Embargoed until 22 February 2001 WORKERS’ VOICES: An Interim Report on Workers’ Needs and Aspirations in Indonesia A three part report of the Global Alliance for Workers and Communities In partnership with Atma Jaya Catholic University and Nike Inc. 11 Global Alliance for Workers and Communities The Global Alliance was launched in April 1999 to provide workers around the world with opportunities to better develop their potential and fulfill their aspirations both inside and outside the workplace. The Global Alliance’s mission is to improve the lives and future prospects of workers involved in global production and service supply chains, the majority of whom are young adults, and to promote collaboration among the private, non-profit, and public sectors in support of these efforts. The Alliance is an initiative of the International Youth Foundation, in partnership with Gap, Inc., Nike, Inc., The World Bank, and with support from the Pennsylvania State University, St. John’s University, and private foundations. CSDS of Atma Jaya Catholic University, Jakarta, Indonesia Centre for Societal Development Studies of Atma Jaya Catholic University (CSDS) in Jakarta was established in 1972 to assist in the development of Indonesian society, particularly in urban areas, through societal development studies, training activities, and information services. The Centre has conducted numerous research projects in community health services, maternal and child survival, labor (especially women and children), land use and urban planning, teaching and learning processes in higher education, educational economics, and child rights. CSDS is currently staffed by 22 full- time researchers with Masters’ and Doctoral degrees who have expertise in quantitative and qualitative research methodology. Special emphasis has been placed on research with “hard-to-reach” populations such as street children, those engaged in child labor, sexually exploited children, and those who live and work in dump-site areas. CSDS believes in partnership and has worked with such national and international groups as: USAID, AusAID, UNFPA, ILO, CIDA, UNICEF, Forgart Foundation, Ford Foundation, Population Council, Nuffic and numerous local non-governmental organizations. 22 TABLE OF CONTENTS I. INTRODUCTORY STATEMENT by the Global Alliance …………………………………………….5. II. WORKERS’ NEEDS ASSESSMENT RESULTS by Atma Jaya University ………………………………………..10 Contextual Overview……………………………………………..11 Objectives and Methodology…………………………………….17 Details of Workplace Findings…………………………………..23 Findings about Workers’ Quality of Life, Concerns, Needs and Aspirations……………………………44 Attachment: Research Biographies…………………………….60 III. REMEDIATION PLAN …………………………………………..63 by Nike, Inc. . 33 Section One Introductory Statement by The Global Alliance 44 Introductory Statement This report, prepared by the Global Alliance for Workers and Communities, discusses aspirations and concerns of workers in nine Nike contract factories in Indonesia. It is organized in three sections. This Introduction discusses the Global Alliance’s work, the chronology behind this report’s development, the process for reviewing it and making its initial findings public. Section Two of this report details the “Needs Assessment Results” generated by the Centre for Societal Development Studies of Atma Jaya Catholic University (CSDS) in Jakarta, which the Global Alliance commissioned to conduct a comprehensive assessment process using surveys, in depth interviews and focus groups. Section Three of this report details Nike’s Remediation Plan, its response to various issues that were raised in the assessment process. Background To achieve the Global Alliance’s mission of improving the lives and future prospects of workers involved in global production and service supply chains, the majority of whom are young adults, and to promote collaboration among the private, non-profit, and public sectors in support of these efforts, it uses a variety of strategies. These strategies include: • identifying and assessing the life aspirations and workplace concerns of workers involved in global production by directly and confidentially soliciting their ideas and feedback; • designing and implementing personal development and training programs, based on best practices, that address the needs and aspirations identified by the workers themselves; • carrying out management training programs on labor issues and workplace improvements for factory owners, managers and supervisors; and • increasing awareness of the needs of workers, most of whom are young adults, through regular public reports demonstrating results by company and country. This report relates directly to two of these strategies: identifying worker aspirations and increasing awareness about the needs of workers. For this assessment process to work effectively requires Nike and its contract factories to provide unprecedented access and transparency so that the Global Alliance can conduct confidential conversations with large numbers of their workers and factory personnel. Throughout the GA’s assessment process in Indonesia, both Nike and its contract factories have provided this kind of open, collaborative and transparent environment, resulting in our ability to learn a great deal about the aspirations and challenges of workers. In the course of the Global Alliance’s assessment process, workers are asked to identify their needs and hopes for the future, both at work and in their communities. The information from these workers’ interviews and subsequent focus groups is used by the Global Alliance and Nike to develop services and programs that address the workplace issues and quality of life improvements identified by the workers. This assessment process is not designed to monitor these workplaces’ compliance with