps if profile of the person obtaining information from workers matches the profile of the workers
What is the best way to gather good information from workers?
400
For information from workers to be considered reliable, at least two or more workers must confirm it and they must be observed to be comfortable and candid when providing information Reliable information from workers must be compared with information from other sources to be established as valid When conflicting information cannot be resolved, observation of key indicators and the assessor’s own judgment should be used to determine what is valid.
What is considered ‘reliable’ information?
400
BOTH Individual and Group– It depends on culture, factory dynamics and worker preference (among other factors).
What is better- individual or group interviews?
400
To determine the degree to which TOE has ?penetrated daily factory operations
Why gather information from workers?
400
decide whether to stop interviewing immediately and move to off-site interviews, speak to additional workers to obscure the sources of findings, or delay providing findings to management in order to begin to disassociate worker comments from the assessment findings.
What do you do if management interrupts a conversation or don’t allow you privacy with workers?
400
Gender Production locations (different lines or buildings) Shifts Pregnancy status Ethnicity Length of work at the factory Religious/other beliefs (may observe dresses) Age – see personnel files Immigrant status – see personnel files Wage levels - see payroll records Workers with high overtime - see attendance sheet Contract and non-contract workers – see personnel files
What is What demographic characteristics should you look for in workers?
500
Management’s apprehensions and resistance Workers being coached Watchful presence of supervisors and line leaders Workers’ skepticism to the fruitfulness of process Workers’ fear of adverse consequences or risk involved Past negative experiences Observer “error”
What is "why is the process for gathering information from workers so complex"?
500
Pre-assessment Facility inspection Records Review During worker breaks and lunch Post-assessment
What is "at what point in the process should you do GIFW?"
500
To detect the areas of concern like wages, OT, harassment and abuse early
What is why gather information from workers?
500
Control your own emotions, maintain distance Acknowledge concern and assure he/she has been understood Do not counsel Do not make promises that can not be kept provide consolation, After collecting relevant information politely terminate discussion Acknowledge the concern and assure it has been understood
What is What should you do if a worker becomes upset when talking to you?
500
Workers should be provided with a means to contact the Assessor Assessor should keep a record of workers interviewed and should check their status on a follow-up visit Information from workers should be shared with management only in general terms and should never be attributed to a specific worker Management should be fully informed of the consequences of interfering in the process of obtaining information from workers
What is How are workers protected from retaliation by their employers?