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Training Courses
-Getting Started in Your Company
-Building Your Internal Social Performance Team
Developing & Implementing Effective Social Performance Management Systems
New York, NY
Date TBD
Brussels, Belgium
May 29-30
Sao Paulo, Brazil
June 25-26
Bangalore, India
Date TBD
Madrid, Spain
May 20-24
Shanghai, China
May 27-31
SA8000 Advanced Auditor Training
Guangzhou, China
May 8-10
Karachi, Pakistan
May 13-15
Madrid, Spain
May 15-17
Bern, Switzerland
June 10-12
NGOs & Trade Unions
Complimentary seats available for NGO & trade union representatives. For more information, email SAI Training Manager Stephanie Wilson at swilson@sa-intl.org.
View Photos from SAI's Training Courses
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Social Accountability International (SAI) is a non-profit, multi-stakeholder organization established to advance the human rights of workers by promoting decent work conditions, labor rights, and corporate social responsibility through voluntary standards and capacity building.
SAI is headquartered in the United States with field representation in Brazil, China, Costa Rica, India, the Netherlands, Nicaragua, Philippines, Switzerland, and UAE.
SAI- Human Rights at Work
For newsletter inquiries contact: SAI Communications Manager Joleen Ong, jong@sa-intl.org
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 The Business Case for Gender Equality
Women's Empowerment Principles: Inclusion is a Strategy for Change
 | | From left: Cover of the Gender Equity Seal certification system & implementation strategy; SAI Project Manager Caroline Lewis spoke at the 5th Annual Women's Empowerment Principles event in NYC on March 6. It was streamed live online. |
International Women's Day on March 8 is designated a celebratory day of reflection on some of the year's greatest advancements and achievements for women. Since the launch of UN Women and the UN Global Compact Women's Empowerment Principles (WEPs) in 2010, the annual WEPs event in New York serves as a forum to look at empowerment in the workplace and share best practices. The theme this year was Inclusion: Strategy for Change; it explored some of the innovative approaches that the private sector is taking to fight gender discrimination in the workplace.
At the WEPs event, SAI Project Manager Caroline Lewis spoke on the panel - Promise and Challenge: Value Chain, Diversity, Inclusion and Safety. She discussed the challenges faced by millions of women workers in company supply chains and SAI's efforts to help address these issues. She described SAI's gender discrimination training undertaken as part of the RAGS Project in India and the Gender Equity Seal (GES) project for UN Women Egypt. Ms. Lewis disseminated the GES certification standard system that SAI helped develop for GES to help companies measure the degree of gender equity in their supply chains.
The event included formal addresses by UN Secretary General Ban Ki-moon and UN Women Executive Director Michelle Bachelet, who highlighted the urgency to achieve gender balance at all levels. There were also moving testimonies from participants, including Naila Chowdhury, CEO of the Teleconsult Group, who has helped to train and find jobs for more than 1,000 women victims of acid attacks, as well as Turkey's leading technology and communications company Turkcell, which is working on a new mobile technology to combat domestic violence by providing "women panic buttons" which transfer calls directly to the 155 police emergency line.
About the Women's Empowerment Principles
The Women's Empowerment Principles - Equality Means Business is a joint initiative of UN Women and the UN Global Compact. The Principles outline seven steps for business on how to empower women in the workplace, marketplace and community. Over 500 companies have signed up to the Women Empowerment Principles (WEPs) since their launch in 2010. They emphasize the business case to promote gender equality and encourage companies at this annual gathering, to share best practices. For more information about the event, view the WEP's press release.
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Fire Safety a Key Focus in SA8000 Revision
The SA8000 Standard & Guidance revision will provide considerably more specifics on fire safety
 The SA8000 Standard and Guidance Document are currently being reviewed and amended, a revision process conducted every 5 years. Similar to the 2008 SA8000 Standard revision process, extensive multi-stakeholder consultations and review will take place. SAI invites your feedback and participation.
