BUSINESS CODE OF CONDUCTBONDI BORN consciously manages its business operation and supply chain in a sustainable and ethical way to ensure it respects every person involved in the process, including our workers, suppliers and customers, whilst doing everything possible to minimise the impact of our business on the environment.
We acknowledge that climate change is dramatically damaging our planet, that fashion is the second-most polluting industry in the world after mining, that many fashion companies exploit workers involved in their supply chains, that women are unequally treated in the workplace and in certain cultures, and that racism is still prevalent in Australia and many parts of the world. We consciously choose to play a role in addressing these issues.
BONDI BORN has developed this BUSINESS CODE OF CONDUCT in outline the principals we require our staff and stakeholders to commit to in their day to day operations of our business. A separate SUPPLIER CODE OF CONDUCT is provided to suppliers.
BONDI BORN CODE OF CONDUCT ELEMENTS
- GUIDING PRINCIPLES
- THEORY OF CHANGE
- BCORP DECLARATION OF INTERDEPENDENCE
- SHAREHOLDER GOVERNANCE
- EMPLOYEE REQUIREMENTS
- EMPLOYEE HANDBOOK
- SUSTAINABILITY & ETHICS COMMITMENT
- We believe that a business, no matter how small, can be a force for good.
We create swimwear & apparel that is meticulously designed and made, using only premium, sustainably sourced fabrics that are not only beautiful but deliver greater longevity.
- We design garments to provide superior fit for better body confidence and elevated contemporary style so that our female customers, regardless of their body shape or size, can feel joy during warmer months and experience greater satisfaction and value from their purchases.
We only work with businesses in our supply chain that can demonstrate that they respect both the environment and the humans involved in their businesses.
- We are a locally focused business which consciously works towards lowering our environmental impact and supporting our local community.
- We are an inclusive culture that is actively against any form of prejudice based on race, religion or sex or sexuality.
As a team we will strive to constantly improve our sustainable business practices and ethical considerations in all current and future business decisions as this is a journey not a destination.
Bondi Born has developed a theory of change which is intended to help us to act upon our guiding principles:
We strive to run our business and do our jobs with integrity and respect for the planet and every person in it. Where we can, use our economic model and our voice to be a force for good.
- Have all suppliers sign our SUPPLIER CODE OF CONDUCT to hold them accountable to our values.
- Consciously make sustainable and ethical choices in all aspects of our business including planning, sourcing and making as well as hiring and managing our staff.
- Choose to source, hire and employ locally within Sydney wherever possible to lower the environmental impact of our production, to ensure the quality of our garments, to provide us with greater control over customer service outcomes and to support our local community.
- Help address the inequalities that exist against women in the workforce through equal pay, appointing businesses owned and run by females, promoting women to senior positions, accommodating pregnancy & parenthood.
- Help address the inequalities that exist against the BIPOC community by committing to a diverse hiring policy, representation in advertising and supporting this issue within our local community wherever possible.
Continually review our sustainability practices via annual management strategic consideration and as a core component of annual employee reviews.
BCORP DECLARATION OF INTERDEPENDENCE
As a Certified B Corporation we are committed to uphold the B Corp Declaration of Interdependence. We envision a global economy that uses business as a force for good.
This economy is comprised of a new type of corporation— the Certified B Corporation—which is purpose-driven and creates benefit for all stakeholders, not just shareholders.
As B Corporations and leaders of this emerging economy, we believe:
- That we must be the change we seek in the world.
- That all business ought to be conducted as if people and place mattered.
- That, through their products, practices, and profits, businesses should aspire to do no harm and benefit all.
- Our Board is committed to supporting the Founder and Employees of the business in upholding the BUSINESS CODE OF CONDUCT and the SUPPLIER CODE OF CONDUCT.
- Our Board is committed to us operating as a B Corp Certified company. Our Board of Directors have signed the B Corp Agreement and agree to support the business in upholding the principals of the B Corp Declaration of Interdependence.
A Board Resolution has been formally signed, committing to adopting the BUSINESS CODE OF CONDUCT, SUPPLIER CODE OF CONDUCT and the B Corp Agreement as part of our Company’s Constitution.
