Rambod Behboodi:
This is Rambod Behboodi, Senior Counsel at Borden Ladner Gervais in Ottawa. I'm here with Stephen de Boer former Canadian Ambassador to the World Trade Organization. And this is the Tariff Home Companion. A new podcast to shed light, not heat on trade and tariff issues affecting Canada and Canadians.
We're back to talk trade.
For the final episode of this season we're departing somewhat from the script.
The last five episodes revolved around the ongoing challenges of trade with the United States, or rather the single most important challenge - export dependence on the rich, but increasingly idiosyncratic US market. We began with the Canada-US-Mexico agreement, zoomed out to the global trade framework, and then concentrated, in the last three episodes on the promise and pitfalls of diversification.
A couple of developments last week, however, reminded us that all is not doom and gloom. That trade is more than just tariffs and TRQs. That the CUSMA, still our most valuable "deal" with the United States, is about more than just steel and aluminum and rules of origin and supply management.
What were those developments?
Three cases brought by the United States against Mexico.
Not ordinary trade cases, mind. These are cases about labour rights. To discuss these cases we have with us two experts on labour law, trade, and forced labour. But first and as usual, a bit of background.
What does labour have to do with trade?
Well, almost everything. And also next to nothing.
Let me explain.
Since the early days of free trade theory, going back to the publication of Adam Smith's The Wealth of Nations in 1776, so 250 years this year. It's been understood that labour, its availability or expertise or both, is a key determinant of both national wealth and trade.
If you don't have enough workers, for example, you can't produce goods that are labour intensive. In the same vein, if your workers are not properly trained or educated, you can't produce high-end stuff. And if you can't produce them, you can't sell them, or trade them. Easy enough to see the almost everything connection.
What about next to nothing?
That's a bit trickier. And it's institutional. As Stephen will point out, for the most part, global trade agreements have avoided tackling labour issues. Part of the reason for that is what we just discussed. Labour is an element of the competitive advantage of nations in their trading relations.
Sometimes the most important element.
Think textiles and Bangladesh. So if you go and say, textile workers in Bangladesh should get paid the same as those in Canada because otherwise it would be unfair exploitation and so on and so forth, well, that just won't work. Any attempt at equalizing pay or higher end labour rights could be seen, and I think rightly so, as a means by developed nations to flatten the advantage that developing countries have in producing goods, and increasingly services.
That's why developing countries have successfully kept labour issues out of multilateral trade agreements.
More on trade on labour later. But first, a bit of background.
And there are three points I'd like to touch upon.
The first is a historical curiosity.
Canada's longest serving Prime Minister, William Lyon McKenzie King, was also Canada's first Deputy Minister of Labour. About a decade before his first election to parliament. A decade after that, he published, Industry and Humanity, in which he discussed industrial reconstruction after labour crises. Three years later, he was Prime Minister.
I'm not drawing any conclusions, of course, about the centrality of his role as a former deputy minister or Deputy Minister of Labour, or his book, to his future electoral success, but an interesting factoid nonetheless.
The second is that one of the most significant cases in Canadian constitutional history relates to the international regulation of labour.
In the dying days of the Bennett government, which ran from 1930 to 1935, Parliament enacted three pieces of legislation to regulate weekly rest, minimum wages and hours of work nationally.
Naturally, the province's objected.
There was a reference. The Labour Conventions case was definitively decided in London in 1937, with King back in office in its third mandate.
The case is significant because it marks a major constitutional departure point between the two federal Dominions: Australia and Canada.
The Judicial Committee of the Privy Council, Canada's highest court back then, found that although the Federal Crown was responsible for negotiating and ratifying treaties, domestic implementation was a different matter. Authority to implement ran along the established division of powers in the Constitution Act.
And so if the subject matter of a treaty failed within provincial authority, as labour conventions clearly did, Parliament was out of luck.
Keep that in mind. It's more than a factoid.
Finally, the international dimension.
The conventions at the heart of the reference were entered into under the auspices of the International Labour Organization or the ILO. More fascinating fact was factoids on that later as well.
The ILO was one of the multilateral organizations along with, for example, the League of Nations, that were established under the Versailles Treaty. Remember, the treaty was the culmination of the War to end War. The object of the treaty was to establish universal peace and the treaty goes on, peace can exist only if it is based on social justice, and social justice requires the improvement of the conditions of labour throughout the world. Hence the ILO.
Those were simpler times.
As an international organization the ILO is unique in that it is a tripartite entity. Like all international organizations, it has member states that negotiate and then, one hopes, implement treaties. But - and this is crucial - it also has as members, employer, organizations, and unions. The idea was and remains that global framework agreements on labour conditions are to be worked out by talking to, and directly engaging, directly affected interests.
So now the Great War has ended, a peace treaty is signed, international organizations have been established, and one of them deals with global labour standards.
In its early sessions, the ILO tackled a whole bunch of draft conventions. That was in 1919.
King, the former Deputy Minister of labour and the author of a book on labour relations, becomes Prime Minister in 1921. And of course, he immediately proceeds to ratify and adopt and implement the labour conventions.
