There are 541 million young workers (aged between 15 and 24) in the world today, accounting for over 15% of the global labour force. However, millions of youths do not complete their secondary education and lack access to decent job opportunities as many companies (particularly Tier 1 factories) are reluctant to hire workers who are above the legal working age but under 18. This forces many young workers into informal sectors where there is no transparency, exposing them to high risk of abuse, child labour, forced labour and trafficking (86.3% of youth in Asia-Pacific are in informal employment).
The Centre’s young worker services focus on creating decent work opportunities for young workers and supporting young people to achieve their full potential, thus contributing towards UN SDG 8 on Decent Work and Economic Growth and towards human rights due diligence.
Our training for young workers and managers reduces risks related to young worker management, while our Access-to-Decent-Work-for-Youth Programme (AD-Y programme) connects out-of-work youth to decent, formal work. Our programme also provides capacity building training and support to factories enabling them to cultivate and manage a motivated workforce in accordance to international labour standards.
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We will definitely be continuing the Access to Decent Work for Youth programme independently in 2025 to recruit more young workers, as we have seen its benefits not only to our factory but also to the young workers themselves.
－A Supplier in Vietnam, 2024
I want to become a supervisor one day in this factory. Therefore, I plan to stay with the factory and continue to learn new skills to prepare better for my career path.
Through this project, I think not only young workers got the opportunity to improve, but the company and our staffs who are involved in implementing or monitoring the project also learn and grow along the way.
－An HR Manager whose factory took part in a youth development programme in Indonesia (2020)
After attending our young worker training, some previously directionless workers now have clear career paths. They've proactively engaged in our activities, showcasing their potential. I advocate for face-to-face dialogue with young workers; they have expectations, and we have high hopes for them. Moving forward, we'll persist in creating opportunities for their growth and development.
－Mr. Wang, Chairman of the Labour Union at KVE factory (2020)
The project carried out by The Centre in our company has yielded good results and we are very satisfied with your company's help. Through The Centre’s professional training, we have broadened the thinking of young employees and inspired their positive spirit.
－Vice President, Mr. Zhang, whose factory in China took part in a young worker support programme in 2019 and 2020
I want to become a supervisor one day in this factory. Therefore, I plan to stay with the factory and continue to learn new skills to prepare better for my career path.
(Date: 2020)
－A male young worker at Scansia in Vietnam who took part in a youth development programme
I attended the young worker development programme in September, which made me rethink my future development. I chose a job close to home this year because of COVID-19. I found that there are also learning and development opportunities here after I joined KVE. I also applied to participate in job skill training outside my current position. My plan is to learn the skill set of the entire production line to see if I have the opportunity to work in technical positions or as a manager in the future. (Date: 2020)
－Mr. Wei, a young worker at KVE factory in Sichuan, China
We started our juvenile worker recruitment programme in 2018 but besides the policy, we did not know how to turn it into actions and how to correctly recruit, develop and support juvenile workers. Now we are running a systematic way of supporting a young worker workforce at our factory.
－Ngoc Son Hafuco’s HR Manager, Vietnam, 2020.
The training has taught me a practical lesson in how to communicate and handle workers’ emotions. Before the training, I always talked to the workers in the wrong tone, I think it is because I didn’t receive much education and I have poor language skills. After the training, I realised I need to explain things more clearly to the workers, learn their needs and communicate with them in a way that is suitable for them.
－A deputy line manager in a Shenzhen factory
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