Background

The huge success of Bangladesh's ready-to-wear garment exports over the past two decades has exceeded
even the most optimistic expectations. The garment export sector is now the country's multi-billion dollar
manufacturing and export industry. The overall impact of exporting ready-made garments is certainly one
of the most important socio-economic developments in Bangladesh today. With over 1.5 million women
workers employed in semi-skilled and skilled trades producing garments for export, the development of
the garment export industry has far-reaching implications for Bangladesh's society and economy. The
environmental management of this sector is much more important for it to remain even more profitable
for us. It will become even more important to establish environmental controls in this industry to make it
effective for everyone. Although multiple positive ends are seen to this picture, a number of negative
issues are around too. Incidents like fire, collapse and injuries are not new for the RMG sector of
Bangladesh, the working force here have no limitations to their ailments.
Developmental Needs
1. Health and Safety Measures: Implementing strict health and safety protocols to ensure a safe working
environment, including proper ventilation, fire safety measures, and emergency evacuation plans.

2. Training and Skill Development: Providing comprehensive training programs to enhance the skills and
knowledge of workers, enabling them to perform their tasks effectively and safely.

3. Fair Wages and Benefits: Ensuring fair wages that meet or exceed the national minimum wage
standards, along with providing additional benefits such as overtime pay, bonuses, and social security.

4. Elimination of Child Labor: Implementing strict policies and procedures to eradicate child labor from
the RMG sector, including age verification measures and promoting access to education for young
workers.

5. Working Hours and Rest Breaks: Establishing reasonable working hours and ensuring that workers are
provided with regular rest breaks to prevent fatigue and improve productivity.

6. Anti-Discrimination Measures: Developing policies to prevent discrimination based on gender, race,

religion, or any other form of discrimination, ensuring equal opportunities for all workers.

7. Grievance Mechanism: Establishing an effective and confidential grievance mechanism that allows
workers to report any issues or concerns without fear of reprisal, and providing appropriate channels for
addressing and resolving these grievances.

8. Respect for Freedom of Association: Ensuring that workers have the right to freedom of association,
allowing them to form or join trade unions to protect their rights and negotiate for better working
conditions.

9. Access to Clean Water and Sanitation Facilities: Providing clean drinking water and adequate sanitation
facilities, including clean toilets and washing areas, to maintain good hygiene in the workplace.

10. Ergonomic Workplace Design: Promoting ergonomic workplace design to reduce the risk of
musculoskeletal disorders and injuries, such as providing proper seating, adjustable workstations, and
appropriate equipment.

11. Environmental Sustainability: Encouraging sustainable practices in the RMG sector by promoting
energy-efficient technologies, waste management systems, and the use of environmentally friendly
materials.

12. Regular Monitoring and Compliance: Establishing a robust monitoring system to ensure that all the
above-mentioned developmental needs are effectively implemented and compliance with labor standards
is regularly assessed. This includes independent audits, inspections, and public reporting mechanisms to
ensure transparency and accountability.
Internal/External Needs Assessment
Internal Needs for the RMG Sector's Working Environment:

1. Enhanced Supervision and Management: Addressing performance discrepancies within the RMG
sector requires improved supervision and management practices. This involves implementing stronger
monitoring systems, providing regular feedback to workers, and ensuring that supervisors are adequately
trained to effectively manage and motivate their teams.

- Importance to the organization: Enhancing supervision and management is crucial for maintaining
productivity, quality control, and overall operational efficiency within the organization. It helps identify
and rectify performance discrepancies promptly, leading to improved performance and customer
satisfaction.

- Correctable through Training and Development (T&D): Yes, performance discrepancies can be
corrected through targeted training and development programs. Providing supervisors and managers with
training on effective leadership, communication, and performance management techniques can equip
them with the necessary skills to address performance issues and create a positive work environment.

- Cost-effective to do: Implementing training and development programs may require initial investment,
but it can lead to long-term cost savings. By improving supervision and management, the organization can
minimize inefficiencies, reduce rework, and enhance employee engagement, resulting in improved
productivity and overall cost-effectiveness.

2. Strengthened Quality Control Processes: To address performance discrepancies, it is essential to

strengthen quality control processes within the RMG sector. This involves establishing stringent quality
standards, implementing thorough inspection procedures, and ensuring that workers are trained on quality
assurance practices.

- Importance to the organization: Quality control is critical in maintaining the reputation of the
organization and ensuring customer satisfaction. By addressing performance discrepancies through
strengthened quality control processes, the organization can deliver products that meet or exceed
customer expectations, thereby enhancing its competitiveness in the market.

