Sweat+in+Your+Shopping+Bag


 * // Name: Deeann Nutley //**
 * // Number: N8855994 //**
 * // Tutor: Michelle Cornford //**

** “Sweat in Your Shopping Bag” **



**// The Artefact //** “iSweat” A controversial picture that gives rise to questions about the way people view sweatshops. From the picture, sweatshop labour is casualised, even humoured. The picture draws parallels to the marketing campaign of technology giant, Apple through the use of the “I” at the beginning of the word sweat and through the use of the headphones. One of the main issues associated sweatshop labour is that it is a common practice in third world countries, and western societies, such as Australia are unable to see the dangers and health risks associated with sweatshop labour.

**// The Public Health Issue //**

The public health issues associated with the artefact “iSweat” are the health factors associated with sweatshop labour. The cause for the rising number of sweatshops globally is due to the principle of McDonaldization. Manufacturers aim to produce maximum output and profit as cost effectively as possible, which is not always done with the best interests of the employees in mind. In most instances workers are paid far below the statutory minimum advised by the governing body legislation. Additionally, employees are forced to work longer hours that in most cases are considered illegal, and far exceed the maximum. Mandated health and safety practices in sweatshops are often ignored in order to reduce costs and produce maximum output as quickly as possible. This then leads to poor employee mental and physical health, which in some instances leads to fatal injuries. All of these factors contribute to the overall health outcomes for the people that work within sweatshops.

**// Literature Review: “Blood, Sweat and T-Shirts” //** McDonaldization is defined as the process by which the manufacturing process of goods replicates the principles of fast food industries such as McDonalds (Ritzer, 1996).The four basic principles of McDonaldization pertain to efficiency, calculability, predictability and control (Ritzer, 1996). George Ritzer’s concept of McDonaldization was derived from the original theory of Rationalisation by Max Weber (1921/1968). The implications caused by McDonaldization and Rationalisation due to the continual prioritisation of efficiency, calculability, predictability and control have detrimental affects upon the health, well being and sustainability of life for sweatshop employees.
 * McDonaldization **

Due to manufacturers aiming to make maximum profit as easily as possible employees are highly underpaid in the majority of sweatshop factories globally. One example is a sweatshop operating in Long Island that was found to be paying employees 30 cents an hour (Gordon, 2005).The image below is another graphic indicator of what sweatshop employees are paid in comparison to workers in regulated factories. In every case, sweatshop employees are paid less than those working in regulated factories. A study conducted by Jay Mandle (2003) reported on the hourly wage of sweatshop workers from 10 different locations globally. The study demonstrated that the highest hourly rate was in sweatshops located in Costa Rica, where employees were paid a mere $2.38 an hour in $US (Mandle, 2003). The lowest hourly wage for sweatshop employees was $0.13 in Bangladesh. The full results of the study into sweatshop wages can be seen in Table 1. It is clear from these figures as a representative samples of sweatshops globally, that Ritzer’s theory of McDonaldization, specifically the aspect of profit is present. By paying employees very little, manufacturers are able to produce maximum output with minimal cost and maximum efficiency. Due to the low rates of pay for sweatshop employees globally, employees are exploited by employers to work longer hours as without the additional income employees cannot afford to live.
 * Sweatshop Employee Income **

Table 1.



The MSI Computer Co., Ltd in China states that employees work 12 hours per day with two, one hour breaks and 2 days off per week. The EICC’s (Electronic Industry Code of Conduct) standard pertains to 60 hours of work per week, including overtime (China Labor Watch 2011). However during peak times of the year when products are in demand, rest hours are halved, so employees are only granted 1 hours break per 12 hours of work and employees only have one or two days off per month. These working hours far exceed the EICC’s standard number of hours outlined as a weekly maximum (China Labor Watch, 2011).
 * Hours of Labour **

Another example is in the Kaisi Metals factory in Guangzhou in China. Employees were reported to be working 77-80 hour weeks, working 7 days each week. As stated previously, the EICC’s standard explicitly states that employees cannot legally work more than 60 hours per week. This is essentially the employers responsibility (Kernaghan & Briggs, 2007).

Similar findings were illustrated in a study conducted by Jennifer Gordon (2005), where American immigrant sweatshop employees in Long Island worked an average of 75 hours per week.

As a consequence of long working hours the health of employees within sweatshops is of a far lower standard when compared with people that work fewer hours on a higher wage. It is a well known concept that wealth and socio-economic status are highly influential determinants of health.