No, he didn't.
Looking back to the first curious thing, although the former deputy minister of labour remains Prime Minister, except for a few months through 1930, there's no action on the conventions.
R.B. Bennett, the new conservative Prime Minister gets to ratification and implementation only late in his term. Of note, and this too I find a bit curious, Bennett gets the conventions approved by both the Senate and the House before the implementing legislation is enacted. It all gets a bit more confusing because there had already been a reference to the Supreme Court of Canada about the conventions, and the federal government had lost. That was all back in 1925. Now, 10 years later, Parliament acts, and enacts. And the government refers the matter to the Judicial Committee.
Where were we? Oh yes.
In our reverse time machine reference, labour conventions, the ILO, the Treaty of Versailles, and the war to end war. Except of course it didn't.
Now, fasten your seat belts because after the reference we are fast forwarding back to 1948. We've been there before.
At the end of the Second World War, again to end all war, the victorious allies established even more international organizations and entered into more solemn agreements, and negotiated and ratified more and more ambitious conventions.
We've already talked about the World Bank and the IMF and the GATT.
Starting in 1948, you also have the Freedom of Association and Protection of the Right to Organize Convention, The Universal Declaration of Human Rights, and other conventions dealing with collective bargaining, equal remuneration, minimum wage discrimination, and so on.
Right there you can see the trend. A separation between the world of trade and that of labour rights.
Nothing about that was accidental.
Stephen de Boer:
Now that we've caught up on the history of labour rights and the pre-NAFTA framework, let's talk about the commitments Canada, the US, and Mexico made on labour under NAFTA and its successor CUSMA.
But first, I want to take a few minutes to talk about the WTO and its connection, or lack thereof, to labour issues.
Here's an interesting factoid.
The WTO is housed in the former building of the International Labour Organization, and for a while, the ILO and the GATT shared the premises. There are a lot of art deco murals representing labour, in fact, in the building. They were plastered over when the ILO left and the GATT took over the entire building. And they were accidentally discovered decades later, and then intentionally unplastered and restored.
The irony of the whole thing is that neither the GATT nor the WTO since 1995 addresses labour issues.
This is not an accident.
The issue of whether the WTO should have anything to do with labour has been debated since its inception. It was raised at the 1994 Ministerial Conference in Marrakesh, where the treaty that formed the WTO was signed. And then at the very next ministerial conference in Singapore in 1996. That's when Members decided that although the WTO affirms its support for the ILO's promotion of labour standards, it is the ILO and not the WTO that sets and deals with them.
Labour is only mentioned tangentially in the WTO texts. The preamble of the Marrakesh Agreement provides for trade with the view to raising standards of living and ensuring full employment. Article XX(e) of the GATT 1994, allows WTO members to adopt otherwise discriminatory or trade restrictive measures if they relate to the products of prison labour.
Members can also try to argue that discriminatory or trade restrictive labour related measures are necessary to protect public morals under Article XX(a). Or that they are necessary to protect human life or health, under Article XX(b). But likely without much success.
So really what you can see is that the WTO is not doing much on labour.
In the NAFTA context, it's interesting that labour rights under the NAFTA regime were not actually in the NAFTA text itself. They were negotiated and agreed after a change in the US administration and insistence by the Democratic majority in Congress, on provisions relating to labour and the environment.
The North American agreement on labour cooperation, or the Labour Side Agreement, or the NAALC, listed 11 core labour rights that the parties had to promote but not necessarily establish common minimum standards in their domestic labour laws. Among which were the freedom of association, protection of the rights to organize and related rights, protection for children and young persons, equal pay for women and men, and prevention of occupational injuries and illnesses.
And so the three parties agreed to promote compliance with and effectively enforce their domestic labour laws through ensuring workers had access to administrative, quasi-judicial, judicial, or labour tribunals to enforce rights under domestic labour laws and collective agreements. And ensure that these courts and tribunals proceedings were fair, equitable, and transparent.
The Labour Side Agreement also set up the Commission for Labour Cooperation between the three countries. The Commission was there to promote cooperative activities between them on things like occupational health and safety, child labour, employment standards, and compensation for work-related injuries.
Each country was responsible for enforcing their own domestic labour laws through their own domestic bodies, but each also had to set up a national administrative office to handle complaints against another NAFTA country. And then there were a series of complex procedures to address those complaints.
The many steps to get to this point, and the long timelines between each step, meant that it would take quite a while before any action was taken to enforce the labour obligations under the NAALC.
This process was also limited to addressing complaints on a limited number of issues. So, despite the many complaints made under this procedure, no trade sanctions or penalties were ever imposed under the NAALC.
Where the spirit of the NAALC was cooperative and aspirational, CUSMA is much more explicit in defining labour obligations and how they can be addressed.
Each country's obligations with respect to labour rights have their own chapter. Chapter 23. In the main text of the agreement, under CUSMA, Canada, the US and Mexico committed to have laws and regulations in place on key labour issues.
