1. India – RAM / Empowerment; 2. Kenya – Gender equality & empowerment; 3. Malawi – Living Wage & Working Conditions

1. Roadmap to address gender-based violence (GBV) in the Kenyan tea sector: together with its partners, IDH has created a roadmap to address GBV and other forms of sexual harassment in the Kenyan tea industry. IDH gathered input for the roadmap through partner visits, and sought a partnership with UN Women for technical validation. This roadmap is a practical guide for estate management, and can influence individual companies’ business practices and create field-level results through implementation of policies and reporting mechanisms. The roadmap is scalable to other tea-producing countries, such as Malawi, where an interest for the development of such a document has been expressed.2. Sustainable procurement model for Malawi Tea 2020: in 2018, the sustainable procurement model was put into use for the first time since its development, and has been revised since initial user feedback. IDH has been involved in the development of this innovative tool, and provided funding for it. The model enables companies to quantify what they need to do in order to bridge the living wage gap by a certain percentage, creating the business case for sustainable procurement. The model is replicable to other sectors and countries after some changes in its required data, which will be finalized in 2019. 3. Financial literacy with a gender lens for the Kenyan tea industry: together with BSR, IDH has published a study on including a gender lens in financial literacy programs for companies. This publication, based on research by BSR in the Kenyan tea and flowers sectors, provides a business case by proving why gender lens investing is necessary for companies. IDH brought in the connection to addressing GBV, based on its core work in Kenya. The outcomes of the publication are replicable to any financial literacy program.4. SDM study for Rwanda TWFA: IDH carried out an SDM study on its project with The Wood Foundation Africa (TWFA) in Rwanda, which provided an analysis of the end results of the project, which ended in 2018. This analysis provides insights into the SDM of the Foundation, as well as the broader business case for investing in this model by all partners involved. 5. SDM study for Tanzania UTT: IDH carried out an SDM study on its project with Unilever Tea Tanzania. The report proves the business case for the approach that has been taken by the partners, highlighting that a quality bonus payment system increases farmer loyalty. This is a finding that can be easily replicated to other tea initiatives and sector programs. The report is also a business case for companies to invest in relationships with their outgrower farmers, which is beneficial for both business and smallholders.

The measurement of the KPI start from 2018 with the purpose of improving the gathering of data and results of the role of IDH in commodity platforms and coalitions. 1. Malawi Tea 2020: working towards a living wage for all tea workers in Malawi, IDH has been convening this platform since 2015 as a neutral party. The platform consists of over 35 buyers, retailers, CSOs, producers and certification-body members. The neutral convening role is essential in this coalition to coordinate sustainable procurement. IDH also co-funds field-level projects to revitalize the industry and meet other program-related targets. For further reference, please see the Malawi Tea 2020 progress reports. 2. Trustea: IDH is one of the founding members of the trustea program. The program has reached a critical mass now with 46% of all Indian tea produced being trustea verified, and it is time to consolidate and maintain momentum. We are embarking on the next phase, with an evolving governance structure where the trustea code will be guided by a multi-stakeholder body – of the industry, by the industry, and for the industry. 3. Gender Empowerment Platform in Kenya: the GEP is a platform consisting of the five biggest tea producers in Kenya, as well as CSO and expert organizations on gender and GBV. IDH has convened this platform since 2016 after being asked by the biggest producing members to create an opportunity for cross-learning in the sector. IDH also co-funds projects under the platform together with three out of five producing members. 4. PPP agrochemical taskforce, Vietnam: through its engagement with the tea sector, the IDH Vietnam team is currently vice-chair of the public private partnership taskforce on agrochemicals, which is a cross-sector platform (including tea and spices). Through participation in the platform, IDH aims to further institutionalize its approach on addressing agrochemicals in Vietnam. 5. Global Tea Coalition: IDH engaged a group of key producers and packers to define and deploy a global sustainability agenda for the tea sector, in cooperation with the Ethical Tea Partnership. The expected outcome is that a global sustainability agenda is developed and that this gives direction to market transformation of the tea sector. IDH has the role of neutral convener of this platform as well as facilitator, together with ETP.

Calculated based on trustea verified volume as, divided by global black tea production

Calculated based on trustea verified volume as, divided by global black tea production

Calculated based on trustea verified volume as, divided by global black tea production

1. India - plant protection code 8.02. Malawi - gender policy (under development)

1. Kenya - Gender; 2. Vietnam - RAM; 3. India - Plant & Protection Code 9.0; 4. Malawi - Gender Equality, Sexual Harassment and Discrimination policy

1. CBA negation in the Malawian tea industry: in 2018, an 11.29% wage increase for all workers in the bargaining unit was achieved as a result of CBA negotiations between producers and workers’ representatives. This wage increase is above the current inflation rate of 8.8%, according to the Malawi Consumer Price Index, thereby giving workers the ability to meet their basic needs. In 2018, the net living wage gap closed by 25%. This means that tea workers on tea plantations in Malawi now get 40% more than the country’s minimum wage.2. Implementation of the gender policy under Malawi Tea 2020: in 2018, the policy was rolled out by the Tea Association of Malawi: gender committees and women welfare committees have been formed on all estates, and reporting mechanisms have been implemented. Estate managers have been trained on the policy and reporting. We are now building on further implementation and constant revision of the policy and reporting structures.3. Plant Protection Code 10.0: the next version (10.0) of the Plant & Protection Code (PPC) was made available by the Indian Tea Board. IDH participates through the representative of the trustea program being part of the technical group providing input on the PPC.

*Paused in 2019

*Paused in 2019

60160 male (45%)74697 female (45%)Unknown: (10%)

Men: 93,880 (34%)

Producers: 25,127 (10,376 women and 9,676 men, 5057?) Topics include agrochemical management, GAP/trustea trainings, nutritionWorkers: 97,640 (49,937 women and 41,062 men, 6671?) Topics include gender, trustea trainings, nutritionCommunity members: 55,041 (33,405 women and 7,195 men, 14441?) Topic was raising awareness of gender

104,937 of which 43,672 smallholders. Producers (smallholders): 43,672 (16,535 men and 18,074 women, 9,063 not aggregated by gender). Workers: 61,265 (29,469 men and 28,464 women, 3,158 not aggregated by gender)

(16,535 men and 18,074 women, 9,063. 3,158 not aggregated by gender)