Establishing a Social Compliance and Human Rights Management System in the Textile Industry

📞Contact: 0850 840 85 43 📧 E-Mail: usem@uludag.edu.tr

This training is intended for professional development. The certificate issued does not replace the MYK authorization certificate in training programs where an MYK authorization certificate is mandatory.

Training Information

Format	Face-to-face delivery is recommended; in closed factory/institutional training programs, it can be conducted through the analysis of actual documents.
Duration	2 full days \|
Number of Participants	12–24 participants is ideal; a maximum of 30 participants for corporate groups
Process	Social compliance assessment + audit simulation + policy/procedure design + 90-day roadmap
Materials	Audit checklist, policy set, grievance mechanism, supplier risk matrix, CAPA form

Who Should Attend?

HR teams of textile and apparel companies
Social compliance, quality, sustainability, and audit teams
Factory managers, production managers, and line supervisors
Exporting supplier companies
Companies preparing for SMETA, IFC, SA8000, BSCI, and customer-specific audits

Training Objective

To transform social compliance activities in textile and apparel companies from periodic audit preparation into a sustainable management system integrated with human rights, ethics, DEI, employee voice, supply chain, and internal audit mechanisms.

Learning Outcomes

Relates the logic of SMETA, SA8000, and BSCI to HR practices.
Establishes document and site preparation processes before audits.
Creates a human rights risk map and supplier risk matrix.
Adapts DEI and inclusion practices to the textile context.
Designs a grievance mechanism and ethical process.
Establishes a CAPA, internal audit, and sustainable monitoring system.
Prepares for audits through a sustainable system.

Training Content and Module Flow

Day	Module / Session	Method / Output
Day 1
	Opening: Social Compliance Maturity Assessment	Self-assessment
	MODULE 1 — Foundations of Social Compliance and Human Rights	Presentation + discussion
	MODULE 2 — SMETA, SA8000, BSCI, and Audit Logic	Audit simulation
	MODULE 3 — Ethical Supply Chain and Subcontractor Risk	Risk matrix
	MODULE 4 — Working Hours, Wages, Overtime, and Document Management	Document analysis
	End of Day: Audit Preparation Checklist	Group work
Day 2
	MODULE 5 — DEI: Gender, Migrant Labor, and Inclusion	Case study
	MODULE 6 — Grievance Mechanism, Ethics Hotline, and Retaliation Prevention	Process design
	MODULE 7 — Internal Audit, Corrective Action, and Sustainability	CAPA workshop
	MODULE 8 — Management System Implementation and 90-Day Roadmap	Planning
	Closing: Social Compliance Management System Presentation	Presentation

Module Details

MODULE 1 — Foundations of the Social Compliance and Human Rights Management System

Theoretical foundation: ILO fundamental labor standards, UN Guiding Principles on Business and Human Rights, and the OECD due diligence approach.

The difference between a social compliance audit and a management system
The impact of human rights risks on HR processes
The policy-procedure-implementation-evidence chain
The impact of customer requirements on HR in exporting companies

Application / Workshop: Participants conduct a social compliance maturity self-assessment. Module output: Social compliance risk and maturity map.

MODULE 2 — SMETA, SA8000, BSCI, and Audit Logic

Theoretical foundation: SA8000, the four pillars of SMETA, BSCI, and ETI Base Code frameworks.

Child labor, forced labor, discrimination, working hours, wages, and occupational health and safety topics
Auditor perspective and document verification
Employee interviews and consistency checks
The logic of major/minor non-conformities

Application / Workshop: An auditor-HR-production role play is conducted. Module output: Audit preparation checklist.

MODULE 3 — Ethical Supply Chain and Subcontractor Risk

Theoretical foundation: Modern slavery, supply chain due diligence, and the chain-of-responsibility approach.

Sub-supplier and subcontractor control
Risks of sham arrangements and unregistered employment
The living wage debate
Supplier development program

Application / Workshop: Supplier risk segmentation is conducted. Module output: Supplier social compliance risk matrix.

MODULE 4 — Working Hours, Wages, Overtime, and Document Management

Theoretical foundation: Labor Law No. 4857, payroll, time sheets, PDKS, and the logic of audit evidence.

Overtime and rest periods
Consistency between payroll, time sheets, and accruals
Leave records and evidence of wage payments
Document discipline during audits

Application / Workshop: A sample payroll/time-sheet inconsistency is examined. Module output: Document consistency checklist.

MODULE 5 — DEI: Gender, Migrant Labor, and Inclusion

Theoretical foundation: Organizational justice, inclusive leadership, and anti-discrimination law.

Representation of women employees and equality in promotion
Migrant worker management
Harassment, bullying, and grievance mechanisms
Inclusive shift, cafeteria, transportation, and communication practices

Application / Workshop: Scenarios involving a pregnant employee, a migrant employee, and a female line leader are examined. Module output: Draft DEI action plan.

MODULE 6 — Grievance Mechanism, Ethics Hotline, and Retaliation Prevention

Theoretical foundation: Speak-up culture, psychological safety, and ethics management systems.

Criteria for an effective grievance mechanism
Confidentiality and retaliation prevention
Investigation workflow
Reporting ethical cases

Application / Workshop: A process is designed for a sample harassment/bullying report. Module output: Draft grievance mechanism procedure.

MODULE 7 — Internal Audit, Corrective Action, and Sustainability

Theoretical foundation: The PDCA cycle, internal audit, and corrective action management.

Internal audit schedule
Preparing CAPA documentation
Root cause analysis
Management review report

Application / Workshop: A root cause and action plan are prepared for an audit finding. Module output: CAPA and internal audit plan.

MODULE 8 — Management System Implementation and 90-Day Roadmap

Theoretical foundation: The management systems approach and the logic of corporate sustainability reporting.

Policy set
Roles and responsibilities matrix
Training and communication plan
Monthly social compliance dashboard

Application / Workshop: Participants present a 90-day social compliance system implementation plan. Module output: Draft social compliance and human rights management system.

Real-World Applications and Best Practice Examples

The four-pillar SMETA audit approach and factory practices.
The SA8000 management system approach.
The UNGP human rights due diligence approach.
Risks relating to migrant workers, women employees, and working hours in textile supply chains.
Ethics hotline, employee representation, and retaliation prevention practices.
Post-audit sustainability through the internal audit and CAPA cycle.

Customization for Corporate Training

In closed corporate training programs, work is conducted using existing social compliance reports, customer audit findings, the employee handbook, disciplinary procedure, grievance records, payroll/time-sheet samples, and the supplier list. At the end of the training, the organization’s initial 90-day audit preparation and system implementation plan is created.

Tangible Outputs Participants Will Receive at the End of the Training

Social compliance maturity report
Audit preparation checklist
Document consistency checklist

Supplier risk matrix
DEI action plan
Draft grievance mechanism procedure
CAPA form
Internal audit schedule
90-day social compliance management system roadmap

The training is available through corporate cooperation as a package for legal entities such as institutions or companies; individual applications are not accepted. The training content may be replanned according to the profile and needs of your corporate participants. Following mutual discussions, the scope and delivery method of the training (face-to-face or online) are determined and the relevant processes are completed. If an agreement is reached, the date, time, and venue of the training are planned in accordance with the availability of your institution’s participants and our academic staff.

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Establishing a Social Compliance and Human Rights Management System in the Textile Industry

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