A Study on Grievance Procedure, Nature of Workplace Harassment

and Gender Equality and Discrimination of the workers of

Bodystretch Bangladesh LTD.

Prepared By

Bodystretch Bangladesh LTD. Plot # 80, Tenguri Road, zirani Bazar, BKSP,Ashulia Savar, Dhaka

Report Preparation Date: 20-12-2017

DECLARATION

This report is the outcome of Bodystretch Bangladesh Ltd’s own research work based on the data

collected from worker’s interview. That no part of this report consist of materials copied or

copied from published or unpublished work of other writers and that all materials, borrowed or

reproduced from other published or unpublished sources have either been put under quotation or

duly acknowledge with full reference in appropriate place (s). I understand that the report may be

cancelled / withdrawn if subsequently it is discovered that this report is the original work and

that it contains materials copied or borrowed without proper acknowledgement.

Table of Contents

Chapter - 1: Introduction

1.1 Background of the Study

1.2 Importance of the Study

1.3 Objective of the study

1.4 Scope of the study

1.5 Methodology

1.5.1 Data Collection Sources

1.5.2 Target population

1.5.3 Sample Size and Sampling Technique

1.5.4 Questionnaire Design

1.5.5 Data Analysis and Interpretation

1.6 Limitation of the Study

Chapter - 2: Organizational Overview

2.1. About Bodystretch Bangladesh Ltd.

2.2 Customer

2.3 Products

2.4 Payment System

2.5 Medical Facilities

2.6 Other Facilities

2.7 Quality

2.8 Machines

Chapter - 3: Theoretical Overview

3.1 Grievance Procedure

3.2 Workplace Harassment.

3.3 Gender Equality and Discrimination

Chapter -4: Analysis and Interpretation

4.1 Knowledge on grievance procedure.

4.2 Supervisors encourage workers for using grievance procedure.

4.3 Confidential reporting and no negative consequences in grievance

mechanism.

4.4 Grievance resolution level is satisfactory.

4.5 Workplace condition after grievance settlement.

4.6 Knowledge on workplace harassment.

4.7 Communicating with respect.

4.8 Security checking is free of harassment.

4.9 Confidential reporting in terms of workplace harassment.

4.10 Equal pay for both male & female workers.

4.11 Fair and equal treatment for all employees based on their capacity

and skill.

Chapter - 5: Findings and Conclusion

5.1 Findings

5.2 Conclusion

References

Apendix

Questioner -Induction Program Evaluation Form

Chapter -1

Introduction

1.1 Background of the Study:

This study intends to increase understanding on Recruitment process, Harassment, gender

equality and discrimination and Grievance Procedure at Bodystretch Bangladesh Ltd. to

improve the working condition of the workers. It examines the perceptions of the

workers on discrimination, harassment and Grievance procedure in the workplace in the

factory. Bodystretch Bangladesh Ltd. conducts Anti Harassment training for their

employees to help them recognize workplace harassment. The factory has policies on

confidential reporting communication with respect, Action taken to accountable person

etc. The Factory also has an effective grievance procedure and discrimination free work

environment.

1.2 Importance of the Study:

The importance of the study is to know and improve the working condition of the

workers of Bodystretch Bangladesh Ltd.

1.3 Objectives of the Study:

Broad objectives

To understand the condition of existing Recruitment process, Harassment, Gender

equality and discrimination and Grievance procedure in the factory.

Specific Objectives

To receive the worker’s perception and feedback regarding the working condition.

To improve the working environment based on worker’s feedback.

1.4 Scope of the Study:

This report was attempted to provide an insight into the existing working environment at

Bodystretch Bangladesh Ltd. based on data collected from questionnaire.

1.5 Methodology:

To meet the objectives, sample survey method was followed. First sample size was

determined and then the survey was conducted through a structured questionnaire to

collect the raw data. After collection of the data, those were analyzed, interpreted and

represented by charts and tables.

Figure 1: Flow Chart of the Study Procedure

1.5.1 Data Collection Sources

Data was collected from both primary sources and secondary sources. To collect data

from Primary sources, a survey was conducted among the employees of Bodystretch

Bangladesh Ltd with a structured questionnaire. To collect the information, respondents

were interviewed at their convenient time. Secondary data was collected from previous

monthly training records, literatures, articles, journals, books etc.

Study Area

Selection

Data

Collection

Secondary Sources

Internet,

Monthly

Training

Reports

Primary

Sources

Determine Sample

Size

Design Sampling

Techniques

Prepare

Questionnire

Conduct Survey

Compile, Analyze &

Interpret Data

Represent Data by Tables,

Graphs, etc.

