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9. Successful Examples of Well-being in the Garment Industry

 






Successful Examples of Well-being in the Garment Industry

Implementing effective well-being initiatives in the garment industry has led to notable improvements in employee satisfaction, health, and retention. Below are successful examples from various companies that have created impactful well-being programs.

1. Levi Strauss & Co. (LS&Co.) – Worker Well-being Initiative

In 2011, LS&Co. launched a framework aimed at enhancing workers' lives across their supply chain. This initiative focuses on five key areas: economic empowerment, health and family well-being, equality and acceptance, education and professional development, and access to a safe and healthy environment. By aligning with several United Nations Millennium Development Goals, LS&Co. has fostered a more supportive and productive work environment (BSR, 2012). Worker Well-being Guidebook-

2. Shahi Exports – P.A.C.E. Program



Shahi Exports, one of India’s largest apparel manufacturers, implemented the Personal Advancement & Career Enhancement (P.A.C.E.) program developed by Gap Inc. This life-skills training program empowers female workers by enhancing their communication, problem-solving, and decision-making skills. Participants have reported increased confidence and improved workplace performance, leading to higher retention rates and job satisfaction (Centre for Responsible Business, n.d.).

3. Better Work – Mental Health and Well-being Guidelines

The Better Work program, a collaboration between the International Labour Organization (ILO) and the International Finance Corporation (IFC), has developed guidelines to address mental health in garment factories. These guidelines provide factories with strategies to create supportive environments, including training for management and workers, establishing mental health policies, and offering access to counseling services. Implementing these practices has led to reduced stress levels and improved overall well-being among workers (Better Work, n.d.). Better Work Mental Health Policy

4. CARE International – Made by Women Strategy

CARE International’s “Made by Women” strategy aims to economically empower women garment workers through dignified work. Over five years, this initiative has led to tangible improvements for more than 167,000 women, including access to fair wages, safe working conditions, and opportunities for advancement. The program emphasizes systemic change by collaborating with industry stakeholders to promote gender equality and workers’ rights (CARE International, 2021).Made by Women's Impact Report

5. Hirdaramani Group – Employee Wellness Programs

The Hirdaramani Group, a leading apparel manufacturer in Sri Lanka, has implemented comprehensive wellness programs focusing on physical and mental health. Initiatives include on-site medical facilities, fitness centers, and mental health counseling services. These programs have resulted in lower absenteeism, higher productivity, and increased employee satisfaction, demonstrating the positive impact of investing in worker well-being (Hirdaramani Group, n.d.).

These examples illustrate that targeted well-being initiatives can lead to significant benefits for both employees and employers in the garment industry. By prioritizing health, empowerment, and supportive work environments, companies can enhance retention rates and foster a more sustainable and ethical industry.

Employee welbeing at Hirdaramani

Conclusion and Theoretical Insight

These examples connect to important theories about what employees need to feel motivated and happy at work, including Maslow’s Hierarchy of Needs and Self-Determination Theory (SDT).

Levi Strauss & Co. – Worker Well-being Initiative

Through economic empowerment and safe work environments, LS&Co. aligns with Maslow's basic and safety needs. Addressing these needs creates a secure foundation for workers, allowing them to focus more on higher needs, like belonging and self-esteem, supported through LS&Co.’s commitment to equality and development.

Shahi Exports – P.A.C.E. Program

Shahi's program supports Maslow's esteem needs and SDT’s need for competence by fostering communication and problem-solving skills. Workers gain confidence and skills, which contribute to a sense of personal advancement and intrinsic motivation, leading to increased engagement and retention.

Better Work – Mental Health and Well-being Guidelines

Better Work’s focus on mental health touches on Maslow’s psychological and safety needs by creating a supportive environment and access to counselling services. SDT is also relevant here, as workers' mental well-being supports their sense of autonomy and relatedness, essential for overall engagement.

CARE International – Made by Women Strategy

CARE’s strategy supports economic empowerment, meeting Maslow's safety and social needs. For women, access to fair wages and safe conditions enables a sense of security and belonging, while the focus on advancement aligns with SDT’s need for competence and relatedness, fostering intrinsic motivation.

Hirdaramani Group – Employee Wellness Programs

Hirdaramani's wellness programs address physical and mental health needs, reflecting both Maslow’s basic and safety needs and SDT’s autonomy by giving workers access to support services. These efforts encourage a positive work environment where employees feel valued and empowered.

These examples show how addressing employees’ needs helps create a positive and supportive work environment. When companies meet these needs, workers feel valued, motivated, and more likely to stay

References

 

Comments

  1. randikaNovember 10, 2024 at 7:06 AM

    Dear sasindu,Successful well-being initiatives in the garment industry, such as those by Levi Strauss & Co. and Shahi Exports, have significantly improved employee satisfaction, health, and retention. LS&Co.'s Worker Well-being Initiative, launched in 2011, focuses on economic empowerment, health, education, and creating safe work environments, aligning with global development goals to foster a supportive workplace. Similarly, Shahi Exports' P.A.C.E. Program empowers female workers through education and life skills training, enhancing both personal and professional development. These programs showcase how well-being initiatives can lead to a more productive and ethical work environment in the garment sector.

