assessmnet report: body stretch bangladesh ltd

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


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


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.


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


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


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


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.



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



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



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


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:




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



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



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 .


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:


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


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


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.


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,

mailto:[email protected]

http://www.cdd.org.bd/

assessmnet report: body stretch bangladesh ltd

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