Promotion of Responsible Representation for Workers and Employers Training-of-Trainers Workshop Report Dhaka, 26 th 30 th April 2008 The Training Team Sebastian Siegele SusA Richa Mittal Fair Labor Association Sharon Otoo SusA 2 1
Contents 1. Overview of the Project 2. The Training-of-Trainers Workshop 3. Progress of the Workshop 4. Visit to Dhaka Export Processing Zone 5. Outcome of the Training-of-Trainers Workshop 6. Evaluation by Participants 7. Outstanding Issues 8. Next Steps 3 1. The Project 2
: The Bangladesh Project : Promotion of Responsible Representation for Workers and Employers Improve communication and dialog between workers and managers in factories Awareness raising and training concerning workers representation Capacity building training for workers representatives Factory-based training for workers and managers Action Learning approach 5 Project Activities at a Glance 1 2 Touch Base Meetings February 08 3 4 5 6 7 8 9 WS 1 Factory WS 2 Introductory Baseline Factory Awareness Awareness Workers meeting Assessment Visit Raising Training Reps Month 1 TOT-WS 5 days April 08 Month 2 Month 3 Month 5 Month 7 Continuous support by local trainer Including factory visits and factory level training Month 8 10 11 WS 3 Action Plan Month 9 WS 4 Networking Kick-Off Phase Training Phase Follow-Up Phase Month 10-16 Month 17 TOT - Training of Trainers WS - Workshop 12 Impact Assessment Month 18 Closure Phase 6 3
2. The Training-of-Trainers Workshop Aim of the Training-of-Trainers Workshop Prepare the trainers for their tasks in the project Optimize the prepared project material Provide an opportunity for interested individuals and organizations to participate Strengthen informal networks Build-up capacity and know-how Share learning, skills and techniques 8 4
Overview of the Training-of-Trainers Workshop Saturday 26th April Sunday 27th April Monday 28th April Tuesday 29th April Wednesday 30th April Background Information & Project Design Dialog Program: Identify Problem Dialog Program: Cause Analysis Factory-based Training Session Dialog Program: Cause Analysis & Goal Analysis Dialog Program: Find & Agree on Solutions, Action Plan Baseline & Impact Assessment Review of Training Open Questions 9 Structure of the Workshop Duration and Timing Five days, 09:00 until 17:00 Four sessions per day, each lasting 90 minutes Breaks: socialising & reflection Methods and Materials Lectures Group work Role-plays Hand-outs Presentations Discussions Skills and Qualities Flexibility Creativity 10 5
Participants 1 KHADIZA AHMED PHULKI 2 DILAFROSE PHULKI 3 CHAND SULTANA CHANDA PHULKI 4 SHAHIDA PARVIN PHULKI 5 MONJURY BANERJEE PHULKI 6 SALMA PARVIN PHULKI 7 FERDOUSI AKHTER PHULKI 8 AYESHA SULTANA PHULKI 9 FAHMIDA KHATOON PHULKI 10 SURAIYA HAQUE PHULKI 11 SELINA BEGUM PHULKI 12 P. V. SRINIVAS T-GROUP SOLUTIONS 13 ANIL SAHAI T-GROUP SOLUTIONS 14 ZIA AHAD PHILLIPS-VAN HEUSEN 15 RICHA MITTAL FAIR LABOR ASSOCIATION 16 SHARON OTOO SUS-A 17 SEBASTIAN SIEGELE SUS-A 11 3. Report on Actual Progress of Workshop 6
Introduction to Innovative Training Methods Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Identify Problem Cause Analysis Goal Analysis Find Solutions Agree on Solutions Action Plan Six Steps to Problem Solving Problem Identification Cause Analysis Goal Analysis Finding Solutions Agreeing Solutions Action Planning The Role as a Trainer Facilitation vs. interference Leadership Using the Metaplan Method to identify problems 13 Introduction to Innovative Training Methods Tools and Techniques Statement Rounds Metaplan Method Fishbone Diagram As-Is Analysis Communication Channels The Dialog Web Pareto Principle Prioritization Matrix Voting-by-Dots Goal Analysis Brainstorming Best-Practice-Method and more As-Is Analysis Communication Channels 14 7
Interactive Training Sessions & Presentation All participants had the opportunity to present and to moderate Participants were encouraged to present in Bangla or English The Dialog Web Where is the knot? 15 Role Plays and Discussion Role plays were used repeatedly throughout the training, in order for participants to practice initial factory visits, conducting meetings etc. Most role plays were conducted in Bangla Participants were encouraged to discuss and share their opinions with the rest of the group 16 8
Group Work Group work (3 to 5 people per group) was used to ensure maximum participation The training sessions were structured flexibly in order to respond to the needs of the group 17 Challenges Don t get confused by complex issues cut them in pieces and tackle the pieces Stick to the topic Don t mix issues Define your goals as an individual consider your role as well as your group Understand the difference between a goal and a solution Balance the level of verbal activity in a group 18 9
4. Feedback on EPZ Visit Dhaka Export Processing Zone Date and Time: 28th April, 10am until 12pm Purpose of Visit: Initial Consultation with Factory Management Host: Actor Sporting Ltd. No. of Managers Participating Actor Sporting Ltd. 4 mgr. Dhakarea Ltd. 3 mgr. Teesta High Fashion Ltd. 4 mgr. Phulki trainers arriving at the Export Processing Zone 20 10
Structure of Visit We began with a joint meeting where the general aim of was explained and agenda for the visit was agreed. The main group was then divided into three smaller groups. Each group met with the management representatives of one supplier. Each group presented a more detailed concept of to the managers, and provided an opportunity for the managers to ask questions. Management representatives in the meeting 21 Feedback from Participants Phulki trainers and suppliers in meetings During the debriefing following the visit to the EPZ the participants said they felt the meetings had gone very well They were able to present the project and to answer the most important questions It was made clear however that more information and support would be needed, particularly concerning the SCAT and SCOPE and access to information (see outstanding issues) 22 11