- Correctable through T&D: Yes, quality control processes can be enhanced through targeted training and
development programs. By providing training on quality assurance techniques, product specifications, and
inspection procedures, workers can acquire the necessary skills to identify and rectify quality-related
performance discrepancies.

- Cost-effective to do: Strengthening quality control processes may require investment in training,
equipment, and technology. However, it can lead to significant cost savings in the long run by minimizing
product defects, reducing customer returns, and enhancing overall customer satisfaction.
3. Improved Communication and Collaboration: Addressing performance discrepancies within the RMG
sector requires improved communication and collaboration among all stakeholders, including workers,
supervisors, managers, and other relevant departments.

- Importance to the organization: Effective communication and collaboration are essential for fostering a
positive work environment, resolving issues promptly, and ensuring that everyone is aligned towards
common goals. By improving communication and collaboration, the organization can enhance teamwork,
productivity, and overall performance.

- Correctable through T&D: Yes, communication and collaboration skills can be developed through
training and development initiatives. Providing training on effective communication, conflict resolution,
teamwork, and cross-functional collaboration can improve interpersonal relationships and facilitate the
resolution of performance discrepancies.

- Cost-effective to do: Improving communication and collaboration does not necessarily require
significant financial investment. It can be achieved through training programs, workshops, and the
establishment of open communication channels. The benefits of improved communication and
collaboration outweigh the costs, as it leads to enhanced productivity, reduced misunderstandings, and
smoother workflow.

4. Employee Empowerment and Engagement: Addressing performance discrepancies can be achieved by

empowering and engaging employees within the RMG sector. This involves creating a work environment
that encourages employee participation, involvement in decision-making, and recognizes their
contributions.

- Importance to the organization: Empowering and engaging employees fosters a sense of ownership,
commitment, and motivation. It leads to increased job satisfaction, reduced turnover, and improved
overall performance within the organization.

- Correctable through T&D: Yes, employee empowerment and engagement can be developed through
training and development programs. Providing training on leadership, teamwork, problem-solving, and
participatory decision-making can empower employees and enhance their engagement

in the workplace.

- Cost-effective to do: Employee empowerment and engagement initiatives may require investment in
training, employee recognition programs, and creating opportunities for employee involvement. However,
the long-term benefits, such as improved employee morale, increased productivity, and reduced turnover,
make it a cost-effective approach for addressing performance discrepancies.

External Needs for the RMG Sector's Working Environment:

1. Collaboration with Stakeholders: Addressing performance discrepancies within the RMG sector
requires collaboration with external stakeholders such as government agencies, industry associations, and
non-governmental organizations (NGOs). This collaboration can involve sharing best practices, receiving
guidance on labor standards, and engaging in collective initiatives to improve working conditions.

- Importance to the organization: Collaboration with external stakeholders is crucial for maintaining the
sector's reputation, ensuring compliance with regulations, and fostering sustainable practices. It helps
build trust among customers, investors, and the public, which is vital for the organization's long-term
success.

- Correctable through Training and Development (T&D): While training and development programs
primarily focus on internal stakeholders, collaboration with external stakeholders can facilitate
knowledge-sharing and capacity-building initiatives. Training programs involving external partners can
provide valuable insights, guidance, and resources to address performance discrepancies effectively.

- Cost-effective to do: Collaboration with external stakeholders may involve costs associated with
communication, meetings, and potential partnerships. However, the benefits of shared resources,
expertise, and improved industry reputation outweigh the costs. It can lead to better compliance, reduced
reputational risks, and enhanced market competitiveness.

2. Access to Technical Assistance: To address performance discrepancies, the RMG sector may require
access to technical assistance from external organizations or consultants specializing in areas such as
workplace safety, environmental sustainability, or ethical practices. This assistance can involve
conducting audits, providing recommendations, and implementing necessary improvements.

- Importance to the organization: Technical assistance plays a critical role in identifying gaps and
providing expertise to address performance discrepancies. It ensures that the organization operates in line
with industry best practices, regulatory requirements, and international standards, which is vital for
maintaining credibility and attracting responsible business partners.

- Correctable through T&D: While the primary focus of training and development programs is on internal
stakeholders, technical assistance from external experts can provide targeted training and guidance to
address specific performance discrepancies effectively.