Fire safety will undoubtedly be a key focus in the upcoming revision - as part of the 'Health & Safety' element and provisions in the Management System element. Already major changes have taken place. As a result of a series of tragic fires in Pakistan and Bangladesh, SAI and SAAS in their respective roles have each undertaken a deep look at the entire system and each identified, and decided upon, extensive revisions and changes. SAI is the owner of the SA8000 Standard and SAAS serves as the oversight accreditation body for the SA8000 certification system.
On October 9-11, 2012, SAI convened its semi-annual multi-stakeholder Advisory Board meeting. Five key areas for improvement to the SA8000 system were defined and prioritized:
1) Fire safety training and capacity building to enhance auditor competency
2) SA8000 audit quality control
3) Auditor competency and training
4) Stakeholder engagement
5) Minimizing the risk of corruption
Based on the Advisory Board recommendations, SAI contracted with SAAS to further investigate, design and implement system changes in the five key areas listed above. These specific changes have been made by SAAS.
Fire Safety Training and Capacity Building to Enhance Auditor Competency:
- Completion of SAI's fire safety webinar is required of all SA8000 auditors by May 1, 2013 in order to maintain qualifications as an SA8000 or BSCI auditor.
- Development of requirements for checking a company's legal incorporation and fire and safety inspections, verifying with authorities.
- Development of a fire safety checklist for SA8000 auditor use, based on the ILO checklist.
- Issue of more clarity and performance indicators in the requirements for fire safety for the SA8000 system, e.g.:
- Required push bar/non-lockable exit doors for emergency evacuation.
- Implementation of fire drills during audits.
SA8000 Audit Quality Control:
- Activities and oversight of the SA8000-certified organizations:
- Increased frequency of SA8000 surveillance audits in 'high-risk' and 'highest-risk' countries (as determined by the country risk assessment process developed by SAAS, based on the World Bank Governance Indicators and other factors)
- Increased frequency of unannounced SA8000 audits in 'high-risk' and 'highest-risk' countries.
- Increased frequency of off-site worker interviews during all SA8000 audits.
- Oversight of the SA8000 audit system by SAAS
- Implement a country risk assessment process for determining increased oversight and certification processes.
- Increased frequency of oversight of certification bodies (CBs) in 'high-risk' and 'highest-risk' countries.
- Expand use of supplemental accreditation oversight methods: ' Market Surveillance Visits', duplicate audits and/or unannounced audits.
- Prohibit SA8000 activity in countries where no SAAS accreditation audit teams can travel.
Auditor Competency & Training - Oversight and Activities by and within the CB Structure:
- Increased requirements for oversight within the certification body of its own auditors and audit systems.
- Prohibit use of subcontractors (outsourcing) by CBs in 'highest risk' countries.
- Prohibit certifications in countries where a CB is unable to get senior management to travel.
Stakeholder Engagement:
- Specified additional local stakeholder engagement by CBs: face-to-face meetings, annual meetings, engagement at initial and recent and surveillances.
Minimizing the Risk of Corruption:
- Required rotation of SA8000 auditors.
- Required implementation of an Anti-Corruption Policy by all CBs.
- Required additional oversight for certified companies located in 'high-risk' and 'highest-risk' countries, as per the country risk assessment, taking into account Transparency International's Corruption Perception Index.
In April 2013, SAI will issue a public report about Ali Enterprises, system-wide actions that have been taken and implications for SA8000 certification. The report will describe the process behind the changes to the SA8000 Guidance and potential changes to the SA8000 Standard going forward.
For more information, please contact SAI Communications Manager Joleen Ong - Jong@sa-intl.org.
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Implementing the UN Guiding Principles in Zimbabwe's Mining Industry
'Pillars in Practice' partner ZELA to engage local stakeholders on human rights & business topics
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Workers operating in one of the many gold mines in Zimbabwe.
