Assessment of a Unique Agreement to End Gender-Based Violence in Apparel Factories – Cornell Chronicle

Assessment of the Dindigul Agreement’s Impact on Sustainable Development Goals

Introduction and Alignment with SDG 5 (Gender Equality)

A recent assessment by Cornell’s Global Labor Institute evaluates the Dindigul Agreement, a 2022 initiative in Dindigul, India, designed to eliminate Gender-Based Violence and Harassment (GBVH) in the workplace. The agreement’s core objective directly supports the achievement of Sustainable Development Goal 5 (Gender Equality), particularly Target 5.2, which aims to eliminate all forms of violence against women and girls. The findings, compiled by Sarosh Kuruvilla in the report “The Dindigul Agreement to Eliminate Gender-Based Violence and Harassment: Does it Work?”, indicate the program has successfully empowered women workers to identify and combat GBVH, thereby advancing gender equality in the apparel industry.

Key Findings on Program Efficacy and Contribution to SDG 8 (Decent Work)

The evaluation identifies several critical factors contributing to the agreement’s success, which in turn promotes SDG 8 (Decent Work and Economic Growth). By creating safer working conditions, the initiative directly addresses Target 8.8, which calls for the protection of labor rights and the promotion of safe and secure working environments for all workers. The assessment concludes that the agreement is a successful demonstration project for empowering marginalized women workers.

• Strong Female-Led Union: The establishment and support of the Tamilnadu Textile and Common Labor Union proved essential in providing women with the collective power and backing needed to report and address violence.
• Labor-Management Collaboration: A high degree of collaboration between the union and the management of Natchi Apparel (P) Ltd. and Eastman Spinning Mills (P) Ltd. was fundamental to implementing effective solutions.
• Systemic Support: The success hinges on having systems in place, such as a multi-point grievance procedure, that enable women to act on their GBVH training without fear of reprisal.

The Role of Multi-Stakeholder Partnerships (SDG 17) and Strong Institutions (SDG 16)

The Dindigul Agreement exemplifies the power of multi-stakeholder partnerships as outlined in SDG 17 (Partnerships for the Goals). Its unique structure brings together a diverse coalition of actors committed to a common goal. This partnership model was instrumental in building strong, accountable institutions that provide access to justice for victims, a key component of SDG 16 (Peace, Justice and Strong Institutions).

1. Global Brands: Participants include Gap Inc., PVH Corp., and H&M.
2. Union Groups: Global Labor Justice, Asia Floor Wage Alliance, and the local Tamilnadu Textile and Common Labor Union are key partners.
3. Corporate Management: The management of local spinning mills and apparel factories are integral to the agreement.
4. Non-Governmental Organizations: International NGOs provide additional support and oversight.

Conclusion: A Model for Replicability and Scalability

The assessment concludes that while the Dindigul Agreement has been highly successful for its workers and in meeting its objectives, its replicability and scalability remain uncertain. The specific combination of a strong, women-led union and a highly collaborative labor-management relationship are critical success factors that may not be easily duplicated elsewhere. Nevertheless, the agreement serves as a powerful model demonstrating that it is possible to combat GBVH and advance multiple SDGs by empowering women workers through robust, union-backed institutional systems.

Sustainable Development Goals (SDGs) Addressed in the Article

The article on the Dindigul Agreement addresses several interconnected Sustainable Development Goals by focusing on gender equality, safe work environments, and collaborative efforts.

• SDG 5: Gender Equality

  This is the most prominent SDG in the article. The entire initiative, the “Dindigul Agreement to End Gender-based Violence and Harassment (GBVH),” is centered on achieving gender equality by protecting women in the workplace. The article highlights the agreement’s success in “empowering women to identify and combat gender-based violence” and the crucial role of a “strong female-led union.”

• SDG 8: Decent Work and Economic Growth

  The article connects directly to the “decent work” aspect of this goal. By creating a mechanism to end gender-based violence and harassment, the agreement works to “promote safe and secure working environments for all workers,” which is a fundamental component of decent work. The collaboration between labor and management to achieve this is a key theme.

• SDG 17: Partnerships for the Goals

  The article explicitly details a multi-stakeholder partnership. It describes how the Dindigul Agreement “brought together global brands, such as Gap Inc., PVH Corp. and H&M, as well as international NGOs, union groups… and a local union… and the Management.” This collaboration is presented as a key reason for the agreement’s success, demonstrating the power of partnerships in achieving sustainable development objectives.

Specific SDG Targets Identified

Based on the article’s content, several specific targets under the identified SDGs can be pinpointed.

1. Target 5.2: Eliminate all forms of violence against all women and girls in the public and private spheres

   The primary objective of the Dindigul Agreement is to “End Gender-based Violence and Harassment (GBVH)” in the workplace. This directly aligns with the goal of eliminating violence against women in both public and private spheres, with the factories representing a private sphere of work.

2. Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making

   The article emphasizes that the agreement’s success is “largely due to a strong female-led union.” This establishment of a “women-led labor union” is a clear example of promoting women’s participation and leadership in decision-making processes that directly affect their well-being and working conditions.

3. Target 8.8: Protect labour rights and promote safe and secure working environments for all workers

   The agreement’s framework, which includes a “multi-point grievance procedure” and relies on “a high degree of labor management collaboration,” is designed to protect the labor rights of women workers and create a safe working environment free from violence and harassment.

4. Target 17.17: Encourage and promote effective public, public-private and civil society partnerships

   The article describes the Dindigul Agreement as a partnership involving private sector entities (“global brands” like Gap Inc., PVH Corp., H&M, and local factory management), and civil society organizations (“international NGOs, union groups like Global Labor Justice and Asia Floor Wage Alliance, and a local union”). This structure is a textbook example of the multi-stakeholder partnerships that Target 17.17 aims to promote.

Indicators for Measuring Progress

While the article does not cite specific quantitative UN indicators, it mentions or implies several qualitative and process-based indicators that can be used to measure progress towards the identified targets.

• Indicator for Target 5.2:

  The existence and implementation of a “multi-point grievance procedure” is a direct indicator. The article implies its effectiveness by stating the agreement has been “successful in empowering women to identify and combat gender-based violence,” suggesting that women are using the system to report incidents.

• Indicator for Target 5.5:

  The establishment and functioning of a “strong female-led union” serves as a key indicator. The strength and leadership of this union in representing women workers is a measure of their effective participation in workplace decision-making.

• Indicator for Target 8.8:

  The “high degree of labor management collaboration” is an implied indicator of a safer and more secure working environment. The Cornell assessment itself, which concluded the agreement “was successful for the workers,” acts as a performance indicator measuring the effectiveness of the safety mechanisms put in place.

• Indicator for Target 17.17:

  The formation and sustained operation of the agreement itself is the primary indicator. The successful collaboration between diverse stakeholders—”global brands… international NGOs, union groups… a local union… and the Management”—to create and implement a “unique agreement” demonstrates an effective partnership in action.

Summary of SDGs, Targets, and Indicators

Source: news.cornell.edu