A study conducted by Akinori Nakata (2011), from the Japanese National Institute for Occupational Safety and Health, Centres for Disease Control and prevention found that participants working more than 8-10 hours per day, with less than 6 hours of sleep per day were 97% more likely to be depressed than participants of the study working 6-8 hours per day and sleeping more than 6 hours per day. The study concluded that depression is directly affected by sleep deprivation and exhaustion (Nakata, 2011).
 * Employee Mental and Physical Health **

According to a report the World Health Organisation published (Benach, Muntaner & Santana, 2007) the number of non-fatal occupational injuries of sweatshop workers that cause at least three days absence from work is 264 million each year. That figure indicates that 700,000 workers are injured each day (Benach, Muntaner & Santana, 2007). Additionally, the number of fatal injuries that occur annually is 350,000 globally. Consequently, each day 970 workers die due to poor working conditions (Benach, Muntaner & Santana, 2007). According to LaDou (2006) employees working with in sweatshops can be exposed to toxic metals, a range of solvents, acids and numerous hazardous and potentially life threatening chemicals.

In terms of mental health, employees at a Foxconn factory in China, run my terry Gou, has release statistics regarding the suicide incidences beginning in 2010. Whilst the health and safety conditions within the factories are of a high priority in terms of maintaining health, improving the standard of living, hours of sleep and working hours is vital in order to maintain employee health (Malone& Jones, 2010).

Table 2.



From the data the conclusion can be drawn that there is a strong correlation between the mental and physical health of people employed within sweatshops and the health and safety regulations implemented in the factories.

A press conference was held by the United Nations in February of 2009 to commemorate world day of social justice. Shortly after the commencement of the conference a speaker of the same of Mary Robinson (2009), a former United Nations High Commissioner for Human rights noted that the meeting was timely as it was evident that the world had no upheld the commitments that were made at the Copenhagen World Social Development Summit in 1995, which outlined guidelines pertaining to labour standards and globalization. Ms. Robinson (2009) stated that in the midst of Globalisation that labour standards have fallen, where the emphasis is on profit rather than human rights and values. She also stated that the negligence to provide adequate standards for sweatshop workers is in direct violation of the Universal Declaration of Human Rights (Robinson, 2009.)
 * Opinions of Interest **

The Australian Greens Party Senator Sarah Hanson- Young made a statements concluding that the real cost of people purchasing clothes manufactued within sweatshops is not measured in currency, but rather in human suffering (Whish-Wilson, 2013). Ms. Hanson- Young went on to say that it is unfair to expect employees of sweatshop factories to work extremely long days, in dangerous, hazardous conditions that are detrimental to human health just so that companies are able to generate profit (Whish-Wilson, 2013).


 * // Cultural and Social Analysis //**

Employees working within sweatshops are reaped of any sense of agency. This is done through the strict monitoring and constant emphasis on output. Due to low socio-economic status sweatshop employees generally have no other alternative. The basis of sweatshop labour originated through the concept of globalisation. Karl Marx believed that certain group sought to dominate and exploit those of a lower socio-economic status for their own gains. Additionally, Max spoke about divisions between the ruling class and the working class and the implications this had upon society.
 * Social Theory **

Society and culture both have a significant impact upon sweatshop labour. In developing countries where poverty is prevalent, sweatshops can be at times the only option in terms of income. Marxists use this social and cultural disadvantage to their advantage by exploiting employees. Whilst employees admit to disliking the poor conditions within sweatshops they opt to work overtime as this is the only way to ensure they make a living. Working in sweatshop factories in ingrained into the culture of many developing countries as it is the only option, and as the wages are so low, there is no way to break out of this cycle.

Anti-sweatshop labour campaigns increased substantially during the 1990’s as people became more aware of the conditions that were a direct result of globalisation (Harrison & Scorse, 2010). In 1997 the United Students Against Sweatshops organisation was founded. The objectives of the organisation are to build union power and advance the right of labour workers, organise student movement that challenge corporate power and to focus on direct action campaigns (United Students Against Sweatshops, 2013).
 * Groups, Movements & Trends **

Furthermore, in November of 2006 a group of undergraduate students at Purdue University went on a hunger strike in order to raise awareness about sweatshop labour (Patric-Clair, 2012). This movement was influenced by the numerous student activist campaigns attempting to create awareness and prevention of sweatshop labour. These are examples of contributions that students are making around the world to combat sweatshop labour, however the effects are seen on all social levels.

In the year 2000, a Global Compact was launched by the United Nations, which aimed at promoting responsible corporate citizenship (Standing, 2007). The compacted pertained to 10 designated principles that aimed to improve labour standards in factories worldwide (Standing, 2007). The 10 principles were (OECD & OCDE, 2005):


 * 1. **** Business should support and respect the protection of internationally proclaimed human rights **


 * 2. **** Ensure they are not complicit in human rights abuses **


 * 3. **** Businesses should uphold the freedom of association and effective recognition of the right to collective bargaining **


 * 4. **** The elimination of forced labour in its numerous forms **


 * 5. **** The abolition of child labour **


 * 6. **** The elimination of any form of discrimination within the workplace **


 * 7. **** Adapt a precautionary approach to environmental challenges **


 * 8. **** Undertake initiative to promote greater environmental responsibility **


 * 9. **** Encourage the manufacture of environmentally friendly technologies **


 * 10.Business should work against all forms of corruption including extortion and bribery. **

Whilst the compact targeted main areas of concern in terms of slave labour and human rights and health, the initiative was purely voluntary as the United Nations outlined that their role was not to police companies, but to put forward a global standard of company conduct (Standing, 2007).