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The Pillars in Practice (PiP) Program of SAI and the Danish Institute for Human Rights (DIHR) works to build the capacity of civil society organizations (CSOs) in Bangladesh, Nicaragua and Zimbabwe, to engage with and train on the UN Guiding Principles on Business and Human Rights (GPs). The program aims to activate a strategic alliance by establishing the training capacity of CSO partners in each of the three countries to sustainably promote and assist in the implementation of the GPs by local and multi-national companies, government agencies and other local CSOs.
In Zimbabwe, the PiP Program partners with the Zimbabwe Environmental Law Association (ZELA), represented by its Executive Director Mutuso Dhliwayo to address human rights issues in the country's mining industry. The PiP Program will convene spaces for multi-stakeholder dialogue in June among government representatives, mining companies, trade unions and civil society organizations to discuss the various human rights issues prevalent in Zimbabwean mining. These include impacts on workers' health and safety and the right to organize as well as environmental impacts on the livelihoods, health and supply of food and water of communities near mines.
"The PiP Program augurs well within the overall programmatic thrust of ZELA's industry program that seeks to ensure mutually beneficial engagement with industry," said Mr. Dhliwayo. "ZELA is particularly excited about the skills enhancement from the training of the CSOs, as this is critical in building a mass of expertise...beyond the mining sector, other CSOs engaged in other sectors such as manufacturing and agriculture can replicate the concept in their engagement with such enterprises."
The mining sector plays a major role in Zimbabwe's export economy - accounting for about one-third of Zimbabwe's exports. China is the major export destination. Today over 45 types of minerals are extracted, including gold, diamonds, emeralds, copper, nickel, iron, steel, coal and platinum. Zimbabwe has the second biggest platinum reserves in the world, and the third largest reserve of chrome. Earnings from mineral exports surged from US$1.6 billion in 2010 to US$2.45 billion in 2011. However, despite the growth of this industry, Zimbabwe remains one of the least developed countries in the world, ranking 172nd out of 186 countries on the UN Human Development Index (HDI) in 2012, with a GDP per capita of only US$424. The mining sector provides jobs for 5% of the formal workforce. Zimbabwe's mining sector has many workers' rights issues, including freedom of association, the right to collective bargaining, occupational safety and health and child labor. Workers' freedom of association and right to collective bargaining is limited by the government's power to veto agreements that are deemed ' harmful to the economy'. The international watchdog organization Freedom House stated "although strikes are allowed in all but essential industries, they require onerous notification and arbitration procedures and are often declared illegal." Similarly, freedom of association is restricted as organizers of public meetings must give the police a seven-day prior notice. Although permission is not required, Freedom House reports that security forces have used this provision to arrest and detain opposition activists or trade unionists.
Health and safety conditions are a serious challenge in many mines, although there has been some attention given to this. The Chamber of Mines of Zimbabwe- a private sector voluntary organization which includes mining companies, their suppliers and various other mining related entities - helps to address occupational health and safety issues of mining workers. The Chamber established a Safety, Health, and Environment Committee (the SHE Committee) to strengthen the occupational health and safety performance of its members which produce 90 percent of Zimbabwe's total mineral output.
Child labor is also prevalent in mining, despite Zimbabwe's National Child Labor laws barring work by anyone under 17. The U.S. Department of Labor reports that children work in mines. While they are not officially employed, "they can be found working either for independent operators or through subcontractors, mining chromium and gold." Through these subcontractors, these children may be exposed to hazardous chemicals, such as mercury and cyanide, as well as explosives.
ZELA, in partnership with other CSOs, has been instrumental since 2009 in assisting the Kimberly Process Certification Scheme (KPCS). ZELA helped to gather information on the human rights situation in the Marange diamond mining fields, and to assess the country's compliance with the KPCS minimum requirements. Annual potential revenue of the Marange diamond field, as "the biggest find of alluvial diamonds in the history of mankind" is estimated at US$1 billion to US$1.7 billion. When Zimbabwe was banned by the Kimberly Process (KP) in 2009 from selling Marange diamonds due to reports of corruption and human rights abuses, KP members sought to address the problems through a Joint Work Plan aimed to bring the country into compliance with KP standards. Key requirements were the withdrawal of the army from the area, and provisions for a KP monitor, mandated to report on the implementation of the plan and examine the diamonds prior to export. In October 2011, the KP lifted the ban on the sale of the diamonds.
