In global supply chains, leaders often celebrate “zero”: zero defects, zero accidents, zero delays. But there is one zero that should give us pause — zero grievances.

It can appear reassuring on paper, yet silence in complex supply chains rarely signals the absence of problems. In many cases, achieving zero grievances comes at a very real — and often very high — cost: workers without safe channels to speak up, risks that go undetected, and organizations operating in the dark.

Signals such as high turnover, absenteeism, wage disputes, unsafe conditions or harassment do not disappear just because they go unreported. When workers lack avenues to raise concerns — or do not trust the ones available — critical information gets lost. Every unreported issue represents a missed opportunity to detect risk early. And that’s the very outcome effective grievance mechanisms are meant to deliver, in order to build trust and strengthen both worker well-being and organizational resilience.

Why Grievances Matter — and Why Current Systems Fall Short

Worker grievance mechanisms have existed for more than 40 years, mostly within corporate environments. But these systems were designed with direct employees in mind — largely white-collar workforces — not the millions of blue-collar workers across global value chains who face the most severe human rights risks.

As a result, the workers most affected by poor conditions or labor rights abuses often remain excluded or unaware of these channels. Even with traditional mechanisms in place, those systems rarely reach across multiple tiers of suppliers, intermediaries and subcontractors, leaving them without a reliable way to be heard.  Giving workers a channel they can access and trust is what finally brings these issues to the surface, and makes them possible to address.

When grievances are safely encouraged and responsibly managed, they become strategic assets. They reveal patterns, uncover operational or cultural issues, and support constructive engagement with suppliers. Listening at that level reduces risk and embeds accountability across the organization.

Regulators Are Raising the Stakes

Regulators worldwide are tightening expectations around human rights due diligence and supply chain transparency.

Section 307 of the U.S. Tariff Act of 1930 gives U.S. authorities the mandate to issue withhold release orders (WROs) against goods suspected of being made with forced labor. Enforcement has intensified in recent years: Thousands of shipments — valued in the billions — have been detained. This reflects not only stricter scrutiny but also a clear expectation that companies must demonstrate credible, risk-based due diligence.

Meanwhile, the EU Forced Labour Regulation, effective in 2027, will add another layer of enforcement with global reach. Together with evolving directives such as the Corporate Sustainability Due Diligence Directive (CSDDD), the regulatory environment is shifting toward real, evidence-based risk detection, worker access to remedy, and transparent remediation processes.

Meeting this bar requires more than compliance checklists. Regulators, investors and customers want proof that companies know what’s happening on the ground; that risks are detected early, that workers can safely report concerns, and that meaningful remediation follows.

To deliver on that, companies can’t only rely on documentation. They need visibility that is grounded in real worker input.

Inclusive Technology Elevates Worker Voices 

Global supply chains operate across diverse countries, languages, and literacy levels. Traditional oversight tools such as audits remain valuable, but they capture only moments in time, and day-to-day working conditions can shift rapidly between them.

Digital grievance systems, accessible through familiar channels such as WhatsApp, QR codes, and mobile web links, offer scalable ways for workers to raise concerns in real time. Multilingual support and two-way anonymity reduce fear of retaliation, and expand access for workers, no matter their geography or literacy level.

As workers gain safe, direct channels to raise concerns in real time, organizations can catch emerging risks earlier, respond more quickly, and build a clearer picture of day-to-day conditions between formal reviews. Audits still provide essential, structured checkpoints, but they become far more powerful when paired with ongoing dialogue. Together, they form a living system of accountability that learns, adapts and improves over time.

Contrary to the old saying, “no news” is not “good news.” A report showing zero grievances should spark deeper inquiry, not celebration.

The opportunity ahead is to replace silence with visibility and equip workers — those who understand conditions best — with safe and trusted ways to speak up. Achieving that requires both technological innovation and a cultural shift: treating worker feedback not as a liability but as essential to responsible business and resilient supply chains.

Antoine Heuty is SVP of Human Rights at EcoVadis.