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"Engaging potentially affected stakeholders Engaging potentially affected stakeholders in program design and evaluation is the cornerstone of any genuinely robust Human Rights Program. On this, we need to do more. While we made progress on our commitment to “design and pilot a mechanism for potentially affected groups to participate in program design and evaluation,” our desired pace has been hampered by the ongoing impacts of COVID-19 in both our local and international value chains. The following are three examples of where this work has begun:

Listening to our COVID‑19 affected workers in Bangladesh

To triangulate the findings from the virtual factory visits and management interviews at supplier sites in Bangladesh, this year we rolled out a survey to 2,694 workers across 10 apparel factories. The responses from workers regarding grievance mechanisms, wages and benefits, medical facilities and COVID-19 initiatives of the factory were positive. The survey did, however, identify that workers required more hygiene products and that they experienced stress when at work. In response, our team coordinated with suppliers so that more hygiene products are available onsite. We are further preparing a train-the-trainer on wellbeing at work and stress release exercises. The survey also identified that 85% of workers felt they would benefit from training on nutrition. Working better together, our Woolworths Health + Nutrition team helped develop a nutrition awareness poster that was translated and distributed in factories. Our local team arranged nutrition training which was attended by 185 workers in three factories. More sessions are scheduled for F22. We will work to integrate this learning into our program on the Indian subcontinent.

Working with the unions and workers in Australian horticulture

In F21 we planned to continue worker education programs in partnership with the unions. Due to COVID-19 border restrictions and timing of harvest seasons, we were unable to deliver these. Instead Woolworths Group coordinated and facilitated multi-stakeholder, pre-harvest information sessions for suppliers and labour providers on workplace compliance. The sessions were targeted at higher risk regions, Sunraysia and Goulburn Valley, and included presentations from the Fair Work Ombudsman, WorkSafe Vic, Department of Health and Human Services, Labour Hire Licensing Authority (Vic) and unions. Presenters communicated key messages on legislative requirements, labour hire licensing regimes and facilitating a COVID safe harvest. Ninety-two participants attended the two sessions. In F22 we aim to return to in-person events as soon as practicable.

Consulting with our teams In November 2020

Woolworths Group launched our Sustainability Plan 2025. As part of the company-wide consultation on the plan, we held two interactive sessions with team members from across the Group on our Human Rights strategy. We were joined by survivor advocate, Moe Turaga, who shared his past experience of working in a situation of bondage on an Australian farm. Through this discussion our team contributed ideas on how we could better identify and support at-risk customers, something we will explore further in F22. Recognising the diversity within our team and seeking their input into issues that matter, we have designed listening sessions with participants on Woolworths Refugee Employment program. These will be rolled out in F22.