However, the negative externalities of the Marange field still affect the everyday lives of people in the region who depend upon livestock and the cultivation of small grains to subsist. Livestock reportedly lack sufficient land for grazing and grain farming is no longer possible due to encroaching mining activities. There are also reports of forest destruction, which hurts the livelihoods of some women who depend on income earned by selling wild fruits. And, the regional water supply has been affected: artisanal gold miners use cyanide and mercury to separate panned gold from ore, resulting in runoff of these toxins into the adjacent rivers. In addition, such activity has resulted in the clogging of the Haroni and Save River with silt, damaging irrigation systems and contaminating drinking water.
The PiP Program will roll out its programs in Zimbabwe in June, with informational and training sessions about the UN Guiding Principles and workplace safety. Other countries and NGOs involved in this project are Professionals for Corporate Social Auditing (PASE) in the Nicaraguan agriculture sector, and the CSR Centre Bangladesh in the garment sector. The program is funded by the U.S. State Department's Bureau of Democracy, Human Rights and Labor.
This article was written by SAI Development Manager Eliza Wright and SAI Development Intern Tina Baboyan, with contributions from Paloma Munoz Quick, Advisor at DIHR, and Mutuso Dhliwayo, Executive Director at ZELA. For inquiries, contact Ms. Wright - Ewright@sa-intl.org.
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Corporate Member Spotlight: EILEEN FISHER
The company's 'Ampersand' campaign offers a storytelling portal to share its broader efforts for human rights and sustainability
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Photos from the EILEEN FISHER 'Ampersand' site: eileenfisherampersand.com. From left: EILEEN FISHER's Director of Social Consciousness & SAI Advisory Board member, Amy Hall; hand loom weavers making scarves at the SA8000 certified supplier factory, Shingora; EILEEN FISHER's Human Rights Specialist Luna Lee (right) at a supplier factory in China.
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EILEEN FISHER's 'Ampersand' campaign is taking storytelling to a new level. Available in print and online - www.eileenfisherampersand.com - the company shares its broader efforts and collaborations to ensure human rights in its supply chain, protect the environment, empower women and girls and support traditional crafts and cultures.
Three stories specific to SAI's mission of human rights at work from the site caught our attention, we're pleased to share with you:
In India, Family and Factory The inspiring story of Shingora, the family-owned and operated SA8000 certified scarf factory in Ludhiana, India that is a supplier to EILEEN FISHER.
"Shingora is a modern factory born out of the ancient art of weaving and the Jain family's vision...Mridala's husband and both her sons are very present at the factory. Amit is now the President. Her younger son, Anuj, is the CEO. Shingora is dedicated to social responsibility, meets SA8000 accountability standards and stays true to the original idea of producing beautiful textiles - a synergy mirrored at EILEEN FISHER."
500 People Touched my Clothing The work of EILEEN FISHER's Human Rights Specialist Luna Lee (and SAI alternate Advisory Board member for Amy Hall) is to 'stay in touch, literally' with the individuals that make their clothes - in China, India, New York, California and more.
"[Luna Lee] partners with Amy Hall, director of Social Consciousness, to keep track of human rights issues at the factories that make our clothes-seven in China, one in India, three in New York and others scattered around the globe. The goal: making sure that real life conditions meet the comprehensive workplace standard that we follow, SA8000."
The Bumpy Path to the High Road The long journey of EILEEN FISHER's Director of Social Consciousness Amy Hall to develop and implement an ambitious agenda for her team to be environmentally sound and fight bigger issues such as human trafficking and slavery in Uzbekistan's cotton fields.
