assessmnet report: body stretch bangladesh ltd
TRANSCRIPT
1 Factory Name: Body Stretch Bangladesh Ltd SL NO: 02
ASSESSMNET REPORT: BODY STRETCH BANGLADESH LTD.
2 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
ABBREVIATIONS:
ADA : Americans with Disabilities Act
LFMEAB : Leather goods & Footwear Manufacturers & Exporters Association of
Bangladesh
BGMEA : Bangladesh Garment Manufactures & Exporters Association
BKMEA : Bangladesh Knitwear Manufacturers & Exporters Association
CSR : Corporate Social Responsibility
CDD : Centre for Disability in Development
GIZ : Deutsche Gesellschaft für Internationale Zusammenarbeit
NIDRR : National Institute on Disability and Rehabilitation Research
PSES : Promotion of Social and Environmental Standards in the Industry
PWDs : Persons with Disabilities
PEEP : Personal Emergency Evacuation Plan
RMG : Ready–Made Garments
3 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
Table of Contents
I. Introduction: 4
A. Background 4
B. Report structure and design 4
II. Coverage of the disability-inclusiveness assessment 5
Steps followed 5
III. Assessment Report: 6
A. Factory Profile 6
B. Sensitization MEETING: 6
C. Affiliation / Membership: 6
D. ADDRESS 7
E. Workforce Composition: 7
F. Workers with DISABILITIES: 7
G. Focal Person: 7
1. Overall Accessibility of the Factory: 8
2. Expansion of Factories Training Facilities: 12
3. Recruitment of Persons with Disabilities 16
4 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
I. Introduction:
A. BACKGROUND
The Centre for Disability in Development (CDD1) with the support of PSES, GIZ2 is working together since November 2013 with the purpose to sensitize and build capacity of 250
Ready Made Garment Factories (RMGFs) to create an inclusive and enabling work environ-ment which will encourage inclusion of persons with disabilities in their workforce.
Under this partnership, CDD and PSES, have held meetings with BGMEA, LFMEAB and lead-ers of different RMG Factories. A team from CDD has made physical visits to these factories.
Based on the finding and assessed needs a resource package will be developed to guide fac-tory managers to facilitate disability-inclusion. This resource package includes materials like ‘Disability-Inclusive HR Policy’ and ‘Disability-Inclusion Handbook’. As a part of project activ-
ities, managers and staff members from RMG factories will also receive training.
The ‘inclusiveness-assessment’ is not intended in any way to measure social compliance status of the RMGFs. It was conducted as one of the steps of disability mainstreaming pro-cess in RMGFs. This mainstreaming process intends to sensitize leadership and managers of
RMGFs on disability-inclusion, assist them to assess current situation in RMGFs, identify in-clusion opportunities and undertake realistic and achievable plans on creating an inclusive
work environment for persons with disabilities.
B. REPORT STRUCTURE AND DESIGN
The RMGF’s managers are the main audience of this report. It introduces and explains the disability-inclusiveness assessment, presents the assessment finding with recommendation for immediate considerations, and then provides a set of universal standards of disability
inclusion for the RMGF to ultimately consider.
The report is kept simple and specific, considering key information required by the RMGF’s manager to understand the current context in its factory on disability inclusion and realistic actions required to include persons with disabilities in its workforce.
1 CDD is a national non-government Bangladeshi organization that is working to create awareness and build capacity of development actors to minimize barriers to disability-inclusion. It is also working to build functional, technical and leadership capacity of persons with disabilities and their organizations to enable them to participate meaningfully in society and contribute to comprehensive development. 2To help garment factories to comply to national laws and international standards, the Government of Bangladesh and the German Federal Ministry for Economic Cooperation and Development (BMZ) agreed on the project Promotion of Social and Environ-mental Standards in the Industry (PSES). It comprises three main intervention areas: Social Compliance, the Envi-ronmental Component and Inclusive Skills Development and Reintegration of Persons with Disabilities.