They agreed to not weaken or waive labour laws to encourage trade of investment and to address violence or threats of violence against workers exercising, or trying to exercise their rights. There are also specific obligations on worker representation in collective bargaining in Mexico.
CUSMA has something the Labour Side Agreement did not. The facility specific rapid response labour mechanism or the RRM. Remedies can range from suspending preferential tariff treatment on goods from that specific facility to denying those goods entry outright. Disputing parties can also negotiate a remediation plan too, for example, provide back pay to workers or reinstate them.
So far, the US has used this rapid response mechanism to ask Mexico to review more than 40 facilities for denial of rights. Canada has only used it once.
Although limited to the denial of specific rights, the RRM seems to work better and faster to get some remedy or compensation to workers.
Twenty-nine of the US's forty-two requests have been resolved and all except one resulted in some remedy to workers.
Rambod Behboodi:
Globally, labour concerns are taking more ambitious paths, in means and mechanisms as well as objectives.
In addition to the tripartite framework of the ILO, we have a host of non-state actors, NGOs, engaged in advancing labour rights.
For two years, I was privileged to work with NGOs on a range of labour rights projects in the textiles and garment sector. Some of the research has been published and is easily accessible.
The issues are complex and the solutions are not evident. But work continues.
Unions and employers at the production stage, or rather stages, buyer and the buyers and retailers and brands, consumers, NGOs, development agencies, international organizations, and of course states - all participate in this engagement.
There are due diligence laws, for example, those in France, Germany, and the Netherlands, that try to protect children and provide more stability for workers.
There are laws, for example, in Canada, Australia, and the UK, trying to tackle forced labour, child labour, and modern slavery. And more continues apace internationally, even if with diminishing returns.
The two that I've worked with in the last five years are the OECD Guidelines for Multilateral Enterprises on Responsible Business Conduct, and the draft convention on business and human rights.
Now, we've thrown a lot of information at you.
We're joined today by two of my colleagues at Borden Ladner Gervais.
Benedict Wray is qualified in, England, Wales, and Ontario. We work very closely together on trade and sanctions issues.
He also represents clients under Canada's modern slavery legislation.
Kate Agyemang is one of my colleagues on the Labour and Employment side of the practice at BLG's Ottawa office.
In her bilingual practice, she helps Canadian and international businesses to effectively navigate and manage workplace labour and employment issues in a responsive and pragmatic way.
Kate, Benedict, thanks for joining us today.
Kate Agyemang:
Our pleasure. Thanks for having us.
Rambod Behboodi:
We always start with a softball question to put you both at ease.
Kate Agyemang:
Alright.
Rambod Behboodi:
So we're not going to break tradition just because we're colleagues.
Looking at the landscape, it seems that there are, broadly speaking, very broadly speaking, three types of approaches to addressing labour rights globally.
One is the multilateral path through conventions agreed at the ILO, that attempt at least to establish some form of a standardized minimum threshold or minimum protection globally.
The second one is the approach we've seen developed in the NAFTA. Which is the domestic enforcement angle. So requirement to have certain laws. And then, action is not taken in respect of the conformity of those laws to any international standard but rather on whether or not the laws that you have are, are being, enforced.
And the third, which is the work I'm doing, or that I have been doing on textiles and garments, is the due diligence framework. Which is basically shifting the responsibility for worker rights protection to consumers. In an indirect way, through the medium of the brands, by essentially requiring that brands, for example, actually pay what they're supposed to pay. That there is, if there's going to be a shift in, in supply chains, there's, some adequate notice given and so on and so forth. There's a whole bunch of, substantive requirements. But these are, essentially framework legislation at the national level that then leave the details to be worked out between brands, buyers, and retailers, and the producers on the spot.
Which of these do you think is, the most effective?
Kate Agyemang:
I would have to turn that over to Benedict for the first one on this.
We've been working quite a lot on some of the modern slavery due diligence queries, questionnaires, frameworks on this, and it really is going to depend - it's not the trite lawyer answer - on the particular organization that we're dealing with.
Benedict Wray:
Yes, I think they all have their place, Rambod.
The reality is that sort of one of those things by themselves is going to be difficult for it to be effective without the others involved as well. I think we have, I think in this space, it's a complex space; there are no easy kind of silver bullet solutions to how do we solve the forced labour problem in supply chains, or how do we solve the forced labour problem globally.
And so, each of those different elements of regulational governance has a place in, combating the problem. At the multilateral level of trade agreements and kind of multilateral, non-state actor agreements as well, those are important because, for example, take the cocoa supply chain, where you've got, historically, you had large levels of untransparency all the way down, to the extraction of the materials.
It took, kind of a concerted effort, by various stakeholders in pulling together multilateral frameworks that they could work with, but that was also driven by the other elements you've been talking about.
It was driven by the fact that people had to report under reporting legislation. It was driven by the fact that there was, there were obligations on states to enforce their legislation around labour rights.
So it all kind of operates together in my view, and it's difficult to kind of see how we would remove one of those elements from the equation and still have, still be working towards, kind of a better degree of regulation enforcement in this area.
