Jennifer Motles 🌻

We’re seeing clear shifts in how garment production is responding to economic uncertainty. ADA — our human rights risk engine — is identifying three patterns with human rights risk implications that we're advising clients to monitor in 2026. ➡️ 1. Factory closures, downsizing, and rapid shifts into new production markets: Increased risks include unpaid wages and severance, and anti-union practices (e.g. targeting of unionised factories, shutting down unionised factories and opening new factories without unions, dismissal of union leaders) ➡️ 2. Increased use of workers employed by third-party contractors (rather than the factory): This model has existed in some contexts, but is now appearing across a far wider range of garment-producing countries. Reported risks include weaker labour protections generally, lower wages and wage theft, and forced labour indicators such as recruitment fees. For brands and factories, labour rights are harder to monitor under these arrangements. ➡️ 3. Very short, repeat contracts: Contracts as short as one month are being reported with increasing frequency. Flagged risks include forced labour indicators, including payments to secure contract renewal and sexual exploitation linked to renewal in some cases, and anti-union practices through the non-renewal of contracts for union leaders and members. Reach out if you'd like to learn more! 👉 Request a demo or to speak with a partner: https://lnkd.in/e6HPTJGQ #CSRD #CSDDD #BizHumanRights #HumanRightsDueDiligence #BusinessAndHumanRights

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Whether you call it risk mapping, high-level risk mapping or risk scoping, it all boils down to knowing what your value chain risks are, ahead of any mitigation efforts, and it's one of the key requirements in the CSDDD. We will be digging into this, and the requirement for stakeholder engagement in this process, with real examples of how we've done this in ADA.

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This year has been one of growth and learning, as the Greenseed team worked alongside communities, local authorities, and academic partners to advance sustainable development and environmental stewardship. Our approach continues to center on collaborative solutions that respond to local needs while linking them to broader research and knowledge exchange. I am grateful to all the women, leaders, and partners who have contributed to these efforts. Together, we are building pathways for resilient, inclusive, and environmentally conscious communities; a vision that will guide our work in the year ahead.

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Why make social protection an integral part of inclusive climate programming? 🌱 Because it strengthens resilience, protects vulnerable communities, and ensures that climate action leaves no one behind. Read this insightful piece by Stephanie Speck and Marc Kristof Dumas-Johansen of the Green Climate Fund. 🔗 https://lnkd.in/daddCNKa #SocialProtection #ClimateAction #Resilience #InclusiveDevelopment #GreenClimateFund

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🧩 Labour in the Spotlight: GRI Proposes New Global Standards on Human Rights in Sustainability Reporting The Global Reporting Initiative (GRI) has launched two draft standards for public consultation as part of its ongoing Labor Project: 🔹 GRI 407: Non-Discrimination & Equal Opportunity 🔹GRI 405: Diversity & Equal Opportunity (Revised) These aim to modernize sustainability reporting on workplace inclusion, discrimination, and labor rights by integrating a human rights-based approach. 🔍 Key Highlights ✅ Executive Responsibility Firms must disclose how leadership is accountable for implementing anti-discrimination and DEI policies. ✅ Addressing Systemic Inequality New expectations include identifying risks related to discrimination and describing how they’re managed. ✅ Transparent Workforce Data Disclosure extends to workforce breakdown, DEI targets, and progress. ✅ Global Alignment The drafts align with: • ILO Core Conventions • UN Guiding Principles on Business & Human Rights • OECD Guidelines for Multinational Enterprises 🗓️ What’s Next? 📅 Public consultation open until September 15, 2025 💼 Finalized standards are expected by mid-2026 This is Phase 2 of GRI’s Labor Standards revision, following: • Phase 1: Employment terms, work-life balance (completed) • Phase 3: Freedom of association, occupational health, and worker protection (upcoming) 🧭 Why It Matters ✔️ Regulatory Preparedness Supports alignment with CSRD, ESRS, and India’s BRSR Core frameworks. ✔️ Enhanced ESG Reporting Improves the social dimension of sustainability disclosures. ✔️ Risk Mitigation Helps companies proactively address reputational and compliance risks. ✔️ Trust & Accountability Boosts investor and stakeholder confidence through transparent DEI governance. ✅ Action Points 1. Download & review the draft standards from GRI's website 2. Engage Internal Teams: Involve HR, DEI, ESG & Legal functions 3. Submit Comments by September 15, 2025 4. Update Reporting Plans in line with the new structure 💡 A fair, inclusive, and transparent workplace isn’t just good practice — it's now a global reporting priority. #GRIStandards #HumanRights #DEI #SustainabilityReporting #BRSRCore #CSRD #LabourRights #ESGCompliance