- Cost-effective to do: The cost-effectiveness of accessing technical assistance depends on the nature and
scope of the assistance required. While it may involve some costs, such as consultation fees or
implementation expenses, it can result in improved performance, risk mitigation, and long-term cost
savings through increased efficiency and compliance.

3. Compliance with International Labor Standards: Addressing performance discrepancies requires

ensuring compliance with internationally recognized labor standards, such as those set by the
International Labour Organization (ILO). This includes adhering to guidelines related to workers' rights,
fair wages, and working conditions.
- Importance to the organization: Compliance with international labor standards is essential for
maintaining ethical practices, attracting responsible business partners, and accessing international
markets. It demonstrates the organization's commitment to social responsibility and helps build trust
among stakeholders.

- Correctable through T&D: Training and development programs can play a crucial role in educating
workers, supervisors, and managers about international labor standards and their significance. Training
can create awareness, enhance understanding of rights and responsibilities, and facilitate the adoption of
best practices to address performance discrepancies.

- Cost-effective to do: Ensuring compliance with international labor standards may require initial
investments in training, monitoring systems, and process improvements. However, the long-term benefits,
including improved reputation, access to international markets, and reduced risks associated with
non-compliance, make it a cost-effective endeavor.

4. Industry Collaboration and Codes of Conduct: Addressing performance discrepancies within the RMG
sector can be facilitated through industry collaboration and the development of sector-specific codes of
conduct. Collaborative initiatives involving multiple organizations can set common standards, share
resources, and work collectively to address shared challenges.

- Importance to the organization: Industry collaboration and codes of conduct promote a level playing
field, ensure consistent standards, and improve overall working conditions within the sector. They help
build industry-wide trust, foster responsible practices, and demonstrate collective commitment to
addressing

performance discrepancies.

- Correctable through T&D: Training and development programs can support industry collaboration by
facilitating knowledge-sharing, promoting awareness of codes of conduct, and providing guidance on
their implementation. Training can equip stakeholders with the necessary skills and knowledge to align
with industry-wide standards.

- Cost-effective to do: Industry collaboration and the development of codes of conduct may involve costs
associated with coordination, communication, and monitoring. However, the collective efforts can result
in shared resources, reduced duplication of efforts, and improved efficiency. It promotes a competitive
and sustainable industry, making it a cost-effective approach to address performance discrepancies.
Existing Arrangement
Here are five existing arrangements specifically related to work environmental issues in the Bangladeshi
RMG sector:

1. Accord on Fire and Building Safety in Bangladesh:

- Pros:
1. Improved fire and building safety standards in RMG factories.
2. Regular inspections and remediation of safety hazards.
3. Collaboration between brands, trade unions, and NGOs.
4. Enhances worker safety and reduces the risk of accidents.

- Cons:
1. Limited to fire and building safety concerns, excluding other environmental issues.
2. Dependency on external organizations for monitoring and compliance.
3. Challenges in ensuring long-term sustainability and continuation of the accord.
4. Potential conflicts or disagreements between different stakeholders.

2. Bangladesh National Building Code (BNBC):

- Pros:
1. Provides guidelines and standards for construction and building safety.
2. Supports the design and maintenance of safe and structurally sound factories.
3. Mandatory compliance with building code regulations.
4. Enhances worker safety and reduces the risk of building-related accidents.

- Cons:
1. Challenges in ensuring consistent implementation and enforcement across all factories.
2. Limited focus on other work environmental issues beyond building safety.
3. Potential gaps between code requirements and practical implementation.
4. Insufficient resources and capacity for monitoring and oversight.

3. Waste Management and Recycling Practices:

- Pros:
1. Increasing awareness and implementation of waste management practices.
2. Encourages proper segregation, disposal, and recycling of waste.
3. Reduces environmental pollution and resource depletion.
4. Supports a cleaner and healthier work environment.

- Cons:
1. Varied levels of adoption and implementation across factories.
2. Limited infrastructure and resources for effective waste management.
3. Challenges in promoting behavioral change and ensuring worker compliance.
4. Insufficient monitoring and enforcement mechanisms.
4. Green Supply Chain Initiatives:
- Pros:
1. Encourages sustainable practices throughout the RMG supply chain.
2. Promotes responsible sourcing and procurement of raw materials.
3. Reduces environmental impact through energy-efficient transportation and logistics.
4. Enhances collaboration and communication among stakeholders.