Stephen de Boer:
Can I ask a definitional question just for the benefit of our listeners?
What exactly do we mean when we talk about modern slavery?
What is the situation that we are attempting to discipline?
Benedict Wray:
That's a great question. The ILO defines it as a kind of umbrella term.
It includes things such as forced labour. It includes elements of child labour. It also includes sex trafficking and forced marriage.
So when we are working in the sort of forced labour space, we tend to exclude the sex trafficking and forced marriage things from consideration a lot of the time, although not exclusively, because obviously some, when it comes to sex trafficking, there's also forced labour and sex work and that can be a very, kind of, important and sort of difficult area to delve into.
But it is also important not to lose sight of the fact that, modern slavery embraces more than that. And the sort of global regulation that combats human trafficking and forced labour also is aimed at combating the other elements of modern slavery.
Rambod Behboodi:
Well I mean, that, I think leads to the next question, also a softball question.
How forced does forced labour have to be to go from, sort of really oppressive, but not forced labour, but forced labour?
Kate Agyemang:
Again, it's going to depend on what lens that you're going to be in. And one of the reasons you'll hear "depends" as a consistent lawyer or trite joke, but absolutely applicable in this space is because labour and employment is not simplistic.
It is impacted by, as you said, everything in trade and also not related to trade in the same way, in a bizarre element. So when we're talking about forced, forced in one individual's context or one sector's context will look very different than it would in perhaps a different one. And so, when we're looking at these things, what the multilateral agreements can do on an international stage is talk about the parameters of that discussion, about what's included, or trying to be included in a broader understanding because these definitional terms are so foundational to these discussions.
What we also see though, is that, that starts to shape the local discussions about what forced labour means. It starts to change cultural norms and cultural discussions about what forced labour means. And again, whether you may have, is it forced labour they're freely entering and coming? Or is it really forced because they're not freely coming?
The reality is their day, is they were required to be here in this position, in this vulnerability to an oppressive employer, to eat, to survive that day.
So I think that's the challenge when you're dealing with what is forced, is exactly why these are not simplistic solutions. It's very easy to come from a high level space and say it should be clear cut.
And I think really actually appreciating and understanding what people are facing day in and day out with forced labour, it is very complicated. It is impacted by trade. It is impacted by uncertainty, poverty, privilege. And these are not, separated out items. And when you get into all of the discrimination around it, you get into, whether that's financial, systemic, or gender or racial, each and every aspect of this as these trends of discrimination change, which, you know, they do as things come in and come out of what is now considered acceptable, or not acceptable, cultures have to shift with that. Workplace cultures have to shift with that. Labour culture has to shift with that. And who employers want or want to be seen to be will shift with that.
So I think, that it's always the trite joke that lawyers always say, "it depends." And in labour and employment, it's not only the joke, it is definitive. It has to depend if you're actually appreciating the complexity that people are facing, particularly in an increasingly globalized market.
Benedict Wray:
Yeah, I mean, I don't really have a whole lot to add.
I mean, the international definitions look very simple on their face.
The ILO definition for forced labour is, labour that's under some threat or coercion. But then, exactly as Kate just explained, then you have to explore what's, what does coercion mean?
And that the answer to that is exceedingly complicated. Right?
So we have, and the ILO has a list of red flags or common markers of situations of exploitations that may point to someone being, for example, debt bondage, or that threats have been made against them or their family. But then as the list goes on, it becomes more and more complex as you delve into the situations.
It's the same with child labour, right? I mean, it's easy to sort of say, okay, we have a bright line rule, in the international conventions that we can, we're going to pick the age of 15. But then how does that work culturally in specific jurisdictions?
And also, what about apprenticeships? What about training programs? How do those fit into what is and is not, child labour or underage labour?
And so those situations can quickly become complicated.
Stephen de Boer:
So where, what are the international trends right now?
Where are these, where are labour discussions heading?
Is there a sense that there's some backsliding or are there new interesting concepts and ideas that are being discussed at the international level?
Kate Agyemang:
I think from my lens, you know, as someone who advises both local, national, international entities from, you know, NGOs and nonprofits, to big massive global conglomerates, there are some trends that we see in this, and it's both.
There is some backsliding globally on terms of what rights mean, what rights are being advocated for or rescinded in different areas. There's also new ideas that are coming in response to that and that pendulum swing we see in history as you so beautifully summarized, which is a complex way to summarize at the beginning. When you see these pendulum swings of rights, they're usually right after a period of oppression of where rights have been removed and that became a topical focus and a lens that people are paying attention to.
There seems to be a general sense, overtly here that the pendulum, that people were taking rights a little bit for granted and that now you're going to need to advocate for things that you might once have thought were just table stakes.
And in that, you're seeing both. You're seeing backsliding of people who are saying, "maybe I resent those table stakes and I don't want them there because".
