Difference Between Technical Audit & Social Audit

Difference Between Technical Audit & Social Audit

There are many people out there, which often confused between technical audit and social audit. In this blog post, we will discuss the main difference between these two terms. Have a look:


Let’s start by defining what is a technical audit of factory;

This is a process of evaluating the technical capabilities of any factory; whether or not they have a quality manual with all their systems defined from the organizational structure in order to assess whether a factory has an inspection procedure and internal audit. This audit will also find the design of the factory and whether or not there is any regular scheduled calibration and maintenance of the machinery.

Technical audit is generally based on the guidelines of ISO 9001:2015, which is an internationally recognized standard to guarantee an efficient quality management system (QMS) of the chosen factory. The latest update has meant that the standard is more focused on the performance, and this is achieved by merging a process-based approach with risk-based thinking and adopting the Plan-Do-Check-Act cycle.

ISO 9001 – Technical Quality Audit

As per the guidelines as laid out by ISO 9001:2015, they are roughly categorized into 8 sections; five of which are crucial for the QMS of any factory;

  • Requirements for a (QMS) quality management system

  • Management responsibility

  • Resource Management

  • Product Realization

  • Measurement, improvement and analysis of your QMS

Clauses 1 to 3 are not requirements but are informative about the scope of this standard references to help understand the standard better, and terms and definitions that you may need to aid in the adoption of this QMS.

What are the objectives of a technical audit?

The objectives of hiring a factory audit company is to assess the QMS of your factory would be this;

  • To assess whether there is an efficient QMS of factory.

  • To assess whether or not the factory can meet production requirements.

  • This audit also assess various potential risks you may be aligning yourself with.


SA8000 was founded by International Accountability International in 1997. Over the time, this standard has become a trusted framework adopted by many reputed brands and retail organizations in order to eliminate human rights violations of their supply chains.

In view of Matel’s lawsuit against Mattel in 2011 for child labour and forced labour, not to mention the illegal amounts of extra hours agreed upon in the table, this terrible situation must be removed continuously from the retail supply chains of the day. Social Quality Audit

The SA8000 framework can measure corporate social performance in eight different areas; this is rooted in a management system component that can drive continuous improvement in all areas.

This standard is evaluated for its rigorous approach to achieving certain levels of social compliance.

The SA8000 9 social compatibility requirements are:

  • Child labour: No factory can employ children under the age of 15, as we see in the case of the above plant, this was not the case.

  • Forced labour: No one can be employed in a factory if he is not offered voluntarily.

  • Health and safety: The plant should provide a safe and healthy working environment, which should also avoid possible health and safety accidents, work-related injuries or illnesses. You should make sure that there are adequate personal protective equipment (PPE) in the laborious factories.

  • Freedom of Association and Collective Bargaining All employees are entitled to form, join, organize and bargain collectively on their behalf

  • Discrimination: the manufacturer is prohibited from dealing with discrimination in employment, remuneration, training, promotion, termination or retirement.

  • Disciplinary practices: the factory is prohibited from participating in the use of corporal punishment, physical or mental coercion, verbal abuse of employees or allowing their use.

  • Hours of work: the factory must comply with applicable laws, collective agreements and industry standards during working hours, holidays and holidays.

  • Rewards: the manufacturer must respect the right of employees to a living wage.

  • Management systems: compliance with SA8000 standards must be reviewed and implemented through advanced policies and procedures.

If child labour is found within your supply chain, this leads to an instant verification failure! You must ensure that your supplier meets SA8000 requirements so that you can eliminate potential areas of risk that may be present in your supply chain.

Once you receive your audit report, depending on the results, your provider will have time to correct any errors, which will generally result in unannounced visits to assess whether improvements have occurred.

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