Skip to content Skip to footer

General progress to Date

  • We have conducted a research on sexual harassment and baseline survey on the same and made publication of the findings on the media.
  • Developed Model SH policy for the horticulture sector in Kenya, which has also been borrowed and applied by the Ethiopian Horticulture Producer Exporters Association (EHPEA)
  • A secretariat has been formed using grants provided by HIVOS and women working worldwide-WWW
  • WRW has developed a sound and reputable materials to train and assess the social conditions and ethical business practices in commercial organizations
  • Together with others we mounted serious campaign  on ethical practices in horticulture and floriculture industry in Kenya
  • We managed to develop HEBI base code and participatory social auditing in the horticulture and floriculture industry in Kenya.
  • WRW has local auditors/observers, who have been trained on the participatory social auditing methodology plus awareness educators.
  • Workers confirm that working conditions have improved with the implementation of our guidelines.
  • Workers are more empowered to demand for their rights from respective duty bearers. This is evident through training on CBA negotiation skills and some of our shops stewards were elevated to branch and national positions during the last trade union election as a result of education and empowerment
  • Shop stewards/union leaders have a platform for negotiating for better terms and conditions of employment
  • We have trained our workers on new methods of workers activism, more on industrial democracy in Kenya touching on social dialogue, labour laws and ILO conventions and some shop stewards are now using those skills when negotiating.
  • We have trained monitors in the farms, to monitor and verify daily compliance and fill in the monitoring forms that help us to compile and develop a scheme for further analyses.
  • We mediate between workers and duty bearers and other relevant stakeholders through effective collaborations and partnerships.
  • Workers have a better understanding of social and legal obligations for motivated workforce results in higher staff loyalty, increased production and higher quality products.
  • Workers have also developed understanding of their individual rights and obligations and made to have a Sense of belonging to the company.