Engagement by Suppliers Actor Sporting Ltd. GM participated both in the intro meeting and the meeting with the trainers Highly committed and interested to make the best result out the project Do have a Workers Representational Welfare Committee (WRWC) Identified some issues in the meeting Communication gap between workers and management 70% newcomers in the factory More information is needed by FLA and the brands 23 Engagement by Suppliers Teesta High Fashion Ltd. GM participated at the intro meeting The compliance manager (background: Counsellor for BEPZA) discussed with great openness with the trainers Evaluates the project as the right thing at the right time He identified challenges he and the trainers have to consider The need of strong support from the top management Maybe a separate/additional compliance team for this project should be set up Resources and qualified people are needed Issues he sees in the factory Language problems Behavior of managers and workers Lack of knowledge about the Labor Law (incl. the WRWC members) Their WRWC is not effective and there are no regular meetings with the WRWC Workers consult outsiders Inter-department communication is weak Only temporary solutions 24 12
Engagement by Suppliers Dhakarea Ltd. Two compliance officers and one senior manager participated Dhakarea seemed confused due to lack of prior information Meeting with the trainers had mostly Q&A style Questions from Dhakarea How were the suppliers for the project selected? What is the timeline and the duration of the project activities? What information will be passed to the brands? Who ensures confidentiality? Why didn t the brand them approached first? How will this solve our issues? How will it fill our gaps? Training on Labor Law is provided once a year 25 Summary of EPZ Visit Positive feedback from two of the suppliers Actor and Teesta will participate Dhakarea will decide after meeting with the top management Suppliers have not been informed about the project by their brands prior to the project commencing Confusion concerning what the project is about Suppliers need to be informed by their brands Suppliers wished to know under which criteria they were nominated / selected by brands 26 13
Summary of EPZ Visit Main arguments which convinced the suppliers Training activities are at no cost to them Audits will be discontinued for the duration of the project Suppliers will be involved in scheduling projects activities Self Assessment with SCAT not an audit approach Ownership by the supplier who will participate in the training No internal information will be passed to the brands 27 5. Outcome of TOT Workshop 14
Outcomes Prepared the trainers for their tasks in the project Learned about the trainers performance and strengths Optimized the prepared project material (continuous process) Provided an opportunity for interested individuals and organizations to participate (T-Group Solutions, Phillips-Van Heusen) Strengthened informal networks Built-up the capacity and know-how of Phulki trainers Learning, skills and techniques were shared 29 Outcome 30 15
6. Evaluation The View of the Participants What went well I really enjoyed the role play. Before I wondered how Phulki could do it I was really a little bit scared. I realize now we will get support from Richa and Sebastian to be honest, I didn t think we would get as far as we did I wondered: what we will do for five days? Now I know I could go on for another five days I am completely convinced with the process I think it is practical, doable the methods we have learnt in the last five days were excellent. The role plays were very good Phulki trainer during group work 32 16
Suggestions the factory visit should have been carried out following the presentation on assessment tools we need to consolidate our learning. The thought I had is that the objective would be to follow up next week on what has been learnt my tip to Phulki: do this in Bangla translate it and work with it Phulki trainer presenting an action plan 33 Evaluation Results (Quantitative) 34 17
6. Outstanding Issues Outstanding Issues The project framework has changed Diverse group of suppliers (inside and outside EPZ suppliers) Position of local coach is vacant Budget restraints Skepticism by stakeholders Increasing demands on local trainers 36 18
Suggested Change of Qualification Approach Workshops / Training Activities No cross-factory workshops (originally planned for all participating suppliers) Named as WS1, WS2, and WS3 in the activity flow chart (slide 6) Scenario 1: Cluster of three suppliers in one workshops Alternation with individual in-house training (factory-adjusted training) Workshops could take place at the factories (by rotation) No venue need (cost reduction) Scenario 2: Solely factory-based workshops and training programs Option for both scenarios Cross-factory workshop at the end of the project after the follow-up phase 37 Suggested Change of Qualification Approach Training Content Less focus on workplace cooperation models Criticism from stakeholders Worried about counter productive impact Diverse group of suppliers (inside and outside the EPZ) Different legal frameworks More focus on methods and skills Ownership by management and workers Empowerment of workers Communication skills Dialog training 38 19
Suggested Change of Qualification Approach Workshop Material Change from chronological flow to toolbox design Enables the trainers to adjust training to factory needs, e.g by repetition 10 training tools Introduction in the Dialog Program Step 1: Identify Problems Step 2: Cause Analysis Step 3: Goal Analysis Step 4: Find Solutions Step 5: Agree on Solutions Step 6: Action Planning Cross Cutting: Communication Channels Cross Cutting: Communication & Negotiation Skills SusA will work on this 39 Issues for FLA to consider Brands Who has access to the suppliers information? Results of SCAT & SCOPE? Factory visit reports (including this presentation)? Suppliers have been told that no internal information will be passed to the brands 40 20
7. Next Steps Next Steps Take policy decisions (see outstanding issues) Brands need to approach suppliers Complete project information BEPZA Suppliers have to approach BEPZA to get consent for participation Translate the SCAT into Bangla Put bilingual SCAT online Run suppliers introductory meetings Complete & translate suppliers training tools Start training! Project title (short description) written in Bangla 42 21