In response to that, and the part that brings me hope, is there's a whole group of people going, we can't go back. We need to go forward and figure out how do we deal with this situation and increase and enhance rights in a way that's pragmatic and realistic and sustainable, not withstanding backsliding. And I think that, that trend is what you're seeing is causing a lot of economic uncertainty, but a lot of personal uncertainty on decision making boards and C-suites on everyday average workers.
People feel that tension. Post pandemic people came back less recovered, less resilient, if you want to call it, because the resilience or coping skills have been taken. And when we're having these big, complicated, very personal, entrenched view discussions, the resilience level in that, is people are needing time to address that level of uncertainty in trade is causing a level of uncertainty in what they're planning for their workforces. What they're planning for their day-to-day. What they're planning for in terms of what they want to advocate for. How their brand placement wants to be placed on a globalized market. And I think it's exactly that.
There is a question happening at board tables of small and large, of who do we want to be in this current time? And some are deciding they want to be leaders in the way of saying, "Nope, we are going to set what our due diligence will look like, in what our investment thesis is going to be, and who we are as a corporation, and bigger than that within our communities, both locally and abroad".
Others are saying we're going to take advantage of some of these spaces to see if we can change our operations and figure out how we can use this to our advantage to set us out further. And depending on the organization, both of those can be rights advocating. Both of those can be backsliding.
It very much depends on who and how that leadership is structuring what they see in this economy.
Benedict Wray:
I think the intersection with trade here is really interesting, because it, again, it just kind of illustrates that ambivalence that there is at the international level right now.
I think it's important to note that the forced labour ban in CUSMA, the forced labour import ban that came from CUSMA, I mean CUSMA was negotiated in the first Trump Administration. The fact that it's in there, I think follows a kind of quite clear evolution of how the US has been addressing this, both on the trade front and on the domestic front, over the last decade and a half. And I don't know, I don't believe that those types of considerations are going away.
There's a clear trade agenda to approach certain geographical areas through import bans that include forced labour bans. And, there's, I would, the other thing I would sort of, the other thread I would draw there is the prison labour ban, which I find fascinating and I'm glad, you mentioned it in your historical summary. But Canada's prison labour ban goes back to 1987, and it was never justified on a human rights or sort of labour rights basis to start with.
It was essentially an anti-dumping provision. Countries were concerned that forced labour in prisons would produce goods at an undervalue, and they would then be able to flood the market of other countries with those cheap goods, thereby threatening domestic producers. And there's early case law on this to do with twine in Canada, the sale of twine produced in prisons.
But so it's, you know, and then in the late 20th century, the pendulum swung and we found, we also found additional ways to justify the forced labour ban as through human rights and so on, and so forth. But it's interesting to me that there's also that trade advantage, that competitive advantage justification for forced labour controls in trade agreements. And I think we may start to see that coming to the fore now a little bit more as we've seen some of, sort of some of the backsliding on human rights and labour rights discussions internationally.
The other thing I think that is interesting and coming down to the micro level, is reporting legislation certainly doesn't look like it's going away.
So I advise clients regularly on reporting under Canada's Supply Chains Act, fighting, forced labour, Fighting Against Forced Labour and Child Labour and Supply Chains Act. The Modern Slavery Acts in Britain and Australia, which it's modeled on, they've been around now for a decade or half a decade. There isn't any indication that any of them are being taken off the books. And the effect of all of that is, that people need to keep, they have an obligation to keep looking into their supply chains. And they've got a, it increases the risk that, risks will, a light will be shone on risky situations, and that may then become violations. And those will hit the media or hit the public eye in a very direct way that will be enormously damaging for anyone buying for anyone who has a complex and global supply chain.
So the focus I think is shifting from, at least here in Canada, from how do we comply with the baseline reporting requirements of the act that's in place? To, how can we make sure we have an effective early warning system that will tell us - where the risks are, and where the riskiest areas of risk are - so that we can focus our efforts on those. In order that we don't have a terrible situation that comes to light or that develops within our supply chain, or within our globalized, or global organization, that we are then going to have to report on.
Stephen de Boer:
I find this observation that this is less about human rights and more about competitiveness to be rather compelling. Because it certainly seems like this is what was going on in the NAFTA and the CUSMA negotiations as well. You can dress it up any way you want, but really it's about, the economics of all of this.
But it seems to me, and given what you've been saying Kate about what's happening in C-suites and what boards of directors are thinking about. It strikes me, and I'm wondering whether you agree, if both of you, would agree with this, but the most effective enforcement mechanism seems to be reputation and reputational risk. And also the necessity of having an informed consumer. Because if a consumer doesn't care, or is not informed as to what is going on, then why would this matter necessarily?
Do you agree?
Kate Agyemang:
I think you've hit the nail on the head in terms of transparency is an increasingly a double-edged sword in a technically connected and informed consumer market. People aren't going into stores to have things fed to them. They're buying online. They're searching online. They're looking at reviews online.
There's a consistent thread of knowing who your brands are. You see the generation Xers, who are coming in and very cognizant of what brands they want to put their money toward, or not. Now to more or less degree on individuals. But there is a culture of some of the largest brand buying demographics are paying attention to, are you someone that I want to be proud wearing your name or not?