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    1. SasinduNovember 12, 2024 at 8:58 AM

      Randika, I completely agree with you,Levi Strauss & Co. and Shahi Exports are indeed great examples of how well-being initiatives can make a genuine impact. LS&Co.’s focus on economic empowerment and safe working environments, along with Shahi’s dedication to skill-building for female workers, really shows the power of these programs to support both personal growth and a healthier workplace. It’s inspiring to see these efforts contribute to a more ethical and supportive industry

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  2. Lakshika HarischandraNovember 12, 2024 at 9:46 AM

    Hi Sasindu,

    This is a well-researched and insightful overview of successful well-being initiatives in the garment industry. The examples provided showcase how companies can effectively support their workers through programs that address both physical and mental health, as well as empowerment. The connection to Maslow’s Hierarchy of Needs and Self-Determination Theory adds depth to the understanding of how these initiatives foster motivation and engagement. Overall, you've highlighted the important role of well-being in improving retention and creating a more sustainable, ethical workplace. Great work!

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    1. SasinduNovember 13, 2024 at 8:35 PM

      Lakshika, Thank you so much for your kind words! I’m really glad the examples resonated with you it’s inspiring to see how much positive impact well-being initiatives can have in the garment industry. I hoped to show that supporting both physical and mental well-being goes beyond just productivity; it really adds meaning to employees’ daily work. Connecting these examples with Maslow and SDT felt like a natural fit, as these theories help explain why employees feel more motivated and engaged when their needs are genuinely met. Thanks again for your thoughtful feedback

      Delete
  3. Waruni VithanaNovember 12, 2024 at 12:08 PM

    Agree Sasindu. As demonstrated by Levi Strauss & Co.’s Worker Well-being Initiative, integrating employee well-being into business operations can create a more productive and supportive work environment. This approach aligns with research showing that investments in worker health and safety lead to higher engagement and retention (BSR, 2012). Similarly, Shahi Exports’ P.A.C.E. program offers an excellent example of how life-skills training can empower female workers and improve job satisfaction (Centre for Responsible Business, n.d.). Furthermore, the Better Work program’s focus on mental health in factories is critical, as it has been shown that addressing mental health needs directly contributes to reduced stress and improved well-being (Better Work, n.d.). Initiatives like CARE International’s “Made by Women” strategy also demonstrate the positive impact of empowering women through fair wages and safe working conditions (CARE International, 2021). These examples clearly show that prioritising worker well-being is not only a moral imperative but also a strategic investment for companies aiming for long-term success.

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    1. SasinduNovember 13, 2024 at 8:39 PM

      Thank you so much for your thoughtful feedback! I totally agree with you Levi Strauss & Co. and Shahi Exports really show the power of putting well-being at the center of their operations, and it's clear how this approach leads to a more productive and caring work environment. I think it's amazing that these companies are taking tangible steps to support mental health and empower women, especially in an industry as challenging as this one. Your insight on how these programs become strategic investments for long-term success really highlights how impactful these initiatives are for both the people and the business. Thanks again for sharing such a detailed perspective!

      Delete
  4. Jayanath DanasiriNovember 12, 2024 at 4:16 PM

    Hi Sasindu,

    Your exploration of well-being initiatives in the garment industry is both insightful and comprehensive. By highlighting specific programs from companies like Levi Strauss & Co. and Shahi Exports, you effectively demonstrate how targeted efforts can lead to tangible improvements in employee satisfaction and retention. The connection to Maslow’s Hierarchy of Needs and Self-Determination Theory adds depth to your analysis, illustrating the theoretical underpinnings of these practical applications. This approach not only informs readers about successful industry practices but also provides a framework for understanding the importance of addressing fundamental human needs in the workplace. Overall, your work offers valuable insights for both industry professionals and scholars interested in organizational behavior and employee well-being.

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    1. SasinduNovember 13, 2024 at 8:54 PM

      Thank you for your insightful comment! I’m glad that highlighting specific programs like Levi Strauss & Co. and Shahi Exports helped demonstrate the tangible impact of well-being initiatives. Connecting these practices to theories like Maslow's Hierarchy of Needs and SDT was important to show how companies can strategically address employees’ fundamental needs. It’s encouraging to hear that the article provided value for both industry professionals and scholars alike. Thank you again for your thoughtful feedback it means a lot.

      Delete
  5. Madushika UrulawattaNovember 20, 2024 at 2:08 AM

    Hi Sasindu,

    These are fantastic examples of how well-being initiatives can transform the garment industry! It's inspiring to see how companies like Levi Strauss & Co., Shahi Exports, and Hirdaramani Group are prioritizing worker health, empowerment, and support. By focusing on mental health, career development, and physical well-being, they are not only improving employee satisfaction but also boosting retention and productivity. These initiatives demonstrate that when companies invest in their workers' overall well-being, it leads to a more motivated, engaged, and loyal workforce. Truly a win-win for both employees and employers!

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    Replies
    1. SasinduNovember 20, 2024 at 4:19 AM

      Madushika, you’re absolutely right prioritizing mental health, career development, and physical well-being not only enhances employee satisfaction but also creates a more productive and committed workforce. It’s amazing how these programs show that investing in people leads to better outcomes for both workers and businesses a real win-win, as you said. The success of these initiatives highlights the importance of seeing employees as individuals with diverse needs. It’s my hope that more companies in the industry will adopt similar approaches to foster healthier, happier, and more sustainable workplaces

      Delete

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