5 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
II. Coverage of the disability-inclusiveness
assessment
Assessment will be carried out based on checklist which has been developed con-sidering three inclusion areas present as below:
o Overall Accessibility
o Expansion of factory’s existing training facilities
o Recruitment of persons with disabilities
STEPS FOLLOWED
o Factory visit (: Screening documentary, make presentation, identify focal
person, fill up checklist)
o Analysis factory visit findings in the team & develop assessment report
o Develop inclusion plan and share with top management
o Continuous follow up by Help Line
o Provide technical support to implement inclusion plan
6 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
III. Assessment Report:
A. FACTORY PROFILE
Body Stretch Bangladesh is a leading Ready-made Garments factory in Bangladesh lo-
cated at Tenguri, Zirany Bazar, Ashulia, Savar, Dhaka, Bangladesh. Total workforce is 500
while 298 is female and rests are male 202. The factory is member of The Bangladesh Gar-
ment Manufacturers and Exporters Association (BGMEA). Top management of the factory
firmly believes that disability inclusion is not a matter of charity but is instead an opportuni-
ty for people with disabilities to demonstrate their valued talents. With this in mind, the di-
versity and Inclusion programme arose as an initiative to promote a workplace inclusive of
people with disabilities.
B. SENSITIZATION MEETING:
Disability awareness makes employees more confident about communicating with persons
with disabilities and making working environment more welcoming. In the course of factory visit, CDD’s team organized sensitization meeting for management staffs on disability inclu-
sion which will cover - understanding disability, myths & facts, typical Barriers in a work-place, benefits of inclusive workplace, business cases, accessibility and accommodations and inclusive emergency evacuation. In the sensitization different level of staffs including
directors, managers, HR executives, Admin and compliance officers participated (attendance sheet is attached)
Bodystretch
Bangladesh ltd.jpg
C. AFFILIATION / MEMBERSHIP:
: Bangladesh Knitwear Manufacturers & Exporters As-
sociation BKMEA
: Bangladesh Garment Manufacturers and Exporters
Association BGMEA
: Leathergoods And Footwear Manufacturers & Export-
ers Association of Bangladesh LFMEAB
7 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
D. ADDRESS
Village: : Tenguri, Zirany Bazar, Ashulia, Savar, Dhaka
POST CODE: : 1341
PO: : Zirany Bazar
UPAZILLA: : Savar
DISTRICT: : DHAKA
EMAIL: : [email protected]
WEB: : www.bodystretchbd.com
E. WORKFORCE COMPOSITION:
Female : 298 Male : 202 Total : 500
F. WORKERS WITH DISABILITIES:
Female : Male : 01 Total : 01
G. FOCAL PERSON:
Name: Designation: Mobile: Email
Sonia Sarmin Manager (HR& Compliance)
01711450738 [email protected]
VISIT DATE (DD/MM/YY): 15.01.2018
8 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
1. Overall Accessibility of the Factory:
For many people with disabilities, one of the barriers to participating in employment is lack
of accessible buildings or accessible information and communication methods. Accessibility
means ensuring that people with disabilities have access to the physical environment,
transportation, information and communications and to other facilities
People with disabilities should be able to arrive on the site, approach the building, and enter
as freely as everyone else. Universal design, according to the United Nations’ Convention
on the Rights of persons with Disabilities “Universal design means the design of products,
environments, programmes and services to be usable by all people, to the greatest extent
possible, without the need for adaptation or specialized design” Universal design shall not
exclude assistive devices for particular groups of persons with disabilities where needed. “.
This assessment report considers access in terms of how far this principle of universal de-
sign has been lived up to in terms of design and practices. It should be noted, assessment
considered physical accessibility only. Physical accessibility is an analysis of the physical en-
vironment to see extent to which it will create barriers for different impairments, for exam-
ple – steps without handrails can create barriers for those with physical impairments, while
a lack of marking can create barriers for those with visual impairments.
Beyond the accessibility, there are many factors that can aid or hinder the inclusion of per-
sons with disabilities in the industries. Once special important concern is that attitudes em-
ployees with disabilities of different groups such as co-workers, supervisor, HR managers.