In order to improve labour conditions within sweatshops there needs to be change at a macro levels. This can include but is not limited to mandated employer obligations set by institutions such as The United Nations, The World Health Organisation and The International Labour Organisation which pertain to worker rights and working conditions. Additionally experts need to focus on exploiting the conditions within sweatshops and allowing the media to advertise the conditions in order to create public awareness. This public awareness will alter how people view international labour standards as well as increasing consumer consciousness and making people aware of what they may be purchasing.
 * Where Experts Should Focus? **

The underlying factor is that if all of the above recommendations are combined, factory operators will have no choice other than to improve health and safety conditions as well as wages for employees as tight regulations will ensure factories are regularly inspected, and that those inspections are made public.

**// Analysis of the artefact and what I personally learnt //**

The cultural artefact “iSweat” represents how the health and well being of millions of people is being overlooked and ignored in order to maintain efficiency, calculability, predictability and control within the manufacturing industry. The artefact to me, demonstrates a lack of education and responsibility of not only the companies that run the sweatshop factories, but also the consumer that purchases the sweatshop-manufactured items. From the numerous articles I have read, I can deduce that while people acknowledge that the conditions within sweatshop factories are appalling and they believe companies should be held accountable, they are not willing to be accountable for the part they play in ensuring that sweatshops continue exploit their employees. I personally, was unaware of the amount of goods that were produced in sweatshops.

After studying the issue of sweatshop labour I’m more aware of what I buy. I take the time and responsibility to think about how much a person would have been paid to manufacture a certain item as well as the conditions they would have been exposed to while making it. Until companies pay their employees fairly, ensure health and safety measures are taken and give their employees the appropriate number of hours of work and days off, I will not knowingly buy sweatshop-manufactured items.

For these reasons, I believe that the artefact “iSweat” is an excellent way to demonstrate the importance of holding companies accountable, but to also demonstrate the consumer accountability.

**// References //** Benach, J., Muntaner, C., Santana,V. (2007). Employment conditions and health inequalities. //Commission on social Determinants of Health.//

China Labor Watch. (2011). Tragedies of globalization: The truth behind electronics sweatshops.

Gordon, J. (2005). Suburban sweatshops: The fight for immigrant rights. //Harvard University Press.// ddc: 331.6/2/0973

Harrison, A. Scorse, J. (2010). Multinationals and anti-sweatshop activism. //American Economic Review 100:1 247-273.// doi:10.1257/aer.100.1.247

Kernaghan, C., Briggs, B. (2007). Kaisi metals factory in Guangzhou (China). //National Labor Committee for Worker and Human Rights.//

LaDou, J. (2006). Printed circuit board industry. //International journal of Hygiene and Environmental Health, 209// (3) 211-219. doi: 10.1016/j.ijheh.2006.02.001

Malone, A., Jones, R. (2010). Inside the suicide sweatshop that builds your iPad. //Daily Mail.//

Mandle, J.R. (2003). The student anti-sweatshop movement: Limits and potential. //TheAmerican Academy of Political and Social Science, 570// (1) 92-103, doi: 10.1177/000271620057000107

Nakata, A. (2011). Work hours, sleep sufficiency, and prevalence of depression among full-time employees: A community-based cross-sectional study. //Journal of Clinical Psychiatry, 72// (5), 605-614. doi: 10.4088/JCP.10m06397gry

OECD, OCDE. (2005). The UN global compact and the OECD guidelines for multinational enterprises: complementarities and distinctive contributions. //Organisation for Economic co-operation and Development.//

Patric-Clair, R. (2012). Engaged ethnography and the story(ies) of the anti-sweatshop movement. //Critical Methodologies//. //12:132.// doi: 10.1177/1532708611435212

Ritzer, G. (1996). The mcdonaldization thesis: is expansion inevitable? //International Sociology 11:291.// doi: 10.1177/026858096011003002

Robinson, M. (2009). Press conference to commemorate world day of social justice. //United Nations Department of Public Health.//

Standing, G. (2007). Decent workplaces, self regulation and CSR: from puff to stuff. //DESA Working paper 62.//

United Students Against Sweatshops. (2013). Organisational structure.

Weber, M. (1921/1968). Basic sociological terms. Economy and society. //University of California Press. 3-62.//

Whish-Wilson, P. (2013). Australian brands need to improve sweatshop conditions. //The Greens Australia.//


 * // Reflections //**

Refelction #1: Distance is Deadly - Health Outcomes for Rural and Remote Australians

Reflection #2: The Beginning of the end - Transgender discrimination