And whether that's consumerism or trite will depend on the person, absolutely. But again it's exactly that. It's being top of mind. They want to be transparent and they don't want to be the ones who are outed of as being inappropriate, offside, or in these things. And that is a large concern.
There's also this shift because of this, the change in how, frankly, North America is being seen internationally, maybe no longer as a leader, as there's more backsliding happening, but as an agent of change, and where do you want to be on that agent of change structure, as how North America is being considered is changing. And the public perception in Canada being so close to our American friends is directly impacted by that.
And so when we have these international components, what you're starting to see is this reporting right, and that it will be available, it will be readily, easily accessible. And while the reporting people say, "ah, who's looking at the specific report from something, six links down on a government page". It's bigger than that. It does become newsworthy. It is something that publicists, marketing groups, are taking it and planning on of we need to make sure that this is something for our economic bottom line that we're part of.
And I think greater than that, we've dealt as businesses, with lots and lots of rounds of economic uncertainty. But this one feels different for people. It, pandemic closures and all of this, there was just global uncertainty and it didn't strike the same kind of identity crisis maybe as some did at the time, as people trying to come together to deal with a global illness, a global threat. And everyone was kind of doing what they could to support those who are out dealing with the most frontline threats.
This feels different. This is, there is a threat there and what that threat is for each individual business is coded in different language, is brought different things. But how people handle uncertainty and the psychology of that, is handling in the boardrooms effectively every day.
Are we using this to make this point to be increasing profits, increased texts Do we have the ability to invest now, so we're better out off on that next side? Are we needing to really reduce our workforce to handle the uncertainty that's coming down from funders, donors, investors, this kind of space?
What I find fascinating, consistently is the psychological process of how uncertainty is channeled in a business. That is an international phenomenon happening right now in real time. People are deciding what uncertainty means for them. Is it an opportunity? Is it a mirror coming up of things we should have been doing already?
And that level of resilience and psychological leadership that happens in that, impacts everything from workplace morale, to brand marketing plans, to how seriously I take my compliance issues now that there's reporting coming out. And it that the psychology of work is so impacted by trade, and that it plays out at all levels. I think we're seeing that on every size organization I deal with.
Benedict Wray:
I think what I would add is, consumer pressure is important, but I see two kind of exceptions to that.
The first is investors.
Where with the advent of reporting transparency regimes like Canada's, like France, like the ones we've kind of covered, there's, it increases the assessment of risk by investors to include labour rights and human rights as part of investment risk essentially. And so, you do tend to see heightened attention given to these things by particularly large scale institutions, institutional investors, private and pension funds, financial institutions, and increasingly now private equity as well.
In Canada, that's in part driven because many of those people have to report themselves because to the extent they take a controlling interest in a company in their portfolio that is also a company that has to report and meet transparency obligations, well now they owe their own report on behalf of that company as well. But it's not exclusively driven by that. It is also just driven by the fact that once this information starts getting out to the public sphere, it becomes a kind of relevant and material financial risk as part of making the investment.
The second exception, I think is the pure trade one.
Kind of the rise of bans on importing goods produced with forced labour, and in Canada's case child labour as well. I think the calculus is different there. What's interesting is the methodology is the same, but the calculus is different because it doesn't matter now whether you're in a customer facing industry. If you're importing t-shirts or garments, and you are a retail facing organization, sure you have, that risk exists. But it's the same if you are manufacturing some obscure widget, that you only sell to other obscure manufacturers of something else. Now if there's a risk that that widget has a component in it that was produced or mined with forced labour somewhere in the world, there's a risk that that could maybe seize entering the country. If that happens it's no longer a reputational risk that you are facing. I mean, longer term it is, but your short term risk is you can't sell the product. You can't enter the market. You can't fulfill your orders to your customer. You may even go bankrupt if it's a big enough seizure.
And I think we've seen that logic play out in large scale south of the border with trade seizures under CATSA, and under the weaker Forced Labour Prevention Act, which number them into the tens of thousands.
We are beginning to see it here as well. We haven't had large scale enforcement by CBSA. We are beginning to see enforcement on the forced labour front. We've we have more than 50 shipments detained in the last couple of years by CBSA relating to this. The general consensus among the trade bar is that CBSA appears to be, sort of, experimenting with different approaches to see what works.
And so, that they can kind of solidify their approach to enforcement on forced labour grounds. But again, the point here is not how the enforcement is taking place, but just the overall risk that it will, and that you may have a large shipment seized and what that means when you can no longer access the market.
Rambod Behboodi:
I was looking for the full context of the Churchillian quote that gave rise to one of my favorite phrases - terminological inexactitude. But the full context is that, there were allegations of slavery in India, and he got up and said, in the opinion of his Majesty's government, contracts freely entered into by people cannot be defined as slavery without some risk of terminological inexactitude. Which goes back to the complexity of the situation that you set out so well Kate.
You also mentioned consumer information. And that brought back the fights we all had in the late nineties about labeling. And issues that seemed so completely overwhelming at the time have now just vanished. But if you remember, well you are probably too young to remember, both of you.
