As of July 2016 Ronhill have been awarded ‘Leader Status’ by Fair Wear Foundation, the highest of their performance benchmarking categories.

Together with Fair Wear Foundation (FWF), Ronhill are working to achieve fair working conditions worldwide. Ronhill has been a member of FWF since 2012 and has developed a close partnership with FWF, working together with them continuously over the past 4 years. In order to reach Leader status, Ronhill achieved a monitoring percentage of 91% in the FWF Brand Performance Check for 2016. In these annual reviews, FWF verifies member brands regarding their progress in implementing labour standards and improving working conditions. This marks a significant achievement by the business as only around 10% of FWF member brands manage to fulfil the requirements to be awarded Leader status.

“Ronhill has made significant steps into monitoring their supply chain. The company has in-depth knowledge about its production sites and has effectively implemented action plans wherever issues have been found”, says Kees Gootjes, brand manager at FWF. “Ronhill has worked hard to better integrate social compliance into its purchasing practices.”

FWF is an independent, non-profit, multi-stakeholder organisation that works with brands and producers to improve labour conditions in the garment industry worldwide. FWF has over 90 member brands with representation in 11 production countries in Asia, Europe and Africa and keeps detailed track of progress made by all the partners it works with. As a member of FWF, Ronhill is committed to implementing the strict 8-point FWF Code of Labour Practices, which is based on UN and ILO principles, in all production facilities and so meets the highest standards for socially equitable working conditions. These include, among others, the payment of living wages, reasonable working hours, safe and healthy working conditions, prevention of child labour and many more.

“We have been working hard for the last 5 years to ensure the working conditions in the production facilities we use meet acceptable welfare standards. Being recognised by FWF as a leading brand in this respect is greatly rewarding and helps to encourage us to continue in this important and challenging work” says Kevin Offer, CSR Manager OSC Ltd.

In regularly scheduled audits, FWF monitors working conditions and social standards in individual production facilities. During the audit, employees are questioned both inside and outside of the manufacturing plant without the presence of management. Where standards are found to be below FWF requirements a “Corrective Action Plan” is produced which sets out what must be done by the brand, within a clear timeframe.

OUTDOOR & SPORTS COMPANY (OSC) BRAND PERFORMANCE CHECK

Brand Performance Checks are an independent assessment of how each FWF member brand is working to improve labour conditions in their supply chains. FWF members like Ronhill are evaluated against a set of indicators; the benchmarking score is an indication of how brands are doing on these indicators. The monitoring percentage shows how much of a brand’s production volume is covered by their monitoring system. Depending on how long the affiliate has been a member, the combination of benchmarking score and monitoring percentage lead to a category in Ronhill case the highest which is ‘Leader’.

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OUTDOOR & SPORTS COMPANY (OSC) SOCIAL REPORT FOR 2016

FWF members are required to hand in an annual social report. Companies’ social reports are part of FWF’s requirements on brand transparency. FWF collects and publishes the reports, but does not verify their content before publishing them. The quality of the social reports is checked and reported on through the annual brand performance checks.

view the report pdf

Fair Wear Foundation Film

Short film on Fair Wear Foundation - what is it and what do they aim to achieve

FWF CODE OF LABOUR PRACTICES

The FWF Code of Labour Practices contains eight elements, which are based on United Nations and International Labour Organization principles:

  • There is no discrimination in employment
  • No exploitation of child labour
  • Freedom of association and the right to collective bargaining
  • Payment of a living wage
  • No excessive working hours
  • Safe and healthy working conditions
  • Legally-binding employment relationship

FWF regularly verifies the implementation of these labour practices through factory audits and worker interviews both onsite and offsite, and through annual ‘Brand Performance Checks’ which assess how well each member’s management policies support the Code of Labour Practices. FWF publicly reports on the progress of member companies towards implementation of the Code elements.