In March 2025, the Central Java Gender Justice Agreement was formally announced, marking a historic breakthrough in the fight against gender-based violence and harassment (GBVH) in Indonesia’s garment industry. This legally binding accord protects 6,250 workers across two Ontide-owned factories PT Batang Apparel Indonesia and PT Semarang Garment Indonesia. The agreement was secured through negotiations led by four Indonesian unions SPN, SPSI, and KASBI representing workers at the two Ontide-owned factories supported by global labour rights organisations, including the Worker Rights Consortium (WRC), Asia Floor Wage Alliance (AFWA), and Global Labor Justice (GLJ). Crucially, Fanatics, a major buyer that sources both its own products and, under license, Nike-branded apparel, has committed to enforcing the agreement in the two factories. However, Nike has not signed the agreement or made any binding commitments.

The agreement establishes several key measures to address GBVH and create a safe and dignified workplace:

Union-Management Committees: Each factory will have a GBVH Elimination Committee, with equal representation from unions and management, ensuring worker participation in decision-making. The committee will have a majority of women members to reflect the gendered nature of workplace violence.

Worker-Led Education: Factory workers will lead comprehensive training programs for all employees, empowering them with the knowledge to identify and challenge GBVH.

Shop Floor Monitors: Unions will appoint worker representatives as monitors to track and report GBVH cases, ensuring real-time oversight and support for affected workers.

Multi-Channel Grievance Mechanisms: Workers will have access to various reporting channels, including anonymous complaints, to ensure confidentiality and prevent retaliation.

Remediation and Accountability: Clear protocols will be in place to investigate and address violations, ensuring consequences for perpetrators and protections for survivors.

Its enforcement aligns with ILO Convention 190, which defines violence and harassment as fundamental violations of human rights in the workplace. Inspired by similar binding accords in Lesotho and Dindigul, this agreement sets a new global precedent for addressing gender-based violence in supply chains. While Fanatics’ commitment ensures legally binding oversight and accountability at these factories, labour rights advocates emphasise that corporate accountability cannot be optional. They argue that enforceable agreements like this are essential to transforming workplaces from sites of fear to spaces of dignity, safety, and empowerment for workers.