"Fifteen years ago... the nightly news was full of stories about sweatshops overseas and no brand wanted to find itself in the next expos�. It was a different era. Strong human rights standards were just being developed, today's army of nonprofit auditors hadn't sprung up. In 1997 she [on behalf of EILEEN FISHER] joined a working committee at Social Accountability International...and helped draft SA8000, the strict and holistic standard we ask our sixteen global manufacturing partners to follow. In seven dense pages, it lays out the requirements for a humane workplace, issuing a clarion call for fair pay, fair working hours, safe conditions, no child or forced labor and no human trafficking."
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Infosys Hosts Dialogue on UN Guiding Principles in India
At the 'CEO Forum' SAI discusses implementation of Guiding Principles for Business & Human Rights in the Indian context
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At the UN Global Compact Network India's 'CEO Forum' SAI Program Director Rishi Sher Singh presents on the Guiding Principles, and highlights a case study on women's rights in India. View more photos from the Forum on SAI's Facebook Page: http://on.fb.me/Y8aSMA. |
On March 5-7, 2013 SAI India Program Director Rishi Sher Singh participated in a workshop hosted by the UN Global Compact Network India - the 'CEO Forum' - hosted by Infosys in Bangalore.
The 'CEO Forum' is a two-year initiative launched by the UN Global Compact Network in India, and chaired by the Founder of Infosys, N. R. Narayana Murthy. The forum provides a dialogue among Indian leaders on exploring the implementation of the UN Guiding Principles on Business and Human Rights in the Indian context.
Mr. Singh presented on the rights based approach in supply chain and engaged participants to share their experiences. He highlighted the management systems implementation framework that SA8000 enables for labor rights. Mr. Singh also presented on a case study on women's rights in India, as experienced from managing SAI's RAGS Project that combats gender discrimination in the garment industry. This overall presentation built on the previous SAI workshop on the Guiding Principles, in November 2012.
Participants at this Forum represented diverse organizations and companies, including the Institute for Human Rights & Business, TwentyFifty, UN Human Rights, Infosys, Tata Steel, Tata Consultancy Services, ACC Ltd., Hindustan Unilever Ltd., Jundral Stainless Ltd., Mahindra Steel and Mahindra Corporate.
Going forward, the UNGC Network India will expand its reach through the launch of local chapters, the next chapter is expected to launch in Bangalore in April 2013.
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Call for Suppliers: Brazil Worker Engagement Program
SAI invites S�o Paulo factories to join the Worker Engagement Program to improve health & safety systems
Over the past decade, it has become clear that to improve workplaces, management systems and effective ways to engage teams in tackling specific problems are needed.
Established October 2012, SAI's Brazil Worker Engagement Program aims to improve health and safety in workplaces of companies in the S�o Paulo region. This program is designed to help supplier factories enhance health and safety systems to better meet international labor standards. The program will work with groups of companies to each set 100-day internal goals towards improving a specific health and safety issue. It will utilize the award-winning Rapid Results Institute methodology for change management to set and achieve goals through team building. It will also leverage cutting-edge mobile technology to help support internal communications during the process.
Delivered in partnership with the Rapid Results Institute, the program will: - Address root causes of health and safety issues
- Expand on existing health and safety committees to form worker-manager Social Performance Teams
- Make measurable improvements in one specific health and safety issue in a 100-day Rapid Results project - a methodology that can be used for further achievements in other areas
Thanks to generous support from the Walt Disney Company, SAI and its partner, the Rapid Results Institute, will offer this training and cutting-edge technology a no cost. Additional program services will come from Labor Link and The Cahn Group, both of which have deep expertise in working with manufacturers around the world.
Applicants will be selected from a range of industries, company sizes and health and safety performance levels. Commitment of senior management will be factored into the final selection.
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Implementing the UN Guiding Principles on Business & Human Rights
How can companies embed the principles into daily business practices?
This two-day training event aims to demonstrate how companies can transform principles to practice.