Kate Agyemang:
I love your lies. That's so sweet.
Rambod Behboodi:
But, the RugMark was one of those big innovations. It came. It's vanished largely. It was meant to tackle the use of child labour in rug making. And it largely vanished because, for all the hullabaloo about it, for all the advertising that was done around it, for all the government action that was driving it, the market impact was next to nothing. Two per cent. That was the market impact of the RugMark. After years of controversy and publicization.
So I'll leave that with you. Whether and to what extent consumer information is helpful.
Another thing that we looked at when we were in the context of the work that I was doing with the textiles and garments sector, was that a lot of the challenges for workers on the ground have to do with challenges between brands and retailers and the producers. So it's not so much that the producers are hell bent on exploitation. Maybe they are, maybe they aren't. But that the context within which they were working, and they operate, is challenging.
And the best example of that was during COVID, when one of the big retailers had a massive shipment to arrive from Cambodia. And they decided that there were no, there was no market for it. They wanted to ship it back. So they basically canceled the contract, as they were permitted under the contract. While the goods had arrived, and because it was not possible for the ship to go back, the ship was staying at port for six weeks. And all of the costs related to that were charged back to the producer. And this is all commercial contracts.
So we were exploring the idea of model contractual provisions that would be enacted into these contracts. The idea was not so much to enrich the producers, but at least give the producers enough money so they could pay their workers, which is really the challenge.
So I'm going to throw that out, for comments. Number one, do you think that sort of a consumer oriented labeling, a reviving that sort of consumer oriented labeling is going to be helpful?
And second, should we be thinking about actually going in and legislating key contractual provisions?
Kate Agyemang:
Well, you're asking a labour and employment lawyer, so I'm going to love a floor of rights on paper. I am always here for a floor of rights on paper. So that you can always do more than that, but that there is a floor that is legislated and required. Because people are not benevolent, unfortunately, en mass. They may individually be so, but that's not how it works. Even the most well-meaning employer in that they need to know what are the parameters of which to work. And so having a floor of rights is necessary often to start from a place where we can even have conversations about enhancement, advocacy and increasing. But there needs to be an understood and commercially viable floor. And that's again, a difficult thing to put in on an international stage. Particularly just how the laws works and our constitutions are set up in Canada, employment is absolutely going to be provincial unless you're a federal entity. So you can say everything you like on the international stage, and we'll have to deal with whether we can enact it. It's a different space.
But I want to go back to your point about consumer information. I think the concept of consumer information and labeling was too small. That's why it didn't work.
I think information has gotten broader than that. It's not the consumer to Benedict's point, who's not the only person who's looking at it. Yes, there's our influencers are the heavy hitters in marketing now. But we're also talking about your investors, the people writing the grants, the people actually creating the legislation about what funding is available.
The other competitive markets are looking to how you are perceived and how your, how they can use your reputational risks to their advantage. I think information and reporting structure in that, has to be bigger than an individual consumer and a label on a rug. It doesn't work. It's a great political policy statement, but it's not necessarily going to get you effective change.
And I think it's that.
It's understanding that it's not a simplistic silver bullet. You have to be able to have a multilateral approach to these things to address all the complexities, and even that, there isn't going to be a one size fits all approach. Is a floor of rights necessary, so we can have a conversation from a basis? Yes. Even putting that in as we're seeing with all our lovely history of international agreements. We're still trying to get people to have basic livable wages, even in a discussion, because we can only talk about historical minimum wages that are absolutely understood to not be livable. And that's still considered to be well above global standards in other places.
And so when you're going into these discussions, I think it's exactly that, to really have a conversation about labour and what it means to be forced, what it means to be advocating, what it means to be trying to do the transparent best in those spaces. It's people are watching and they're more informed now.
It's much easier to tank your reputation than it is to establish a good one. And that's true across industries. But people are talking about it more. And so it's not just the consumer information that matters, it is that overarching, you know, managing your company's brand for competitive advantage, for table stakes that are defined in a way that are putting you in a position of leverage and power. But also understanding that you have risk there and that people are more interested in that risk. Now, maybe not for the right reasons, but they're interested.
And when we have interest there, whether it's competitive advantage or not, if it is going to bottom line help the most vulnerable sectors of workers, great. I am here for that support and how we get to it in a way that's realistic has to be more than having the, you know, annual or every three decades drive for labels. It has to be something more intentional and consistent and is difficult, that is looking at the complexity of the issue.
Of what happens in a model agreement. Can we put in, "but as long as you pay your workers", can we put in these things and, thinking outside of the box, and not just getting kind of that decision making freeze because of backslides and or what we can't do, but what can we try to start implementing.
That is the cultural change that starts to happen in these discussions where it makes it awkward to not be at that table, even having the discussion because other competitors are.
Stephen de Boer:
I think the one thing that certainly strikes me is when we talk about risk, so much of this is not necessarily intended or anticipated. So if you think about the big fire in the garment factory and the link back to a Canadian firm, that really, really got Canadian consumers very, very interested. It was seen as a direct challenge as to what Canadians thought they were buying, or how Canadians viewed themselves.
