What Do Social Compliance Audits Really Achieve?
In 2023, in projects where I conducted over 100 social compliance audits in Turkey, I observed that while social compliance systems existed, a sense of social trust was lacking. And I can say that this discrepancy is a result of confining sustainability solely to “reports.”
Erhan BAYKAN, Sustainability Consultant, Senior Social Compliance Auditor
In 2024, the International Labor Organization (ILO) announced that child labor still affects 160 million children worldwide, with one in ten children working. That same year, a comprehensive report on the textile industry showed that although 32% of contract manufacturing factories had “worker representatives,” 70% of these representatives were unknown to the workers ( Clean Clothes Campaign, 2024 ).
The data is clear. Procedures are increasing, but it is becoming harder to make your voice heard. Inspection systems are growing, but the sense of justice is weakening.
Today, many brands have social compliance systems in place within their supply chains. Policies, procedures, complaint mechanisms, and training documents are all in place. However, when I observe these systems in the field, right in the middle of the production line, to see what they truly mean for workers, I often encounter examples like these:
- Even if there is a complaint box at the workplace, the employee does not know where their complaint goes.
- On inspection days, employees are “pre-warned” and directed.
- Even if training is conducted, no one remembers the content.
In 2023, in projects where I conducted more than 100 social compliance audits in Turkey, I observed that social compliance systems exist, but on the other hand, the sense of social trust is lacking. And I can say that this difference is a result of squeezing sustainability into “reports” only. Many audit processes still rely on short-term observations, limited employee interviews, and pre-planned and directed dialogues.
According to Sedex’s 2023 Global SMETA Audit Report, 74% of ethical audits resulted in “minor non-compliance.” However, only 9% of employees reported that the complaint mechanism worked. This data alone shows that the system focuses on “report compliance” rather than real impact.
Culture of Concealment: Deceiving the Auditor or Transparency?
The majority of manufacturers view the audit process not as an opportunity for “trust” but as a “threat.” They try to conceal, or even systematically hide, non-compliances they fear will be detected during the audit. Such attempts can lead to blockage decisions, particularly because they violate the principle of transparency.
Unfortunately, many manufacturers still operate under the mindset that they can “deceive the auditor.” This approach damages not only trust with brands but also the reputation of the entire industry.
Another major problem in the industry is information pollution. Some company managers, human resources personnel, or consultants who have only participated in a few audits and lack sufficient field experience guide other companies with hearsay or incorrect information. This situation not only causes confusion but also leads to widespread misapplication.
Social compliance is not a procedure; it is a culture. And this culture is based on knowledge, transparency, and trust.
Transformation is Essential: If Audits Are to Be Truly Effective…
If audits are to truly be effective, transformation is essential in the following four areas:
- Employee Representation Must Be Realized: Not just representation; it must be elected, trained, and accessible representation.
- Follow-Up Must Be Monitored: The post-audit “follow-up system” must be monitored by independent third parties, not the brand itself.
- Human-Centered Training for Managers: Not just procedural knowledge; empathy, fairness, and communication skills must be developed.
- Brands Must Not Shirk Responsibility: Instead of saying “I just checked,” transformative support mechanisms must be established.
Social Compliance = Operational Necessity
The social dimension of sustainability is as vital as its environmental dimension. And this social dimension is built on respect and trust. According to the ILO’s 2023 “Decent Work” report, employees who are respected at work are 20% more productive and have a 32% lower risk of workplace accidents. In other words, social compliance is not only ethical but also an operational necessity.
I am writing this not just as a consultant, but from the perspective of thousands of workers who sweat it out in the field. Because the real question is: “The reports are complete, but if the worker is still silent, are we really socially compliant?”
