Page 2 of Appendix A of the MSA Transparency Statement only makes the following relevant comment on due diligence: "In March 2021 we issued a memorandum to all our manufacturer business partners, licensees, agents and materials suppliers as a reminder - through the sourcing of raw materials, parts, components, or finished goods - of the importance of conducting due diligence to ensure our supply chain is free from all forms of forced labour, including prison labour, and that the rights of the child are upheld and protected."
It is noted it does not refer to workers specifically.
'Effective grievance mechanisms
...
Suppliers continue to utilize the digital platform to better communicate with workers and inform them of their rights, as well as key operational updates. In 2020, there were 7,714 broadcast messages sent by factory management to workers; in 2021, this increased to 8,567.' - 7
While this does suggest that through the grievance mechanisms there is some level of communication between suppliers and workers, I can find no mention in the statement of direct communication by adidas Australia Pty Ltd with supply chain workers or representative groups in the statement or a relevant linked policy.
CORRECTION: Disregard previous comment, my apologies for the error.
Answer Change: 'No' to 'Yes'
Justification:
'Supply chain workers also have access to an operational grievance channel at a factory level, a mobile application-based ‘Workers Voice’ platform. We have progressively improved and expanded the use of this grievance platform and in 2021 more than 600,000 workers employed in 123 manufacturing facilities across 18 countries had access to this system, reflecting a 99% coverage of strategic manufacturing partners.' - 3
'Responses received through the ‘Workers Voice’ platform are carefully tracked by adidas, using KPIs and dashboard reviews, case satisfaction ratings and on-site worker interviews. This allows us to evaluate the efficacy of the grievance channels, see major cases in real time and undertake timely interventions, where necessary. It also helps us understand the main challenges and labour rights issues in a factory and track how the factory management and their HR teams resolve cases and communicate their findings.' - 4