"I want participants to become agents of change"

Module four of the ETI Human Rights Essentials course explores how to turn effective grievance systems and remedy into reality — creating genuine access to justice for workers across global supply chains. The session examines the UN Guiding Principles' third pillar and asks: What does it really take to 'put things right before or after they go wrong'?

Here, Gabbi Wass from our training partner Inherently Human introduces this crucial and practical session:

"Inherently Human is a boutique consultancy supporting businesses on their human rights strategies. We're proud to deliver the Human Rights Essentials Course in partnership with ETI, helping participants move beyond theory to meaningful, practical action within their organisations.

Following modules on the basics of human rights due diligence, risk and rightsholders, and buyer behaviour, module four tackles one of the most challenging aspects of human rights work: ensuring that when things go wrong, there are accessible, effective ways to put them right.

The module explores grievance mechanisms and remedy through a practical lens, asking what truly separates a meaningful grievance process from a box-ticking exercise — and how can we ensure that remedy is accessible to those who have a right to it?"

Meet the trainer: Bev Hall

Module four is led by human rights and labour rights expert, Bev Hall, whose unique background spans corporate communications, emergency response, labour rights advocacy,  human rights and Just Transition training, guidance and strategy development. With extensive experience of the ETI base code across multiple geographies and supply chains, Bev brings a distinctive, globally informed perspective that challenges Eurocentric assumptions and focuses on what works in real-world contexts..

Bev's mission is clear: to ‘inspire, encourage and empower’ participants to build systems that truly serve workers, not just organisations. 

As Bev puts it, "I want participants to become agents of change". 

Beyond Box-ticking: What makes grievance mechanisms actually work?

In module four, Bev addresses a fundamental question: If something preventable happened to you, how would you raise the issue, and what would you want to be done about it?

"The law is generally inaccessible and confusing for most people," she points out. "If I were an unskilled person who didn't speak the language, how do I access remedy? Legal jargon and bureaucracy deter people from seeking justice."

The course challenges participants to think critically about grievance mechanisms – particularly the risk of creating well-intentioned but counterproductive systems.

"Where laws, HR departments and systems already exist — do we really need to add more, or simply make what’s there work better?”" Bev asks. "And if we are designing something new, who's involved, and are we undermining or supporting what's already in existence?"

Digital accessibility and real-world barriers

Module four examines whether modern, often app-based grievance mechanisms are truly accessible to those who need them most. Bev draws on real-world examples, including the ETI’s own experience in Bangladesh during COVID-19, where over 80% of the women that a health and safety programme was designed for, didn’t have smartphones.

Bev challenges participants to consider digital access in the real world:

“Are these mechanisms truly accessible — and, crucially, are they safe and trusted?”

Moving beyond Western-centric approaches

One of module four’s distinctive features is its commitment to inclusive dialogue that challenges Western-centric approaches to human rights.

“How can we establish a dialogue that transcends Eurocentrism and is inclusive of all perspectives?” Bev asks.

“Other countries see things differently” Bev notes. “So how do we design remedy mechanisms with genuine cultural sensitivity and local relevance, rather than imposing external frameworks?"

From training to transformation

Bev's approach to training is grounded in behavioural change and a deep understanding of what actually drives change in human rights practice.

“Too often, human rights training fails to deliver real change — because there’s no way to measure impact,” Bev says. “I focus on how participants are going to use and apply it in the end."

Her "inspire, encourage, empower" methodology ensures that participants leave with practical tools and the confidence to advocate for meaningful change within their organisations.

Why module four matters now

With increasing focus on the UN Guiding Principles' third pillar and growing regulatory requirements around remedy, companies need practical guidance on building systems that work.

"If I had to create an internal process to provide remedy, I can do it," is the confidence Bev wants every participant to leave with.

Who should take module four?

Module four is designed for anyone involved in proactively or reactively responding to human rights issues in supply chains, including:

• Sustainability and human rights professionals
• Supply chain managers
• Legal and compliance teams
• Trade union representatives
• NGO staff working on business and human rights

Participants will walk away with:

• Deep understanding of UN Guiding Principles' remedy pillar
• Ability to recognise and design effective grievance processes
• Knowledge of how to implement meaningful remedy
• Framework for identifying collaborative opportunities
• Confidence to advocate for worker-centred approaches

The Ultimate Goal: Accessible justice

Bev's vision for Module Four participants extends far beyond corporate compliance. She wants them to understand how to ensure "a level playing field where all stakeholders and rights holders are equally involved" in human rights due diligence processes.

Ready to move beyond grievance mechanisms that exist only on paper? Join us to learn how to build systems that deliver genuine access to remedy — and real change for workers.

To book your place, contact: 

training@inherentlyhuman.co.uk
+44 (0)7813 150855