CDD team conducted direct assessment to measures the physical accessibility of each of the
factory using a checklist developed by CDD and GIZ. Assessment considered the basic re-
quirements for persons with a range of different impairments. It identified the barriers in
different areas of the factory that would commonly access including the main entrance,
workplace, washroom, water points, lift, handrail, ramp, signage etc. There was a supple-
mentary analysis of the factory’s evacuation procedures.
Full findings and recommendation for Body Stretch Bangladesh Ltd is provided be-
low:
Item Findings Recommendation
1.1 Entrance
Stair is the only rout to enter into the factory.
Factory entrance is
wide enough to allow persons with disabili-
ties to accommodate
A ramp is recommended to install at the main entrance. It will allow persons with disabilities to reach at least the ground floor.
Factory’s access can be improved through bet-ter signage (including pictograms), tactile sur-
faces and markings for the visual impaired.
9 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
Item Findings Recommendation
with any kind of assis-
tive device. Entrance is not clearly
marked with signage
(visual, tactile). Threshold is placed in
front of the ground floor.
1.2 Lifts No lift is installed in the factory.
Employees with all types of disabilities
commonly use staircase to reach different work-ing floors of the factory.
Factory management is encouraged to install an accessible lift in future bearing in mind the
following guidelines.
Outline of accessible lift: Door width is at least 900 mm Cubicle dimension is minimum 2000 mm x
1320 mm (length x width) Persons with disabilities are recommended
to use the accessible lift according to their need.
1.3 Ramp No ramp is observed at the main entrance of
the factory Employees with cer-
tain level of physical disabilities may find it difficult to enter into
the factory due to ab-sence of ramp.
A ramp is recommended to install at the main entrance of the ground floor considering per-
sons with disabilities.
Outline of accessible ramp: Slope of 1:12 Continue both sided handrails with the
height of 900 mm from floor Non-slippery ramp surface
Minimum landing space 1200x 1500 mm ac-cording to requirement
Pictograms, tactile signage indicating to
ramp, lift and toilet facilities. (source: Design consideration for Accessibil-
ity – 2006, USAID)
1.4 Doors Doors in the factories are wide enough with adequate clear opening
space of standard measurement.
All the doors are fire re-sistant and working ta-
bles are placed wisely so that employee can easi-ly reach at the door
Color signage is put in operation to direct the
door entrance.
Accessible Door outline: Clear opening width 900 mm. No step at threshold or step less than 20
mm. Circulation space inside and outside of the
door 1500 mm (Source: Design consideration for Accessibil-
ity – 2006, USAID)
1.5 Stairs
Stairs have handrail on
both sides in few
Accessible Stairs outline:
Minimum width 1200 mm between the
10 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
Item Findings Recommendation
floors. But not in all
floors. Extension of handrail
beyond the top and
bottom ending is not ensured.
Color contrast at the edge of each step is not marked well.
Color contrast at the edge of each step is not
marked well.
handrails
Steps with 150 mm of height and 300 mm of depth
Color contrast at the edge of the step
Handrails height is 900 mm from floor Tactile ground surface indicator at the top
and bottom landing (Source: Design consideration for Accessibility – 2006,
USAID)
Specific Recommendation:
Suggested to ensure color contrast at the edge of each step of stair
1.6 Drink-ing Foun-tains
Adequate maneuvering space is observed in front of the drinking fountain
The surrounding area of drinking fountain has been found neat
and clean
Safe drinking water is ensured and tested
by icddrb. Pictogram and written
information are availa-
ble at the site of drink-ing fountain.
Height of drinking fountain and clear space in front of the jar should be in line with the fol-lowing measurement-
Drinking fountain height: 650 mm
Clear space: 1500 mm
1.7 Wash-room –
Toilet, Urinal
Toilet is gender friendly but not accessible.
Few steps had been found in front of the toi-let entrance
Maneuvering space is too inadequate.