- Cons:
1. Varying levels of engagement and commitment among different supply chain actors.
2. Challenges in ensuring transparency and traceability of supply chain practices.
3. Limited capacity and resources for implementing and monitoring green supply chain initiatives.
4. Potential conflicts or trade-offs between sustainability goals and cost considerations.

5. Effluent Treatment Plants (ETPs):

- Pros:
1. Addresses the environmental impact of wastewater discharge from RMG factories.
2. Treats industrial effluents to minimize water pollution.
3. Supports compliance with environmental regulations and standards.
4. Enhances water resource conservation and protection.

- Cons:
1. Limited coverage of ETPs across all RMG factories.
2. Challenges in ensuring proper operation and maintenance of ETPs.
3. Dependence on effective monitoring and enforcement to prevent non-compliance.
4. Potential resource constraints and operational costs for implementing and maintaining ETPs.

T&D plan
6. “Safetyneed for the worker is mandatory to maintain in all the organization. But
without the facility of this necessary product a lot of accident is occur incurred
every year in most of the company.”

This part mainly reflects on the aftermath of any accident that takes place in a garments factory.
These can be kept under control but can never be eradicated as accidents are always sudden
mishaps. The ways it can be minimized included developmental programs taken under the
Human Resources Management Department.

Workplace Ergonomics Training

Pros of the initiative:
Ø The Human Resources Management department coordinates with both administrative and
working wings to come to agreeable conditions for them along with imparting accurate
knowledge on situational dealings.

Ø With the accident minimization, working hours or productive working time will be boosted
and be functional.

Ø The prevention methods strengthening by the company will help everyone understand the
importance of it and people will maintain that on a personal level too.

Ø With increasing beneficieries in the organization, the company will bear good reputation as an
employer to attract better pool of skilled candidates into their realm.

Cons of the initiative:

Ø As these trainings or discussions are a time-consuming process, these will take up a chunk of
the productive hours for the company.

Ø Even if the company is more focused in safety measures, sometimes the employees can grow
ignorant of it due to lack of knowledge.

Ø The departmental focus can be distorted depending on the goal of the particular working group
of people.

7. .
“With over one and a half million women workers employed in semi-skilled
and skilled jobs producing clothing for exports, the development of the apparel
export industry has had far-reaching implications for the society and economy of
Bangladesh.”

The problem is found by conducting the needs assessment. We can see the lacking from
personnel analysis, which further details into lack of basic skills in the available pool of
candidates to work in the garments industry. Upskilling training programs can be held for the
new comers.

Upskilling Training
Pros of the initiative:

Ø Proper knowledge on the job responsibilities before fully engaging in the job work.
Ø Depending on various tasks, the accuracy level for training can be moderated to further help
the company in the long run.

Ø Well-trained laborers are supposed to have higher efficiency than an unskilled employee.

Ø The amount of wastage or scratch will go down over the time as an impact of the trained
employee engagement.

Cons of the initiative:

Ø There might be some sort of data distortion associated with the skill levels of the employees,
as not everyone is going to feel comfortable admitting to lack of skills while going through a job
interview.

Ø Opportunity to learn might be misused as an opportunity to avoid work loads or

responsibilities in the initial time by forging abilities.

Ø These upskilling training procedures will ultimately increase the total employee cost for the
company.

8..” Longer Working hours, non-payment of compensation etc. are often used as a
tool of labor exploitation by the factory owners. ”

There is an observed lack of knowledge or self-awareness among the labors. And this can be
dealt by providing with training sessions to the workers on their rights in the workplace.

Laws and Rights Awareness Training

Pros of the initiative:

Ø A person who is informed of his or her rights in the workplace is less likely to take irrational
steps.

Ø More constructive work can be done by the mutual agreement of both the administration and
working category.

Ø Self-awareness will bring on more self-efficacy and people will be more focused on the
performance.

Ø If the rights are explicitly stated by the organization there is little to no scope left for personal
discretion over company decisions or any sort of biasness coming from the authority.
Cons of the initiative:

Ø While self-awareness is important, there is a risk of exploiting the rights given by the authority
by some privileged groups (mostly political, keeping the Bangladeshi context in mind)

Ø Informing rights in mass congregation can be done but the real impartment is unmeasurable.

Ø Training on such topics need to be conducted by subject matter experts or SMEs, who might
not be available at the moment.

9..”
Fire Accident, in few cases fire accidents in factories caused loss of lives
hundreds of workers and officers, burning out of huge quantities of finished goods,
raw materials & factory sheds etc.”

