Actionable Data — Directly from Worker Voices
In a small Peruvian workshop, back in 2010, we launched the first Laborlink survey. Since then, we have tested different iterations of our technology platforms, both for data collection and delivery, and the outcomes have been tremendous. As of today, we’ve reached 765,283 worker in the supply chains of 30+ major apparel and electronics companies.
However, these workers represent only a small fraction of our total global supply chain. Our technology needs to continue to evolve to meet the needs of our workers, brands, and suppliers. With a greater ability to scale, the worker-centric approach of Laborlink could effectively give all these workers a voice.
That being said, We’re thrilled to announce MyLaborlink 2.0 — an enhanced portal for quick and easy data analysis of Laborlink survey results.
New Dashboard Map — based on user feedback for a more comprehensive view of Laborlink surveys, we’ve developed a new dashboard (in beta) that highlights where your surveys were conducted in a map view, as well as a few key metrics including the global number of survey responses, sites surveyed, and KPI on worker satisfaction where available. In future, the Dashboard Map will include more key aggregate and baseline metrics at a glance, notifications for upcoming surveys and results, as wells as key findings and predictions based on Laborlink’s data analysis.
Redesigned and rebuilt for scale — creating a unified technology stack with the rest of the Laborlink platform. This integrated environment will allow the platform to scale better, support more surveys and data, and allow new features to be added more easily and quickly.
New visual design — with a modern, simple approach, including a responsive layout, fast search tools, and access to the same embedded visualizations that you depend on for overview and detailed survey analysis.
Enhanced data analysis and visualization — For this factory, the data visualizations help identify key-drivers of worker turnover. The first question shows that 30% of workers do not believe that a complaint filed would be resolved fairly by management. With enhanced analysis, this means those workers are 5.2 times more likely to leave within the next 6 months. In order to decrease this contributing factor of turnover, factory management should consider improvements that build worker trust in the complaint mechanism.
Comparative analysis — As you can see, survey results focused on job satisfaction had a significant improvement from 69% to 86% between the baseline and follow-up surveys. The green dot indicates that this question has a statistically significant result, meaning that the questions listed have the strongest supporting data. According to this data, factory managers should review whether any specific programs or interventions occurred between the two survey periods that would have contributed to the change in worker perception, and continue those efforts to drive further job satisfaction.
Thanks to our partnership with Tableau and financial support from the Open Road Alliance, we are excited for this version, and future iterations of our MyLaborlink. It’s new integrated environment will allow the platform to quickly scale and evolve to meet the growing needs of brands and factories to prepare for supply chain disruptions.