And I'm not sure that the firms involved necessarily would've anticipated that happening. But a big fire occurred. The story came out for reasons that I found rather surprising. The CBC took a real interest in that story and it didn't go away. And they followed up. A year later, two years later, they followed up.
So from a corporate perspective, it seems to me, they need to start, they need to be thinking about those risks because they don't necessarily anticipate them and they don't necessarily know what the consumer reaction is going to be. So to your rug example, sure, maybe that didn't work out. But had there been a story, had there been a fire, had there been something that would've come to the attention of Canadians, that may have changed the dynamics.
And I think that's a risk that companies are really having to grapple with and be concerned about. And you had talked about that earlier, Kate, but certainly that example of the fire of the garment factory really I think, resonated here in Canada.
Benedict Wray:
Yeah I would just kind of add to that.
I think that's right and that's why, I mean, when I've sort of referenced the need to have an early warning system in place so that you can, you are informed of risks internally so that you can anticipate, so that you can anticipate and manage that those reputational losses is key.
And if you're not doing that, the risk you're running is exactly when you just kind of explained Stephen.
I mean I think my take on all of this is certification, sort of consumer labeling certification schemes certainly have that place, and I think we can still point to areas where they're relevant today.
Seafood labeling is probably a good example of one. And kind of sustainability labeling is another. But again, it's those, the consumer aspect of this only tends to be relevant, I think, in those sectors where there's a high degree of consumer expectation around sustainability or around social issues or fair trade or organic farming, et cetera.
But the methodology behind those certification schemes is much more relevant. And what I mean by that is the way that most of those schemes work was to develop some form of basic traceability down the supply chain for that particular product. And traceability is what everyone is now grappling with across the board.
Because that's the whole challenge of how do we get, you know, if we're worried that we, our goods may get stopped at the border, either because we're, that we're in the, a category of goods that is targeted for enforcement, or we just know that there's a likelihood that that's the thing, or we just, or we're very risk averse and we don't want to take the risk. We've got to establish traceability down to the raw materials or close to it.
And so, those types of certification kind of processes and protocols are in increasingly being retooled in today's world to on a sort of business to business model. That those, there are providers out there who will go and look at your supply chain and establish a chain of custody for things on your behalf.
There's a lot of technical solutions that are being used. People like to throw blockchain around, and talk about kind of blockchain based systems.
I mean, none of these systems are infallible. There's always room for human error. because, but certainly the methodologies that were developed for the consumer labeling are now increasingly being used and made some more sophisticated, as a way of informing businesses, about their supply chains, internally.
The other thing that was mentioned by Rambod was model clauses.
There, I think there's a lot of scope. And there's a lot of discussion around model clauses right now, both here in North America and across the pond in the EU. There's expo groups set up who are developing model clauses, both under the European sustainability and CS Triple D and here in North America under the ABA.
Those are, I think, critical to this discussion because the problem that you face as a buyer organization is if a problem arises, your options are binary. In the absence of any developed contractual framework. You can terminate your supplier. Or you can keep working with your supplier. So a problem has come up and you might have some crisis management around that to deal with it, but ultimately the choice you've got to make is do we cut them off or do we keep working with them regardless? And if we keep working with them regardless, how do we do that given what's happened? And answering that question is enormously difficult when you don't have those things.
What the model clause of projects and advice from firms like ours attempts to do is to put people into a situation where their choices are no longer binary. Where you have a palette of options available to you to respond to situations when they arise and that those, that pallet of options is something that then flows down the supply chain. So you have flow down clauses that go to the sub-suppliers and so on and so forth.
And we know from experience working with sophisticated, multinational enterprises that that works. You can very effectively establish, an effective informational chain so that you have informational rights that flow up the supply chain to make sure that you are informed, and that you have an effective remediation chain that flows down the supply chain to remedy problems when they arise.
And now, as Rambod knows, there's again, there's no silver bullet is an easy, easy way to how you structure those. And it, who bears the risk and where it's right to bear the risk. And the cost of that is the, answering that is a very complex question. Very, very situation, situation specific.
But I think the key sort of point here is that, the more that model clause clauses get developed, the more options, become available. And you are helping organizations and the people who work under them, which is after all why we're all here, have more options available to them, to, remedy situations of exploitation when they come up.
Rambod Behboodi:
On that I'd say mildly optimistic notes - and we like to end on optimistic notes - this brings us to the end of the sixth episode of the Tariff Home Companion, and the last episode of this season. Stephen and I thank our guests, Kate and Benedict, for their invaluable insight into the knotty, and perhaps naughty, issue of trade and labour.
Finally, it takes a village to conceive, produce, edit, and promote a project like this. Special mention goes to Jason Chute, our producer; Noor Elsabagh, our Articling Student; Kevin Leonard, our editor; and Kate Gifford, who takes care of the social media aspects of the podcast series. Thank you.