company codes of 55 conduct or with national law. However, given the intensive, comprehensive, confidential, and participatory nature of the assessment process, workers’ concerns about the workplace related to code of conduct compliance issues are inevitably discussed. This report is the third in a series, following earlier reports commissioned by the Global Alliance in Thailand and Vietnam. The earlier reports involved five contract factories in Thailand and seven contract factories in Vietnam. With this Indonesian report, the Global Alliance has now assessed the aspirations and needs of workers in 21 of the more than 700 contract factories in Nike’s supply network, although these factories involve approximately 20 percent of the workers engaged in making products for Nike. Later this year, we plan to publish a report on worker aspirations in China. For more information about where, with whom, and how the Global Alliance works please see our website, www.theglobalalliance.org. Chronology The Global Alliance activities were launched in Indonesia in February 2000 with an effort to identify a respected national research institution that had conducted research on a wide variety of development-related topics, with expertise using both quantitative and qualitative research methods, and experience working with foreign partners. That search led us to CSDS. As the first step in the assessment process, in April 2000 the Global Alliance conducted a workshop with CSDS where the researchers from Thailand and Vietnam, who had worked on the earlier Global Alliance country reports, met with their Indonesian counterparts to adapt and refine the assessment tools and processes. Regarding questions about harassment, for example, the survey was modified to ask about four specific types of harassment, including whether it involved a supervisor or manager, and whether it occurred within the factory during the previous 12 months. On a parallel track, the Global Alliance worked with Nike to identify its contract factories that were willing to participate in the Global Alliance, beginning with the assessment process. The factories and Nike voluntarily provided open and confidential access to their workers and factory premises because of their genuine concern in learning about the concerns and aspirations of their workers. The Global Alliance in Indonesia is now active in nine factories that produce footwear, apparel, and equipment for Nike, with a combined total of 53,810 workers. Over the course of the next few months, CSDS translated the survey instruments and worked closely with Global Alliance to complete this adaptation, identify and train data collectors, field test the survey instrument, collect factory demographics, and conduct in- depth interviews with key factory personnel. Between August and October, the quantitative survey was conducted involving more than 4,000 workers participating in face-to-face interviews. Between December and February qualitative data was gathered from 450 works in 45 focus group discussions. Data from these focus groups are currently being analyzed. After the quantitative survey was completed at the end of October 2000, it was clear that a number of compliance issues were raised. These included worker comments about deaths they believe occurred on factory premises, harassment, and trading sex for jobs or favorable treatment. At that time, the Global Alliance sought to verify the reliability of this information. This is very difficult to do given the confidential nature of the 66 assessment process and the fact that what is reported is workers’ perceptions. After determining that this information was based on genuine worker perceptions, and consistent with the Global Alliance’s policy related to learning directly about serious issues or alleged code violations, the Global Alliance reported this information to Nike’s chief compliance officer. The Global Alliance conveyed this information to Nike at a meeting in Baltimore, Maryland in early-November. At that time, Nike began to examine these reports about alleged violations, since the Global Alliance is not an investigative body and does not have the expertise or capability to do so. However, given the nature of these allegations, the Global Alliance’s Chairperson traveled to Indonesia during the first week of December to meet personally with the researchers in order to better understand the nature of these reports and their implications for the Global Alliance’s future work. Following that trip, the Global Alliance and Nike made a decision to issue an interim country report, rather than awaiting a final country report that will likely not be ready until the end of April 2001. It was decided that given the nature of some of the allegations and the Global Alliance’s and Nike’s commitment to transparency that such an interim report should be released. In January and early February a number of focus groups were conducted to examine more closely some of the issues that the Global Alliance learned in the course of conducting the survey. Needs Assessment Results Section Two of this document contains the results of the assessment process conducted by CSDS, which worked closely with the Global Alliance. This assessment report covers multiple topics of interest and concern to workers, from workplace issues such as educational and job-related skills enhancement, to workers’ aspirations for their future. The Needs Assessment Results are based on all the quantitative worker surveys in all nine factories—more than 4,000 in all, but includes only limited information from the focus groups. The final report will provide much more detailed analysis and all data collected through the focus groups, which were completed February 17t, and the data which is currently being analyzed. Regarding workers’ aspirations, these included enhancing their formal education, as well as improving both their factory-related and non-factory related work skills, such as computer work, sewing, cooking, handicraft, and small-scale business. Since many of these workers only stay in these jobs for three years or so, workers were also very interested in developing a set of non-work related skills to improve the quality of their welfare and home life. These included how to provide adequate health care and education for children, and managing household finances. Workers also expressed an interest in volunteering on projects to improve their communities - from improving the environment and planting trees to supporting religious activities and assisting their poorest neighbors. Regarding workplace issues, the report revealed a number of issues related to compliance with Nike’s Code of Conduct, ranging from compensation, to overtime, various forms of harassment and abuse, and to reports of two deaths that allegedly occurred on factory premises in two different factories. 77 Nike Response Consistent with Global Alliance’s procedures, when compliance issues arise they are immediately brought to the attention of its corporate members, in this case Nike. After learning from the GA of possible compliance issues, Nike took extraordinary measures to examine these allegations. It commissioned and committed substantial resources to undertake a serious investigation using third party and local investigators to look into and probe the issues of alleged sexual favors and reported deaths. Based on this, Nike and its contract factories have developed a detailed Remediation Plan in response to the assessment, which is contained in Section Three of this report. This plan acknowledges that the Global Alliance assessment process has highlighted, along with other information, some areas of needed improvement in Nike’s approach to its overall labor compliance efforts, and specifically in some Indonesian factories. Accordingly, the plan sets out a two-pronged strategy for remediation covering not only the particular factory circumstances but also a broader company-wide review of its overall approach in this area. Global Alliance Response An Operating Council provides operational oversight of the Global Alliance. To ensure that all parties are operating in good faith within the Global Alliance, it is the task of this Operating Council to assess the proposed remediation plan of a member company when compliance issues arise. Following consultations between Nike and the Operating Council in the development of the remediation plan, Nike submitted its final plan for review. Upon due consideration, members of the Operating Council unanimously expressed their judgment that upon learning of the alleged violations surfaced through the Global Alliance assessment process, that Nike had acted in good faith, and developed a serious and reasonable remediation plan that is contained in Section Three of this document. Nike abstained from expressing a judgment due to concerns about conflict of interest. The Operating Council is comprised of three categories of members: currently two affiliated with the International Youth Foundation (IYF) that administers the Global Alliance, two corporate members, and three joint appointees. The IYF members are Rick Little, its Founder and President and also Chair of the Council, and Victoria Bigio, an expert on youth development and private consultant (Venezuela); the Operating Council’s corporate members are Maria Eitel, Vice President, Corporate Responsibility and Senior Adviser, Nike, Inc. and Anne Gust, Executive Vice President and Chief Administrative Officer, Gap Inc. the joint appointees are Nieves Confesor, Director, Human Resources Productivity, Asian Institute of Management (Philippines), Nemat Shafik, Vice President, Private Sector Development and Infrastructure, The World Bank (Egypt), and Simon Zadek, Chairman, Institute of Social and Ethical Accountability (United Kingdom). Consistent with its commitment to transparency, the Global Alliance is releasing this interim report. In April, we expect to issue the final country report that will be based on completed focus groups at all nine of the Nike contract factories participating in the Global Alliance in Indonesia, as well as the quantitative reports already finished. We will also be sharing quarterly updates prepared by Nike on its progress related to the implementation of its remediation plans, as well as our own periodic Progress Reports and updates on the Global Alliance website, www.theglobalalliance. 88 Through our experience to date in Indonesia, and building on our earlier experiences in Thailand and Vietnam, the Global Alliance is convinced that its comprehensive, participatory assessment process offers new opportunities for workers to put forward their aspirations and concerns. The Global Alliance intends to use these experiences as one basis for an ongoing evaluation of our approach with a view towards continuous improvement. Towards that end, we welcome any of your comments and/or suggestions. Please send them to the Global Alliance’s Executive Director, Kevin Quigley, at [email protected]. We sincerely hope that this report contributes to a greater understanding about workers in the global supply chain in Indonesia and elsewhere and brings us closer to our goal of improving their workplace experiences and opportunities. The Global Alliance 22 February 2001 99 SECTION TWO: WORKERS’ VOICES: An Interim Report of Workers’ Needs and Aspirations in Nine Nike Contract Factories in Indonesia Prepared by: The Center for Societal Development Studies Atma Jaya Catholic University Jakarta, Indonesia For Global Alliance for Workers and Communities 32 South Street, Suite 500 Baltimore, MD 21201 USA 1100