To fully address social and environmental issues in our supply chain, we aim to communicate directly with workers to understand their questions, concerns, and priorities. In 2017, we conducted the following worker engagement, evaluation, and communications activities:
• Researched the grievance mechanisms available to workers in our commodity and final assembly suppliers. Based on this assessment, all of HP’s final assembly suppliers have accessible grievance mechanisms in place and have informed workers about how to access those systems. According to the recent RBA Code revision, these suppliers must now prove effectiveness of those mechanisms, including the percentage of grievances addressed and closed. In 2017, we surveyed worker voice service providers and assessed related tools offered for the industry. Moving forward, we plan to develop the ability to confirm that suppliers are meeting our expectations for critical requirements and improve our ability to monitor grievances and hear worker voice.
• Piloted a “workplace of choice” program in Malaysia. Nearly 1,900 foreign and local workers in two supplier factories were surveyed as part of a “workplace of choice” pilot conducted by an external monitoring firm. Key objectives were to evaluate worker experiences (including hiring, working hours and wages, passport retention, and housing conditions), help shape worker trainings, and assess grievance systems. Thirty-eight percent of foreign workers had voiced concerns in the prior 12 months. Of those, 66% felt that their concern had been only partly addressed or not addressed at all. Nonetheless, 69% noted that they trusted the existing communications channels. Seventy-two percent of foreign workers and 67% of local workers reported happiness with their job overall, with the majority planning to renew their contracts. We believe that gaining more visibility and insight into existing grievance mechanisms will help us to enhance their effectiveness at remedying workers’ concerns.
• Developed a training program for young foreign migrant workers and their supervisors in Malaysia. Working with the Center for Child Rights and Corporate Social Responsibility, 11 training sessions were carried out for more than 280 workers in three factories between March and August 2017. Eighty percent of the participants reported an improvement in managing emotions and increased positivity about work and life, while more than 40% agreed they felt better able to communicate with others, manage conflicts, manage stress, and remain motivated at work. Supervisors expressed an improved ability to provide feedback to young workers and an increased awareness of their needs.