Schijvens retains Leader status at Fair Wear Foundation

Schijvens retains Leader status at Fair Wear Foundation

February 13, 2024

Annually, Schijvens is assessed for its human rights due diligence efforts and is rewarded with a very good score 8.8. This makes us leader within Fair Wear with the highest score achieved in 2023 amongst all brands.

Fair Wear’s Brand Performance Check has evolved into a tool to evaluate and publicly report on the Human Rights Due Diligence efforts of Fair Wear’s member companies. During a performance check, Fair Wear investigates how far member companies have integrated human rights due diligence into their core business practices and assesses how the practices of member companies support the Fair Wear Code of Labour Practices (CoLP).

In 2023, Fair Wear implemented a new performance check methodology aligned with the OECD guidelines on HRDD. This new methodology raises the bar and includes some new indicators, which may result in a lower score for member brands. Because this is a transition year, Fair Wear lowered the scoring threshold. That is why we are extra happy with this high score and the retention of our leader status.The new Brand Performance Check Guide 2022 takes a more tailor-made approach. It helps brands prioritise and focus on specific topics depending on risks and required remediation in a brand’s supply chain. This approach has the benefit of rewarding specific, innovative supply chain behaviour and results.

Here is a summary of the findings:

  • Schijvens has shown advanced results on performance indicators and has made exceptional progress. With a total benchmarking score of 88, the member is placed firmly in the Leader category.
  • Schijvens conducts risk scoping for all sourcing countries and includes all eight labour standards. The member company systematically identifies human rights risks for each production location.
  • Schijvens aims to enroll all its suppliers in full assessments. Based on the risk assessment, the member company has developed an action plan for most of its suppliers. Having identified safety risks for its suppliers in Pakistan, Schijvens was keen to sign the International Accord when it extended its operations to Pakistan in 2023. As the member is active in countries where gender is a high risk, Schijvens has put in a lot of effort in developing a women empowerment programme in Pakistan to create more equal working conditions and job opportunities.
  • Schijvens shows it takes its commitment to living wages seriously and is steadily rolling out its living wage costing to other suppliers.
  • The supplier contract, created in cooperation with its suppliers, isolates the price increase for a living wage from the margin for the buyer and agent to prevent price escalation.
  • Schijvens has done a lot of work to ensure its practices align with the OECD guidelines on Human Rights Due Diligence (HRDD) and seems well‐placed to improve its practices and work on further implementing mitigative and preventive measures in the coming years.

We will of course not sit still and will continue with areas for improvement and projects, particularly on the themes of living wages, freedom of association, overtime and gender equality.

Curious about how Schijvens scores on the indicators and where improvements can still be made? Read the entire report here.