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May 29-30, 2013
Brussels, Belgium
Host: European Investment Bank (EIB)
June 25-26, 2013
S�o Paulo, Brazil
Sept. 23-24, 2013 Utrecht, The Netherlands
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June 2011, the UN adopted the UN Guiding Principles on Business & Human Rights, written by UN Special Representative John Ruggie. One of the tenets of the principles is that businesses are expected to respect human rights in their company and in their supply chains. But what does this mean and how is it accomplished?The training answers these questions. It will provide understanding on:
- Content, scope and implications of the Guiding Principles
- How companies can meet their responsibility to respect human rights
- Distinguishing whether a company has caused, contributed to or is linked to adverse human rights impacts, and what actions are expected of the company as a response
- Avoiding adverse impacts in the supply chain through collaborative approaches and mutual buyer-supplier responsibility
- Key human rights risks and how to prioritize among them
- The business case for human rights
Additionally the course introduces a six-step method on how to implement a supply chain management system that integrates respect for human rights. The six steps are:
- Committing to a human rights policy
- Assessing human rights impact
- Integrating human rights in policies, procedures and responsibilities
- Tracking human rights implementation
- Communicating human rights impact
- Remediating adverse human rights impacts
Expected Participants
The training is applicable to companies in any industry and size. It is designed for use by senior management, as well as professionals in the human resources, corporate social responsibility, compliance and sourcing departments. In addition, the training is also intended for CSR experts and consultants who train or advise companies, as well as for NGO, trade union and government representatives to learn about the implications of the Guiding Principles for their work.
Trainers
The training in Brussels will be carried out by SAI Trainer Edwin Koster, and the Sao Paulo training will be carried out jointly by SAI Trainers Edwin Koster and Beat Gr�ninger. Mr. Koster heads Max Value, SAI's Authorized Representative office in Europe. He has broad experience in sustainable supply chain management and is the co-author of the Handbook and Toolkit used in the Training. Mr Gr�ninger is a partner of BSD Group and Director of BSD Brazil, SAI's Authorized Representative office in S�o Paulo. He has been acting for several years as a consultant for Fair Trade USA and is currently a local manager leading a Fair Trade USA/USAID Responsible Sourcing Project in Brazil.
Hosts
In Brussels, the training will be generously hosted by the European Investment Bank (EIB). EIB is the European Union's bank, the only bank owned by and representing the interests of the European Union Member States. EIB supports projects that make a significant contribution to growth, employment, economic and social cohesion and environmental sustainability in Europe and beyond. Website: http://www.eib.org
For more information, please contact SAI Training Manager Stephanie Wilson - SWilson@sa-intl.org.
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NGO Voice: ISEAL at SAI's Guiding Principles Course
ISEAL Alliance's M & E Coordinator describes how the course relates to its mission
 | | ISEAL Alliance Monitoring & Evaluation Coordinator, Marta Maireles Gonz�les |
On January 28, 2013, SAI convened its two-day training course in Utrecht, Amsterdam - 'Implementing the UN Guiding Principles in Your Supply Chain.' Over 30 participants attended the course from various countries and sectors, which included a complimentary seat for NGOs. At this training course, SAI was pleased to welcome the ISEAL Alliance's Monitoring and Evaluation Coordinator, Marta Maireles Gonz�les. Below Ms. Gonz�les describes the course, in her own words.
The ISEAL Alliance always strives to be up to date about the development of the sustainability landscape so that our good practices for sustainability standards remain at the forefront. In addition, ISEAL promotes the use of standards as tools that can help businesses meet their sustainability targets.
SAI's course in Utrecht on the UN Guiding Principles was based on a recent publication by SAI and ICCO, "The UN Guiding Principles on Business and Human Rights: A Six Step Approach to Supply Chain Implementation Handbook." The UN Guiding Principles for Human Rights have been an important and recent achievement in the area of human rights and businesses.
Since the UN Guiding Principles were released in 2011, they have been welcomed by governments, businesses and civil society, and are leading many companies to strengthen their efforts to address and protect human rights. Nowadays, businesses and especially SMEs are making efforts to interpret the Principles and embed them in their daily operations. In my role as monitoring and evaluation coordinator at ISEAL, my main motivation for attending this SAI course was to learn if and how the Principles are shaping the environment in which sustainability standards systems operate.