Number of toilet is re-
ported in the line with
Labor law – 2006 (amended 2013)
Factory need to urgently improve the access to
wash room. Some improvements are significant
modifications to infrastructure including widen-
ing doors, removing steps and platforms and
installing commode chairs. Some adaptations
are relatively minor such as regularly cleaning
floor surfaces, installing grab rail, and improv-
ing signage , where there is sufficient space, a
toilet chair could be used as temporary
measures.
Specific Recommendation:
Initially 2 toilets (one for male and one for female) can be modified to ensure accessibil-ity with pictogram and tactile signage
Small ramp is recommended to install in front of the toilet entrance.
Doorway with 900 mm clear width that is outward opening or sliding
11 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
Item Findings Recommendation
No step at threshold
room dimension should be minimum 2100 mm x 1500 mm (length x width)
Height of the toilet pan is 500 mm from floor
Horizontal grab rail on one side of the toilet pan and 700 mm height from floor
(Source: Design consideration for Accessibility–
2006, USAID)
1.8 Sign-age3 /
Symbols – level and directions
Signage and symbols are observed at pathway
for emergency exit. Pictograms indicating
male and female are
found in front of the toi-let.
Throughout the factory, there should be clear signing of different areas and access routes.
Sign should have a written component, a visual component (picture / symbol) and be supple-mented by Braille.
1.9 Emer-gency
Evacuation Procedures
Fire drill is regularly ar-ranged addressing em-
ployees with disabilities Firefighting equipment
is available as per law
but equipment’s needed for employees with dis-
abilities are not found adequate in numbers.
Audio, visual alarm sys-
tem and smoke detec-tors are placed ade-
quately throughout the working floor.
Emergency Evacuation
layout design is devel-oped and attached be-
hind the doors at each floor.
Public Address (P.A) and
emergency lights with IPS or battery backup
system has been made available for each floor of the factory.
Factory should have inclusive emergency evacuation procedure, with specific attention
to various categories of persons with disabil-ities. Drill should be conducted to ensure awareness workers and management people.
Alarm system should have visual and audible
components. Introduce buddy system If possible, place employees with disabilities
nearby to the emergency exit points. Equipment such as fire extinguishers should
be maintained and kept at an accessible height.
Emergency exits should not obstruct with rain
protectors / raised iron flat bars, not blocked in any way. All exit-doors open outwards and
should not be locked. Aisles and escape routes should be marked properly and always kept unblocked for easy evacuation in case of
emergency.
3 Signage perform a range of functions such as providing direction, giving warning, supplying information
and Communicating and Identity
12 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
2. Expansion of Factories Training Facilities: Disability and poverty are closely interrelated, with disability accentuating poverty and pov-
erty increasing the likelihood of disability. One of the measures to break this cycle is inte-
grating persons with disabilities into mainstream education and training, thereby opening up
pathways to decent employment. Skill development is a prerequisite in enabling persons
with disabilities to participate in the labour forces. In Bangladesh, approximately 3.2 million
youths have disabilities. These young people need help to access demand-driven education
and training, thereby opening up pathways to decent employment. There is currently very
little information on participation of persons with disabilities in skills development in Bang-
ladesh. Assessments have noted barriers in physical infrastructure, attitudes and policies to
the participation of persons with disabilities
National Strategy for Inclusion of Persons with Disabilities in Skills Development 2017 has
been developed and approved by the National Skill Development Council (NSDC) to increase
participation of persons with disabilities in skills development programs. The successful im-
plementation of the disability strategy depends on the support and initiatives of training
providers, employers, organizations working with disability and other concerned stakehold-
ers.
The Bangladesh Garment Manufacturers and Exporters Association (BGMEA) recently
launched a campaign in rural areas offering training to potential migrant garment workers,
in an effort to meet the training needs of the industry. Training in the RMG industry is cur-
rently delivered by government Technical Training Centers (TTCs), Technical Schools and
Colleges (TSCs) and a range of private providers. These include dedicated centers estab-
lished by buyers (such as H & M and Tesco) and NGOs, as well as on-site training provided
informally by factory owners.
