Buyer firms in the apparel industry are using environmental standards to coordinate their global value chains (GVCs). In turn, supplier firms are complying with environmental standards as a way to increase their competitiveness. This article addresses the nascent gap in the GVC literature in relation to firmand chain-level responses to environmental concerns, which enable apparel firms to upgrade. The article examines the drivers and conditions under which apparel firms embrace environmental upgrading in Sri Lanka. Findings suggest that GVCs represent both the drivers of environmental upgrading and the means by which to obtain the knowledge needed to upgrade particularly for firms in relational networks. The strategic intent and capability of the suppliers to assimilate the transfer of knowledge and upgrade are critical. However, upgrading does not necessarily yield higher profits for supplier firms. The incentive for upgraded firms to maintain their environmental performance is competitive advantage arising from reduced costs.

Building on the concept of polarity in global value chains (GVCs), we explore how the nature of the governance of a GVC can evolve and how contingencies can reshape governance arrangements. A case study of the New Zealand fishing industry highlights how parties inside and outside the GVC came to contest labour standards, laying the base for credible regulation. In 2011 through a series of convergent events, migrant crew on board South Korean fishing vessels, hitherto exploited, abused and isolated, emerged as a significant actor to bring about a clear transition in the governance of a multipolar GVC. In this paper we analyse the series of events which led to regulatory change and consider whether the dynamics from the case offer lessons for improving labour standards and regulation in GVCs more generally.

The rise of human resource management (HRM) has been associated with a quest for more strategic influence and higher managerial status. Findings from the 2004 New Zealand Cranet Survey are used to evaluate these normative assumptions. There are indications of a growing awareness of ‘people issues’ and an increase in the influence of HRM practitioners on strategic decision-making and an improvement in their professional status. Formalized references to people and people management have been high and stable over time. However, formalized HRM strategies are less prevalent and there are still many organizations that do not have an HRM department. Furthermore, there has been no increase in the proportion of senior HR managers who have a place among the organization’s senior executives.

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The World Trade Organisation's (WTO) consistent rejection of proposals for the inclusion of a social clause into its existing rules and regulations has prompted the International Labour Organisation (ILO) to examine alternative ways in which global consensus on the regulation of labour standards can be developed. In this paper we map the failure of the social clause debate by reference to the outcome of successive WTO ministerials and we examine the role of executive leadership and related epistemic activity in the development of the international labour standards regime (ILSR). We conclude that the switch to a focus on a regime of core labour standards provides the most promising platform for progress in labour protection and an influential outcome in placing the ILO at the heart of attempts to integrate social policy into global economic governance.