The training is working, Apple claims. A survey showed an increase in confidence among assembly line workers--59 percent in 2009, but 93 percent in 2010--that they can provide feedback without any concern of negative repercussions.

Apple says it also found a few aspects of its program in need of improvement, including class sizes, engagement through interactivity, and expanding coverage of topics around anti-harassment, anti-discrimination, and grievance mechanisms. The company says new tactics have been implemented for this year's programs.

Another program, launched as a pilot in 2009 called Supplier Employee Education and Development (SEED), saw greater success in 2010. SEED allows workers to take computer-based classes to learn English, computer, and technical skills, and some workers are able to join associate degree programs that are linked to Chinese universities. In 2009, 14,800 workers participated. In 2010, that number rose to more than 16,000.

After one of its first audits in 2008 revealed a number of unethical hiring practices, Apple launched initiatives to combat involuntary labor through the use of excessively high recruitment fees. In short, some workers in these factories pay fees to recruitment services in order to get their jobs. While such fees are often legal in many of these facility workers's countries--namely the Philippines, Thailand, indonesia, and Vietnam--Apple found that many were being forced to pay many months worth of wages, and therefore become steeped in debt, just to get a job.