1.5.2 Target Population

Employees of Bodystretch Bangladesh Limited (6 months and above) was considered as

the target population of the study.

1.5.3 Sample Size and Sampling Technique

From the target population, 100 employees were taken randomly as sample for the study

who are working from 6th

months and above in the factory. Respondents were chosen on

convenient basis. So, non-probability convenience sampling technique used for this

study and the sample size was 100.

1.5.4 Questionnaire Design

A structured questionnaire was developed for the survey. It consisted four parts i.e. Part

A of the questioner especially focused on the reaction of the participants regarding the

Grievance Procedure. To evaluate the reaction regarding Grievance procedure, a

questionnaire with 5 questions or statements was developed. 5-point Likert Scale (1-

Strongly Disagree, 2- Disagree, 3-Neutral, 4-Agree, 5-Strongly Disagree) was used as

measurement scale. . Part B Basic Information of the respondents, their perception

regarding workplace harassment, communicating with respect, confidential Reporting,

complaint resolution satisfaction, security checking. Part C of the questioner especially

focused on the reaction of the participants regarding gender equality and discrimination.

1.5.5 Data Analysis and Interpretation

After the survey, data was processed which includes compiling, editing, coding,

classification, tabulation and graphical representation. To do so, Microsoft Office

software such as MS Excel, MS Word and MS Power Point was used. In case of data

analysis, statistical tools such as percentage were used.

1.6 Limitations of the Study

The study has following limitations:

Survey covered a limited area and a detail study was not possible because of

resource constraint.

Time constraint.

Chapter -2

Organizational Overview

2.1 About Bodystretch Bangladesh Limited

Bodystretch Bangladesh Limited, a leading Manufacturing Garments factory in Bangladesh

located in Plot #80, Tenguri, Zirani, BKSP, Ashulia, Savar, Dhaka and having 32,000 sq.ft.

Floor space. Bodystretch Bangladesh Ltd. is a fully compliant production facility and has

been in operation since December 2012. About 500 employees are working in the factory

including sewing operator, Sewing assistant, Admin staff, production staff, security etc. It

manufactures and supplies of fashion wear (specializing in both knit/Jersey as well as Woven

fabrics). It has installed more than 400 sets sewing machines for 12 lines for knit at present.

Company expects to add more machines on the improvement of production. Monthly

production capacity is 150,000-200,000 depending on styles we have. The factory has

employed experienced Quality Control and Production people from abroad to ensure quality

garments and optimize production. Experienced staff, including three in house design teams,

quality controllers, sales force and logistics team, ensure that all processes are executed

efficiently.

2.2 Customers

Bodystretch supplies garments to most European countries, USA, Canada, Mexico, South America,

Japan, China and many Asian countries.

Our current Customer base consists of the following Companies:-

H&M ( APPROVED)

C & A ( APPROVED)

Arcadia Group

2.3 Products

We have capacity to make all the items of woven but especially we make bottom of all ages .with any

woven fabrics. We have sufficient capacity to make all items of knitting as tee, polo, tank top, sweat

shirt, trouser , short, bottom, jacket ete with any kind of fabrics .of all ages ,man ,woman ,boys and

girls.

2.4 Payment system:

Bodystretch Bangladesh Ltd. pays the salary to all workers & staff within date o7 of the next month.

2.5 Medical facilities:

Company gives regularly nursing to all the workers and staffs with a MBBS recognized doctor and a

nurse.

2.6 Other facilities: Company maintains all the government rules and regulations, such as

company gives all, motherly, sickly and yearly leaves.

2.7 Quality: Company prefers most to maintain Quality and to maintain shipment date. For this

we have a strong team .In this respect no excuse is acceptable.

you can see this covers a wide range of accounts and we give equal priority to all our customers.

We aim to always create and foster new customers, forging lasting and profitable relationships in

today's competitive fashion arena.

2.8 Machines

MACHINE NO. MACHINE TYPE MACHINE BRAND INHOUSE QTY

DDL-8700-7 PLAIN MACHINE

JUKI 96

DDL8700A-7 JUKI 65

LH - 3528-A

TWIN NEEDLE M/C

JUKI

16 ZJ2875-5-BD-D3 ZOJE (AUTO)

ZJ8750A-5 ZOJE (MANUAL)