In addition, some companies run more formal training programmes in which new workers
receive several weeks of training in a classroom and workshop setting. An inclusive ap-
proach is much more effective and sustainable for disability inclusion in skills development.
To this end, this project is planning to provide Training of Trainers (ToT) on Inclusive Skills
Training and technical support to factory’s effort in expansion of training facilities consider-
ing accessibility and inclusiveness.
Assessment Findings and Recommendations are presented below:
Item Findings Recommendation
13 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
Item Findings Recommendation
2.1 Annual Training Calendar
Factory doesn’t have An-nual Training Calendar,
but it provides training to it’s employees in many
fields throughout the year.
Factory should make sure employees with disabilities have access to all
training and career progression activities.
2.2 Areas of Training Over the year, factory organize 22 types of training including Opera-
tor sewing, fire safety, Occupational Health and
Safety (OHS), Emergen-cy Evacuation etc.
Factory should include training course related to Accessibility, Reasonable Ac-commodation, and Inclusive Recruit-
ment etc.
2.3 Inclusive skill
Training4(The integra-
tion of employees with
and without disabili-
ties into one overall
system)
Training team of the fac-tory doesn’t have any formal education on In-
clusive Skill Training. But from their existing
knowledge on Human Resource, sometimes they integrate persons
with disabilities with oth-er employees without
disabilities traditionally.
Persons with disabilities are encour-aged to be included in the training programs on equal basis like others
without disabilities.
2.4 Teaching method
Lecture, group work,
practical demonstration, discussion, power point presentation etc.
Teaching methods should be inclusive
and must have to be appropriate as per the learning requirements of spe-cific persons with disabilities.
4 Inclusive vocational training is well suited for persons with and without disabilities alike; however, some people with
disabilities may require support services
14 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
Item Findings Recommendation
2.5 Accessibility Not accessible due to not installing any ramp, lift
and other utilities con-sidering persons with
disabilities
Factory should undertake following ini-tiatives for accessibility :
-Provide adequate space to maneuver
(E.g. appropriate door widths)
-Adapt tools or equipment for some-
one with a disability (E.g. seat height,
distance of equipment )
-Ensure adequate and training on ma-
chinery or equipment
-Avoid the use of background music or
other noise in a presentation
-Use large and clear print
- Paper contrast should be high, such
as black on true white or black on yel-
low rather than printing documents on
off-white paper
-Use simple language
15 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
Item Findings Recommendation
2.6 Inclusive curricu-lum
Don’t exist Factory should develop training curric-ulum considering the need of each
category of disability.
2.7 Arrangement Rea-
sonable Accommoda-tion for Trainee’s with Disabilities
Factory management
provides reasonable ac-commodation support as much as they have
knowledge on this.
In training situations, reasonable ac-
commodations5 are actions taken or
tools and devices provided to address
the specific needs of the trainee. For
example, For example, factory may
need to provide a special desk so that
a wheelchair user can participate, or
extra tutoring for an intellectual disa-
bility so they can move forward with
their class.
Factory should have a written policy to
provide reasonable accommodation to
the trainees with disabilities
2.8 Future opportunity for expansion of train-ing facilities.
Factory management is very much optimistic to expand their existing
skill training into inclu-sive in nature in future.
Opportunities should be created for
workers with disabilities to avail in-
service training. When creating in-
service training opportunities, employ-
ers should ensure that these are ac-
cessible to all types of workers with
disabilities. Workplace training hand-
books and all materials should be ac-
cessible for persons with communica-
tion and intellectual disabilities. These
handbooks should include alternative
formats for printed materials, such as
Braille and use of visual impaired per-
sons .
5 Reasonable accommodations are designed specifically for an individual and what he or she requires in a specific learning, work or other situation .
16 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
3. Recruitment of Persons with Disabilities People with disabilities represent an untapped pool of skills that can enhance business.
