Capacity Building

Our capacity building programs and projects intent to strengthen the knowledge, abilities, skills and behavior of our suppliers. We employ a strategic approach to address issues of non-compliance with our Code of Conduct found among suppliers, implementing top-down as well as bottom-up social and environmental capacity building projects at key points in our supply chain. 

The Better Work Factory Service Model

PUMA factories enrolled in the ILO/ IFC Better Work Programme go through a process of learning that includes assessments, advisory services, industry seminars and training.

Areas covered in Better Work assessments and learning include child labour, discrimination, forced labour, freedom of association, collective bargaining and national labour law regulations on compensation, contract and workplace relations, occupational safety and health, working hours and more.

The conditions and improvement in each Better Work factory are assessed by Better Work’s enterprise advisors based on the Compliance Assessment Tool (CAT).

In 2016, all BW factories had up to 25 participant days of training available per service cycle at no additional charge. The factory could determine which training course/courses they wanted to attend based on prioritized areas of improvement and availability of topics. The participant days have been used flexibly to suit the factory’s situation. The factory could choose to send the maximum number of participants to a one-day training or send fewer participants to a training that lasts for several days.


Women Empowerment  

Since 2008 more than 5000 factory workers have been involved in women empowerment and human rights capacity building projects organized by PUMA in Turkey, Georgia and Egypt.

PUMA works also in El Salvador with women organizations and labor rights groups to facilitate child care access and reduce violence against women.


Syrian Refugees in Turkey

We collaborate and work with several brands, the Fair Labor Association (FLA), United Nations Refugee Agency (UNHCR) and relevant local authorities to remediate living and working conditions of refugees in Turkey. 

As of January 2016, the Syrian refugees have been officially allowed to work in Turkey. PUMA has been one of the brands, which collaborated and worked with the relevant stakeholders to implement work permits for the Syrian refugees. Furthermore, PUMA has collaborated with the Ministry of Labour (MoL) of Turkey, the FLA, the Ethical Trading Initiative (ETI) and other brands to develop a specific pocket-guide for the Syrian refugees to guide them at work life.

PUMA encourages its suppliers to employ 2 to 3 % Syrian refugees in Turkey, and some of the suppliers have just started to employ Syrian refugees with official work permits.

We have also organized workshops with the FLA for our suppliers to prevent any kind of illegal refugee employment.


The FLA’s Fair Compensation Strategy

PUMA has a written commitments to fair wages into its Code of Conduct.The FLA Fair Compensation strategy, launched in February 2015, which is a multi-year project with three phases, is designed to help FLA-affiliated companies including PUMA operationalize their Code of Conduct commitment to fair compensation, and provide clear and transparent mechanisms for the FLA to hold companies accountable. The Fair Compensation plan adopted in February 2015 can be found here.


Freedom of Association Protocol in Indonesia

PUMA remains active in the leading-edge Freedom of Association Protocol in Indonesia, serving on the National Committee to oversee the continued growth of more mature industrial relations within its supply chain. Discussion is underway to use the experience as a model for other industries, as only wide-reaching peaceful relations can ensure a stable manufacturing environment.

More information can be found here.