LK 1903 A-SS BTN STITCH M/C JUKI 4

LK 1900 A BAR TAC M/C

JUKI 9

ZJ1900BHS ZOJE 6

LBH-1790 S BTN HOLE M/C JUKI 2

MEB-3200 J EYELET HOLE M/C JUKI 2

KS-AU-V CUTTING MACHINE(10'') 4

KS-AU-V CUTTING MACHINE(8'') 2

UK-2116 S OVER LOCK M/C KANSAI 20

DLR-1503 PTF CHAIN STETCH M/C KANSAI 7

ZJ3830 CHAIN STITCH ZOJE

B-2000 C LOOP MAKE KANSAI 2

LX-5802 L 2 NEEDLE FLATBED CHAIN

STITCH M/C KANSAI 2

DFB-1411 P-XP KANCHAI M/C KANSAI 4

PX-302 4W 2 NEEDLE ZIGZAG CHAIN

STITCH M/C KANSAI 1

UK 2116H OVER LOCK M/C (HEAVY DUTY)

MANUAL KANSAI 8

UK2116H03X-5X6 0VER LOCK 5 THREAD (AUTO) KANSAI 4

SX-6803 PD FEED OF THE ARM M/C

KANSAI

8

ZJ928XH-3PL ZOJE

UK-2014 H 4 THREAD O/L

KANSAI (MANUAL) 55

uk2014H-40m-2x4 KANSAI (AUTO) 22

HW-20 C RECON MACHINE HASIMO 1

TS-312 D RIB CUTTER M/C 1

HSL-620 IRON 18

TBC 50 R VELCO TAPE CUTTER CUTEX 1

FB 2000 X IRON TABLE NAOMOTO 18

ZJ2500A-164M-

VF FLAT LOCK (MANUAL)

ZOJE 18

ZJC25021-164M-

BD-DC FLAT LOCK (AUTO)

ZOJE 12

BLAIND STITCH M/C 1

DK 98 snap button m/c 6

end cutter m/c 4

thread cutting m/c 3

metal detector m/c 1

VARTICAL M/C ZOJE 6

compresure machine 2

genaretor (small) 87.5 kva 1

genaretor (big) 350 kva 1

BOILER 2

Chapter - 3

Theoretical Overview

3.1 Grievance Procedure

Grievance procedure policy explains how employees can voice their complaints in a

constructive way. Supervisors and senior management should know everything that annoys

employees or hinders their work, so they can resolve it as quickly as possible. Employees

should be able to follow a fair grievance procedure to be heard and avoid conflicts. The

company encourages employees to communicate their grievances. That way we can foster a

supportive and pleasant workplace for everyone. Confidential reporting and no negative

consequences has to be ensure in Grievance procedure.

3.2 Workplace Harassment

Workers in garment factories are often vulnerable to threats and incidents of various forms of

abuse. Such abuse may include sexual harassment, and results from baseline worker surveys

across Better Work country programmers indeed indicate that concerns about sexual

harassment are common in garment factories. In addition to the damaging psychological and

physical effects sexual harassment can have on victims, it can negatively affect workplace

communication and overall factory productivity. In addition to these actions, factories should

establish clear policies against sexual harassment; train managers, supervisors, and workers

on the policies; and ensure implementation and enforcement. These steps hold the potential to

create conditions in factories that reduce the likelihood of sexual harassment. As further

evidence from Better Work impact assessment efforts continues to develop, researchers

expect to gain even broader insight into what workplace characteristics most directly impact

the prevalence of sexual harassment.

3.3 Gender Equality and Discrimination

Gender Discrimination regarding recruitment and wages issues are common phenomenon in

Garments Sector. Women are employed in the export-oriented industries to exploit the

comparative advantages of their disadvantages - such as the low price of their labor, their

lower bargaining power, and their docility compared to male workers. The factory has to

ensure fair and equal treatment for wages and equal opportunity at every level for

advancement based on their skills.

Chapter - 4

Analysis and Interpretation

Grievance procedure condition of Bodystretch Bangladesh Ltd.

4.1 Knowledge on Grievance Procedure

Workers are aware about the different grievance procedure such as Complain box and Hotline

Number etc, through supervisor, complain to welfare officer and directly to Manager. This graph

shows workers knowledge for different Grievance Procedure.

Figure 4.1: Knowledge on Grievance Procedure

Figure above shows that 87% of the employee’s are agreed that knowledge on grievance

procedure is satisfactory, 13% are strongly agreed in this regard.

4.2 Supervisors encourage workers for using Grievance Procedure

Supervisors encourage workers for using Grievance Procedure. This graph shows workers

feedback about this issues.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

Figure 4.2: Supervisors encourage workers for using Grievance procedure.

From the graph above, it is seen that 55% workers are agreed that supervisors encourage

workers for using grievance procedure and 45% are strongly agreed regarding this issues.

