The Background Story:

  • The demand for juvenile and student workers (16-18 years) in China is greater than ever before due to labor shortages
  • According to a CCR CSR survey, less than 20% of all young factory workers (≥25) feel hopeful
  • Many of today’s young workers were left-behind children
  • Student workers are at increased risk of being exposed to illegal practic­es during the recruitment process, such as high agent fees, false promises and lack of information re­garding conditions within the factory 

​Our Services on Student and Juvenile Worker Management

​​1. Risk Prevention Mechanism

By reviewing the company’s existing juvenile worker policy and procedures and interviewing all relevant staff, our team will make a comprehensive assessment of current juvenile worker management practice and identify related challenges, including:

  • Common risk areas
  • Legal reference framework
  • Best practice benchmarking
  • Supportive environment and management approach
  • We will also review the company’s CoC to ensure that juvenile worker management mechanisms are included and that these are up to national standard and best practice
  • When no relevant policy and procedures exist in a company, we will develop a comprehensive juvenile worker policy and guidelines in line with international practice and national laws, from risk prevention, daily operation and monitoring, to remediation and follow-up processes.

2. Assessment Protocol Development and Assessor Training

The first key step in ensuring that a company’s juvenile workers’ needs and rights are fulfilled and protected is to carry out an on-site assessment of their juvenile worker policy and related procedures in the supply chain. CCR CSR will develop an assessment protocol based on the needs and requirements of the client. Usually, an assessment protocol consists of a questionnaire, a traceable reporting format and supporting documents such as preparatory and follow-up guidelines. The assessment protocol would give internal or third party assessors a handy tool to quickly assess the juvenile worker situation and identify risks and violations in a factory. It can also automatically generate the scores of the assessment and follow-up checkpoints.

Our team will make a trial assessment together with the company’s internal auditors or relevant staff to test the feasibility of the tool, followed by training and guidance to the company’s internal assessors.

3. Young Worker Training

Young worker training is designed to provide young workers aged 16-25 with a range of skills critical to making a successful transition into a new work environment, and building a foundation for their stable and long-term development. Specifically, this one-day training will help young workers in the following areas:

  • Effective communication
  • Conflict management
  • Workplace integration and team work
  • Personal development

4. Line Manager Training

Line manager training is designed to target the needs of line managers to better manage the young workers, reduce the turnover rate and increase their leadership, communication and conflict management ability and skills. This one-day training consists of 10 scenarios that line managers are likely to face in their daily workplace. It covers the topics of communication, conflict management, mentoring, problem solving and personal development.

After the training, participants are expected to:

  • Understand the current needs and thoughts of the new generation of workers (between 16-25 years old) they are working with, and the challenges they are facing.
  • Grasp practical methods and skills in handling the most common situations in their daily work, such as how to organize a meeting; how to motivate a worker; how to talk to a worker who makes mistakes; how to handle a conflict situation; how to address the special needs of young workers; how to develop their own potentials, etc.
  • Learn basic concepts and practice skills of communication and conflict management.
  • Personally develop as line managers.

Both the Young Worker and Line Manager trainings apply a “learning by doing” approach and participants have the chance to practice skills during the class. Each session starts with a real workplace situation. The trainer will lead the participants into a specific scenario, facilitate the discussions, activities or role plays, provide instructions and clarifications, and summarize key learning points. The entire training process is interactive, with equal importance placed on experience-sharing among participants.

View our most recent snapshot study on young workers in China here