Business and Human Rights Training in Dire Dawa: Preparing for Due Diligence in Global Supply Chains

Continuing our series of trainings on Business and Human Rights (BHR), FES Ethiopia—in collaboration with the CETU Dire Dawa branch office recently hosted a workshop in Dire Dawa. The event brought together worker representatives from the textile and coffee sectors to explore the implications of international due diligence legislation and its impact on Ethiopia’s export-driven industries.

The training focused in particular on the EU Corporate Sustainability Due Diligence Directive (CS3D) and the German Supply Chain Due Diligence Act, both of which aim to hold companies accountable for upholding human rights and environmental standards across their supply chains. As Ethiopia continues to expand its role in global trade, these regulations are likely to play an increasingly important role for companies operating in sectors that export to the European Union.

Ethiopia’s coffee industry remains a cornerstone of its economy with the EU as a key market. So, these new due diligence obligations present both a challenge and an opportunity for the country. Similarly, the textile sector has seen a surge in foreign direct investment in recent years, positioning Ethiopia as an emerging hub for manufacturing. Industrial parks, including one in Dire Dawa, host international brands that may soon be subject to due diligence requirements under CS3D. For many Ethiopian exporters, the main concerns include the costs of compliance, the short timeline for implementation, and a lack of awareness and preparedness within businesses and public institutions.

During the workshop, participants were given a detailed overview of due diligence obligations. The workshop also included a session on Ethiopia’s National Action Plan (NAP) on Business and Human Rights, which aims to localize the UN Guiding Principles and provide a framework for responsible business conduct in the Ethiopian context.

In light of the NAP, participants were invited to reflect on how national policy frameworks could help address some of the structural gaps in BHR implementation. Key issues raised included:

• The absence of Collective Bargaining Agreements in many companies
• Inadequate mechanisms to report and address sexual harassment
• Lack of basic safety equipment and occupational health provisions

These challenges highlight the need to strengthen the implementation of the NAP and improve coordination between employers, employees and government. Doing so will not only support alignment with international due diligence expectations but also enhance the protection of workers’ rights at the national level.