4.3 Confidential Reporting and negative consequences

Workers have right for confidential reporting to show their Grievance and Managers are held

accountable for ensuring that there is no negative consequence towards workers.

Figure 4.3: Confidential Reporting and no negative consequence

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

According to the graph, 89% of the workers are agreed on confidential reporting and no negative

consequence and 11% are strongly agreed in this regard.

4.4 Grievance resolution level is satisfactory.

This data shows the satisfactory level of Grievance resolution such as Grievances are addresses

in a timely manner; workers are informed of the status of their grievance verbally or written etc.

Figure 4.4: Grievance Resolution level satisfaction

Figure above shows that, 93% of the workers are agreed on grievance resolution level of

satisfaction and 7% are strongly agreed in this regard.

4.5 Workplace condition after Grievance Settlement

This graph shows the workplace condition after Grievance Resolution. It shows the behavior of

the authority is Positive or Negative after Grievance Resolution.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

Figure 4.5: Workplace Condition after Grievance Resolution

According to the figure above, 69% of the workers are agree and 31% of the workers are

strongly agree regarding this issues.

Workplace Harassment condition of Bodystretch Bangladesh Ltd.

4.6 Knowledge on workplace harassment.

An objective of Anti Harassment Training was to help the employees to recognize the workplace

harassment. From the training the workers come to know the types of Harassment they can suffer

in workplace.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

Figure 4.6: Knowledge on Workplace Harassment

Figure above shows that, 78% of the respondents agree that the Anti Harassment training was

satisfactory, 22% of respondents strongly agree that objectives of the training was satisfactory.

4.7 Communicating with Respect

The workers have right to get good behavior from their supervisor and other employees. This

Graph shows workers satisfaction level on workplace communication with respect.

Figure 4.7: Communicating with Respect

From the graph above, it is seen that 85% of the workers are agreed that their supervisors and

other employees behavior is satisfactory, where, 15% are strongly agreed in this regard.

4.8 Security checking are free of harassment.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

Organizations should ensure that all security practices are gender appropriate. Female security

will conduct the checking for female workers and male workers will be examined by male

security

Figure 4.8: Security checking are free of harassment.

From the figure above, it is seen that 73% are agreed, 27% are strongly agreed in this regard.

4.9 Confidential Reporting In terms of Workplace Harassment.

The workers have right for confidential reporting and no negative consequence against their

reporting have to be ensured.

Figure 4.9: Confidential Reporting In terms of Workplace Harassment.

Above graph shows that 65% are agreed, 35% are strongly agreed in this regard.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

Equal pay and fair treatment for all of Bodystretch Bangladesh Ltd.

4.10 Equal Pay for both Male and Female workers

Factory should ensure that Male and Female workers are getting equal payment. No

discrimination is occurring regarding this wage issues..

Figure 4.10: Equal Pay for both Male and Female workers

Most of the respondents certified that there is no discrimination for payment in the factory. The

Graph shows that 75% respondents are agreed and 25% are strongly agreed in this regard.

4.11 Fair and Equal Treatment for all employees based on their capacity and skills

Employees get equal opportunity for recruitment and promotion based on their capacity and skill.

The data shows workers satisfactory level for Fair and Equal Treatment for all employees based

on their skills.

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

Figure 4.11: Fair and Equal Treatment for all employees based on their capacity and skills

Here, 95% of the respondents are agreed and 5% of the workers are strongly agree in this regard.

Survey result at a glance on workers satisfactory level for Workplace

Harassment, Grievance Procedure and Gender Equality.

The survey has been conducted to receive the feedback from workers regarding workplace

Harassment, Grievance Procedure and Gender equality and discrimination.

Figure 16: Survey Results at a Glance

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Strongly

Disagree

Disagree Neutral Agree Strongly

Agree

Datenreihen1

From the graph above, it is seen that the overall satisfaction level of the workers Grievance

Procedure, workplace harassment and equal pay & fair treatment is 79% agreed and 21% is

strongly agreed .

Chapter - 5

Findings and Conclusion

5.1 Findings

By analyzing responses of the respondents, following findings have been obtained:

Workers are satisfied with their Grievance Procedure but the workers need more

awareness for using the Grievance system.

Workers are well aware about their workplace harassment. Overall situation is

satisfactory but supervisors need to be more careful while communicating with workers.

Gender equality and discrimination condition is satisfactory but the recruitment process

needs to be more effective to give equal opportunity for all employees.

5.2 Conclusion

In conclusion, we can say that it is seen that the overall satisfaction level of the workers

regarding Grievance Procedure, Workplace Harassment, Discrimination is 79% and 21%

respondents were strongly agreed.