About SAI


SAI promotes decent work, driven by diverse perspectives to navigate evolving labor issues. We design and implement innovative processes that empower and inspire stakeholders and facilitate partnerships.


We envision a world where workers, businesses, and communities thrive together.

What We Do

SAI works to protect the integrity of workers around the world by building local capacity and developing systems of accountability through socially responsible standards. SAI established one of the world's preeminent social standards—the SA8000® Standard for decent work, a tool for implementing international labor standards that is being used in over 3,800 factories, across 67 countries and 55 industrial sectors. Many more workplaces are involved in programs using SA8000 and SAI programs as guides for improvement. SAI is one of the world's leading social compliance training organizations, having provided training to over 25,000 people, including factory and farm managers, workers, brand compliance officers, auditors, labor inspectors, trade union representatives and other worker rights advocates.

Our Approach

SAI recognizes that voluntary compliance standards are only one part of what is needed to raise labor law compliance around the world. To that end, SAI has developed training and technical assistance programs to work on the broader context surrounding compliance. Over its history, SAI has developed an array of services all geared towards working with companies, trade unions, NGOs and governments to achieve more socially responsible practices around the world. SAI pulls its capabilities together in comprehensive capacity building programs, as well as offering them on a stand-alone basis.

Questions and Answers

Why advocate codes of conduct instead of enforcing national and international labor legislation?

Codes are not an alternative to government regulation and national labor legislation. Rather, they are complementary instruments that fill current voids in the protection of workers. Codes are one attempt to address the difficulties of verifying labor conditions in the production chain of suppliers. Clearly, neither unions nor NGOs can do this alone.

What do codes of conduct have to do with collective bargaining?

Codes do not replace the collective bargaining process between unions and company management. However, codes can promote collective bargaining by providing explicit provisions on the right of workers to form and join unions and to bargain collectively. Codes are general; they provide minimum standards. Collective bargaining agreements are specific, and address particular issues workers face in a workplace.