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The European Union must not lose its leading role on sustainability and human rights.   The EU Corporate Sustainability Due Diligence Directive passed last year was a welcome regulatory initiative that required large companies to identify and address severe risks to human rights in their value chains.   I hope that proposed changes to the Directive will remain aligned with the internationally recognized UN Guiding Principles on Business and Human Rights - https://lnkd.in/eVwHjue3.   I note with regret that some of the proposed revisions risk undermining the Directive’s effectiveness, enforceability, and integrity.   I call on the European Union to ensure that the Directive continues to uphold and affirm key human rights principles.   We need to strengthen – not weaken – corporate sustainability rules. For people and for planet.   https://lnkd.in/eExpZDQr

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🚨 The plastics treaty process finally has… a game plan for the game plan. After months of uncertainty, the INC Chair’s latest update gives us something we’ve been missing: a clearer path forward. Not a breakthrough, but definitely more structure. Here’s what stands out 👇 📅 INC-5.4 — Timing Late 2026 or early 2027 📍 Location still open (and yes, the speculation is already flying 🌎) 🔄 What happens between now and then? A more structured intersessional phase: - Regular HoD +2 informal meetings every 4–6 weeks - A key in-person HoD meeting in Nairobi (June 30 – July 3) 🇰🇪 - Potential October follow-up session (funding permitting) 🎯 June Nairobi meeting = pivotal moment - Full review of all negotiation elements - Expected outcome: an “informal reference document” 📄 Still no formal draft treaty text Instead, the Chair will compile a working document with: - Existing options - Bracketed text - No new compromises (yet) Translation: we’re moving toward a negotiating text, but carefully. ⚙️ How negotiations are evolving Less big-room statements, more targeted diplomacy: - Small group consultations - “Friends of the Chair” - Shuttle diplomacy 👉 In other words: more political, more iterative, more real. 🤝 Where progress will actually happen Between sessions. Through coalitions, bilaterals, and cross-group engagement, not just in the formal room. 👀 Observers Still essential, but with tighter access to some intersessional spaces. Influence will increasingly depend on how effectively you engage governments directly. 📌 Bottom line We don’t have the treaty yet. But we now have the process that will shape it. And that process, between now and Nairobi, and beyond, may determine how ambitious the final agreement can really be. Ocean Conservancy will continue engaging throughout the process to provide expertise and thought leadership on some of the most critical issues that will be discussed. Let’s see how this plays out 🌍♻️

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𝗠𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝗶𝘀 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲’𝘀 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 - 𝗶𝗻𝗰𝗹𝘂𝗱𝗶𝗻𝗴 𝗲𝘃𝗲𝗿𝘆 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 The new World Health Organization Guidance mental health and the employment sector highlights the critical role of employers, managers and workplaces in shaping mental health, well-being and inclusion. It outlines a range of actions workplaces can take: from strengthening mental health literacy and combating stigma, to promoting leadership training, mentoring and supportive supervision, and establishing clear mechanisms to prevent harassment, mobbing, violence and discrimination in the workplace. Prioritising mental health through supportive practices, training and meaningful connection creates work environments that are safer, fairer and more productive for all. 🔗 Read more here: https://lnkd.in/eT4-t28C #MentalHealth #WellbeingAtWork #Employment #WorkplaceInclusion #WholeOfGovernment International Labour Organization OECD - OCDE Marion Devaux

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