From multiple instances mentioned in the given case we can easily understand how
malfunctioning are the labor rights in our country. Maybe there are little changes in
compensation or labor union policies, still the labor welfare is ignored in the eyes of the
administration. Training needs to be given to everyone involved with the factory to learn fire
extinguishing and other safety methods.

Fire Safety Training

Pros of the initiative:

Ø Basic safety methods education can significantly decrease the number of casualties among
workers.

Ø Mental preparation for facing emergencies will remain as such trainings will be given
frequently to the people working in the factory.

Ø In some cases the accidents can even be avoided depending on the depth of understanding of
the accidents among workers.

Ø Will help create a sense of safety surrounding the workplace in the minds of the working
community.

Cons of the initiative:

Ø Time-consuming procedures are maintained to demonstrate safety measures to a large number
of audience.

Ø Feedback from the learners can not be accumulated due to large number of participants.

Ø Sometimes, the perception of fire extinguishers being a costly commodity can hinder the
learning process for the workers as they are mentally afraid of ruining anything expensive.

10..” Violation
of social compliance of these has caused already enormous loss to
RMG Sector during last few years..”

As it is an industry based problem, proper monitoring needs to be ensured and inspections should
take place often. We need to provide the relevant training on quality management and quality
maintenance to the Alliance Accord members.

Maintenance Training
Pros of the initiative:

Ø Proper quality management of the production unit and administrative unit simultaneously.

Ø Work environment development and enrichment up to the suitability range for healthy
working.

Ø Ergonomic benefits ensured and job-satisfaction enhanced to induce further better

performances.

Ø Regular inspections can put the factories used to shift systems while observed, to be in
regularity of good system.

Cons of the initiative:

Ø Being a large scale initiative, it can’t be executed on a short notice or done in a short time.

Ø A large budget allocation is needed for execution.

Ø Government interference is needed which can often have bias results from its implication.
T&D Plan Realization
1. Workplace Ergonomics Training
- Employee needs are prioritized for better working conditions.

Incorporation: Integrate the training program with existing health and safety committees
or initiatives. Collaborate with occupational health and safety experts to incorporate
ergonomic principles into workplace design and processes. Utilize existing safety training
sessions to include modules on workplace ergonomics.

- Cost Range: BDT 10,000 to BDT 30,000 per session or workshop.

- Factors Affecting Cost: Number of participants, duration of the training, expertise of

the trainer, and customization of the program.

2. Upskilling Training
-Employee needs are prioritized for better efficiency.

Incorporation: Align the upskilling training program with existing employee

development frameworks, such as performance management systems or career
development plans. Identify skill gaps through performance evaluations and customize
the training program accordingly. Integrate upskilling opportunities into job rotations or
cross-training initiatives.

- Cost Range: BDT 20,000 to BDT 50,000 per participant for a comprehensive training
program.

- Factors Affecting Cost: Training duration, complexity of the skills being taught,
training materials, and expertise of the trainers.

3. Laws and Rights Awareness Training

- Employee needs are prioritized for better understanding of rights and responsibilities.

Incorporation: Integrate the training program into existing diversity and inclusion
initiatives or human resources training programs. Collaborate with legal experts or labor
 rights organizations to provide comprehensive training on relevant laws and rights.
Include the training as part of the onboarding process for new employees.

- Cost Range: BDT 5,000 to BDT 15,000 per session or workshop.

- Factors Affecting Cost: Training duration, qualifications and experience of the

trainers, materials provided, and the scope of the training.

4. Fire Safety Training

- Employee needs are prioritized for emergency response situation.

Incorporation: Collaborate with fire safety authorities or organizations to develop and

deliver the training program. Integrate the training into regular safety drills and protocols.
Establish partnerships with fire safety training providers to ensure access to expertise and
resources.

- Cost Range: BDT 10,000 to BDT 30,000 per session or workshop.

- Factors Affecting Cost: Training duration, complexity of fire safety procedures

covered, hands-on practical exercises, and qualifications of the trainers.

5. Maintenance Training

- Employee needs are prioritized for better suitability of work over-time.

Incorporation: Incorporate the maintenance training program into existing technical training
initiatives. Develop partnerships with industry associations or technical institutes to provide
specialized training modules. Include hands-on practical exercises and simulations to enhance
skill development.
- Cost Range: BDT 15,000 to BDT 40,000 per participant for a comprehensive training
program.
 - Factors Affecting Cost: Training duration, level of technical expertise required, hands-on
training equipment, and credentials of the trainers.