However, people with disabilities frequently face many barriers to employment, including
physical, information and attitudinal barriers. Stereotypes and misconceptions prevent them
from accessing jobs because these often focus on their disability instead of ability, when in
fact they can and do work. Persons with disabilities should not be discriminated against at
any point in the employment cycle. These concern all matters relating to recruitment, selec-
tion, appointment, career guidance and development, learning opportunities, performance
evaluations, promotions, transfers, retention in employment and return to work
The principle of non-discrimination should be respected throughout the recruitment process,
to ensure maximal benefit to the employer and equitable opportunities for candidates with
and without disabilities. Employers could, for example, include a statement about commit-
ment to equal opportunity in their recruitment procedures and in job advertisements, use a
logo to signal that such a policy is in force within the factory, specifically invite applications
from people with disabilities, and state that candidates will be considered solely on the basis
of their abilities. Factory should keep their recruitment process under review, in order to en-
sure that it is accessible to people with different types of disability.
Assessment Findings and Recommendations:
Item Findings Recommendation
3.1 Category of employee
with disabilities
Currently one employ-
ee with hearing and speech impairment is working in the factory.
Persons with disabilities are a
heterogeneous group, some are
visible and some are invisible.
Factory should recruit all category
of persons with disabilities gradu-
ally
Factory should set a target of re-
cruitment for person with disabil-
ity. To implement this target fac-
tory could contact Helpline6 run
3.2 Percentage employ-ees with disabilities in the
workforce
0.2%
6 Helpline (01761111444) run by aims at bridging the gaps between persons with disabilities who are seeking
jobs in the apparel industry and persons who provide counseling support for employees with disabilities working in RMG factories. Inclusive Job Centre (www.inclusivejobcentre.co) run by CRP aims to coordinate labour supply
17 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
by CDD and the Inclusive Job
Centre operated by the Centre for
the Rehabilitation of the Para-
lyzed (CRP).
Factory should be prepared to
make reasonable adjustments
to the workplace. These could in-
clude modifying machinery and
equipment, or the content of the
job itself. Factory might also need
to adjust working hours, work or-
ganization and the work envi-
ronment
3.3 Recruiter skill to conduct interview
Recruiters don’t have any formal training on
how to assess and re-cruit persons with disa-bilities.
In the course of interview factory
should be focused on the person’s
experience and ability rather than
on their disabilities.
Recruiter should make sure the
candidates understand the job
requirements and what will be
expected from them.
Factory should arrange a visit to
workplace for the job seeker with
disabilities to understand the job
better and identify barriers
3.4 Reasonable Accom-
modation in the course of
interview
Recruiters typically ask the potential candi-
dates with disabilities if they need any kind of
reasonable accommo-dation support.
Factory should be prepared to
make reasonable accommodation
in the course of reasonable ac-
commodation.
and demand of persons with disabilities, training facilities, rehabilitation services and potential employers in the RMG sector
18 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
3.5 Non-discrimination or
equal opportunity
Yes, the term Disability
is mentioned in the pol-icy of the factory.
Disability inclusion needs top-
level backing hence a statement
from the CEO of the factory can
be incredibly powerful.
Factory should promote equal
treatment and equal opportuni-
ties for persons with disabilities
by providing reasonable accom-
modation in the recruitment pro-
cess, on-the-job, apprenticeships,
training, job retention, career de-
velopment and other relevant
terms and conditions of employ-
ment.
3.6 Which of the following recruiting activities does your factory do?
3.6.1 Job advertisement
Not introduced yet Factory should make a statement within the job advertisement that
persons with disabilities are en-couraged to apply, that you (are an equal opportunity employer
and/or that you (employer) are willing to make reasonable ac-
commodations.
3.6.2 Interview location
Not in practice current-
ly
Factory should arrange interview
in an accessible place
3.6.3 Positive discrimina-tion mark is provided in
interview
Yet not initiated The manner of interviewing a person with disability should be
similar to that of any job candi-date.
Caption: Jeans plus ltd.
19 Factory Name: Body Stretch Bangladesh Ltd. SL NO: 01
Centre for Disability in Development (CDD)
A-18/6 Genda, Savar, Dhaka, 1340
Phone: +88 01713021695
E-mail: [email protected],
Website: www.cdd.org.bd,