The course focused on a number of responsible supply change management steps that companies can take to ensure respect for human rights. It offered a combination of theory, practical cases, and open discussions between participants from different backgrounds (e.g. private sector, public sector, civil society, etc.). The latter was an enriching experience. Participants exchanged their views about the importance of the Principles for businesses and states, lessons learned as well as questions regarding their implementation.
The course was useful for understanding the challenges that companies might face when implementing the Principles (particularly the due diligence process). Knowing this dynamic is important for us so we can point out how sustainability standards can help them respect human right; and, how they can avoid the common difficulties that businesses often face when implementing the Principles.
Complimentary seats for NGOs and trade unions are available for SAI's training workshops. For more information, please contact SAI Training Manager Stephanie Wilson - Swilson@sa-intl.org.
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SAI Team Grows in NYC: Alex Katz
SAI is very pleased to welcome Alex Katz as Senior Manager, Stakeholder Relations & Research
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SAI Sr. Manager, Stakeholder Relations & Research - Alex Katz
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In his new role at SAI, Alex Katz will have responsibility for the SA8000 standard, including its revision, interpretation, and promotion. He will research SA8000's impact on facility business practices and will work to disseminate educational materials on its application to auditors and suppliers, including guidance documents and training modules. Alex will also coordinate and foster stakeholder engagement, including SAI's MACs (Multi-stakeholder Advisory Committees).
Mr. Katz comes from a strong industrial and labor relations research background, with significant research and field experience in supply chains around the world. Prior to SAI, he worked for five years at UL Responsible Sourcing as a code of conduct and management systems auditor, specialized researcher, and consultant to brands, vendors, factories, and agents on capacity building engagements. Mr. Katz earned his BS in Industrial and Labor Relations from Cornell University. For more information, please contact Mr. Katz - AKatz@sa-intl.org.
SAI is hiring! Chief Operating Officer in New York. SAI also offers internships in New York and India. Learn more at www.sa-intl.org/careers.
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SA8000 Auditor Training in Dhaka
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Group photo of participants from the Basic SA8000 Auditor Training course in Dhaka, Bangladesh on February 17-21, 2013 with SAI Lead Trainer Badri Gulur. View more photos from SA8000 auditor trainings on SAI's Facebook page: facebook.com/socialaccountabilityinternational [Photo credit: Badri Gulur] |
On February 17-21, 2013 SAI convened a Basic SA8000 Auditor Training course in Dhaka, Bangladesh. The course was led by SAI Lead Trainer, Badri Gulur, and attended by 21 delegates from countries that included India, Bangladesh, Sri Lanka and Japan. After this course, Mr. Gulur led an SA8000 Advanced Auditor Training course in New Delhi on February 27-March 1. He also co-led a SA8000 Basic Auditor Training course in New Delhi on March 4-8 with SAI Lead Trainer Dr. Yogendra Chaudhry, attended by delegates from India, Denmark and Germany.
View the photos from these trainings and more on SAI's Facebook page: facebook.com/socialaccountabilityinternational.
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Upcoming SA8000 training courses:
Location: Madrid, Spain
Date: May 20-24, 2013
SA8000 Advanced Auditor Training
Location: Bern, Switzerland
Date: June 10-12, 2013
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SAI training courses are designed to encourage proficiency in social compliance and emphasize the implementation of management systems in combination with performance elements. These courses are required for all SA8000 and BSCI auditors, and are just as valuable to internal auditors, buyers, managers and workers for auditing to any labor code or standard. The courses are open to all.
Complimentary seats for NGOs & trade unions: SAI knows that NGOs and trade unions are critical in helping to ensure human rights at work around the world. As class sizes vary based on venue capacity, we limit these complimentary seats to two representatives per class.
For more information, contact SAI Training Manager, Stephanie Wilson at SWilson@sa-intl.org.
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Highlights & Announcements
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On March 26, SAI staff are trained in CPR by the Fire Department of New York. Learn more about how you can get your workplace trained @ on.nyc.gov/XdI0Tv.
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