Corporate environmental, social and ethical responsibility policy

Policy brief & purpose

Our Corporate Enviromental Social and Ethical Responsibility (CESER) policy refers to our responsibility toward our environment. Our company’s existence is not lonely. It’s part of a bigger system of people, values, other organizations and nature. The social responsibility of a business is to give back to the world just as it gives to us.

What is corporate enviromental social and ethical responsibility?

Our Corporate Enviromental Social and Ethical Responsibility (CESER) company policy outlines our efforts to give back to the world as it gives to us.

Scope

This policy applies to our company and its subsidiaries. It may also refer to suppliers and partners.

Policy elements

We want to be a responsible business that meets the highest standards of ethics and professionalism.

Our company’s social responsibility falls under two categories: compliance and proactiveness. Compliance refers to our company’s commitment to legality and willingness to observe community values. Proactiveness is every initiative to promote human rights, help communities and protect our natural environment.

Compliance

Legality

Our company will:

  • Respect the law
  • Honor its internal policies
  • Ensure that all its business operations are legitimate
  • Keep every partnership and collaboration open and transparent

Business ethics

We’ll always conduct business with integrity and respect to human rights. We’ll promote:

  • Safety and fair dealing
  • Respect toward the consumer
  • Anti-bribery and anti-corruption practices

Examples of Corporate Social Responsibility

Protecting the environment

Our company recognizes the need to protect the natural environment. Keeping our environment clean and unpolluted is a benefit to all. We’ll always follow best practices when disposing garbage and using chemical substances. Stewardship will also play an important role.

Protecting people

We’ll ensure that we:

  • Don’t risk the health and safety of our employees and community.
  • Avoid harming the lives of local and indigenous people.
  • Support diversity and inclusion.

Human rights

Our company is dedicated to protecting human rights. We are a committed equal opportunity employer and will abide by all fair labor practices. We’ll ensure that our activities do not directly or indirectly violate human rights in any country (e.g. forced labor).

Proactiveness

Donations and aid

Our company may preserve a budget to make monetary donations. These donations will aim to:

  • Advance the arts, education and community events.
  • Alleviate those in need.

Volunteering

Our company will encourage its employees to volunteer. They can volunteer through programs organized internally or externally. Our company may sponsor volunteering events from other organizations.

Preserving the environment

Apart from legal obligations, our company will proactively protect the environment. Examples of relevant activities include:

  • Recycling
  • Conserving energy
  • Organizing reforestation excursions
  • Using environmentally-friendly technologies

Supporting the community

Our company may initiate and support community investment and educational programs. For example, it may begin partnerships with vendors for constructing public buildings. It can provide support to nonprofit organizations or movements to promote cultural and economic development of global and local communities.

Learning

We will actively invest in R&D. We will be open to suggestions and listen carefully to ideas. Our company will try to continuously improve the way it operates.

Our company is committed to the United Nations Global Compact. We’ll readily act to promote our identity as a socially aware and responsible business. Management must communicate this policy on all levels. Managers are also responsible for resolving any CSR issues.

Fair Trade Ethical Policy

All of our cashmere pashmina shawl wrap scarves come with the certification. This guarantees our products provide the best working conditions, fair pay and new training opportunities for the women of Nepal. By purchasing with us you not only get the assurance of luxury quality but you are helping the local women of Nepal at the same time.

Traditional and sustainable methods of production are ensured, from the point of sourcing to the natural shedding and extraction of the materials that go into making our cashmere garments. The process from start to finish is natural, sustainable and environmentally friendly. Unlike other retailers, we can assure that all of our cashmere pieces are made from naturally shedded cashmere fibres.

Sub sections of our social responsibility & ethical policy is as follows…

  • Young persons under the age of 16 shall not be employed and young persons under 18 shall not be employed at night or in hazardous conditions.
  • To every extent possible work performed must be on the basis of recognized employment relationship established through national law and practice.
  • Obligation to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of “ labor only” contracting, sub-contracting or home working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed term contracts of employment.

Freedom of association and collective bargaining

  • Workers, without distinction, have the right to join or form trade unions of their own and to bargain collectively.
  • The employer adopts an open attitude towards the activities of trade unions and their organizational activities.
  • Workers’ representatives are not discriminated against and have access to carry out their representative functions in the workplace.
  • Where the right to the freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.

Working conditions

  • A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
  • Workers shall receive regular and recorded health and safety training and such training shall be repeated for new or reassigned workers.
  • Access to clean toilet facilities and to potable water and, the provision of sanitary facilities for food storage.
  • The company shall assign responsibility for health and safety to a senior management representative.

Working Hours

  • Working hours comply with national laws and benchmark industry standards, whichever afford the greater protection.
  • In any event, workers shall not, on a regular basis, be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 day period, on average.
  • Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated.

Discrimination

  • There is no discrimination on hiring, compensation, access to training, promotion, termination of employment or retirement based on race, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

Inhumane treatment of employees

  • Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.

Remuneration

  • Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is the highest.
  • All workers shall be provided with written and understandable information about their employment conditions in respect to wages before they enter employment and about the pay period concerned each time that they are paid.
  • Deductions from wages as a disciplinary measure shall not be permitted, nor shall any deductions from wages not provided for by national law be permitted without the express permission of the worker concerned.
  • All the disciplinary measures will be recorded.

Signed: 26th January 2018

Daniel Wilkinson

Managing Director

Pashminas and Wraps of London