BONDI BORN EMPLOYEE REQUIREMENTS:
As per the Fair Work Act, all employees must:
- Serve the Company faithfully and diligently;
- Act in the Company's best interests;
- Refrain from acting or being seen to act in conflict with the Company's best interests;
- Comply with obligations under equal opportunity legislation and occupational health and safety legislation;
- Use best endeavours to protect and promote the Company's reputation;
- Follow all lawful and reasonable directions of the Company; and
- Perform all duties assigned in good faith and to the best of their knowledge and abilities.
- Enact the BONDI BORN Guiding Principles in all business activities
- Be ethical and responsible when dealing with company finances, products, partnerships and brand
- Treat all colleagues with respect. BONDI BORN does not tolerate any kind of discriminatory behaviour, harassment or victimisation. Employees should conform to relevant equal opportunity laws in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.
- Ensure suppliers understand their obligations and accountability and have signed the BONDI BORN SUPPLIER CODE OF CONDUCT.
- Raise any complaints to management for fair consideration
Diversity and complaints policy:
- Commit to promoting diversity in the workforce via its hiring policy and through considering suppliers who support minority groups
- Commit to provide equal opportunities for all employees
- To not tolerate any discriminatory behaviour, harassment or victimisation in our workplace
- Commit to dealing with all complaints in a fair and serious manner by management & ensuring employees are not unfairly treated as a result of any such complaint excluding any misconduct
- All full-time employees are eligible for 20 days of leave per year
- BONDI BORN commits to providing practical and flexible options for all employees who request to work part-time or work from home
- If the company chooses to offer discretionary supplementary benefits, all employees will be eligible for consideration regardless of part-time status
- BONDI BORN promises adherence to the Fair Work Act (2009) and to the ETI base code (see appendix)
- BONDI BORN will ensure that its employees are afforded the highest level of protection, whether that be under local law or the following principles.
- Employment is freely chosen
- Freedom of association and the right to collective bargaining are respected
- Working conditions are safe and hygienic
- Child labour is not used
- Living wages are paid
- Working hours are not excessive
- No discrimination is practiced
- Regular employment is provided
- No harsh or inhumane treatment is used
Employees will undertake annual reviews each year. These reviews will be based on a self-assessment which will then be reviewed together with their manager for managerial input. Each review provides the opportunity for goal setting and targets for future performance.
As part of the annual review, annual salaries will be reviewed and adjusted according to individual performance, business success, inflation and broader market conditions.
BONDI BORN is currently in the process of creating an option pool for key employees under an Employee Share Scheme. These shares will be available to be issued to employees and are subject to the CEO’s discretion.
Performance issues will be dealt with in a fair and reasonable manner, with managerial support to provide opportunities for improvement unless involving serious misconduct.
- The company has the right to terminate employment summarily without notice or payment in lieu of notice on the grounds of serious misconduct or as otherwise permitted by law.
- Provision of 12 weeks of paid parental leave for a primary caregiver
- Provision of 2 weeks of paid parental leave for a secondary caregiver
- Proactive best practice management with employees to manage their transition out of and back into work by providing clarity around entitlements and expectations
- Provide flexible options for parental leave such as spreading leave out at half pay
- Provide practical and flexible options for parents returning to work
- Provide proactive support for breastfeeding mothers
- Each employee will be eligible for one day of paid leave per year to attend charity work of their choice
Product design, quality & longevity
- Strive for the highest quality products that withstand the test of time from a fit, durability and design point of view
- Help educate women how to build their wardrobes with better quality, sustainably produced garments instead of fast fashion that compromises the environment and exploits humans
- Use local suppliers wherever possible and ensure expert craftsmanship
Ensure the core of BONDI BORN’s collections use designs that endure seasons, to help reduce global garment waste
- Commit to sourcing sustainably certified fabrics and materials from companies that operate with ethically
- Commit to sourcing premium quality fabrics and materials that promote product longevity
- Not to use harmful materials, dyes or chemicals that have any unacceptable risk to health or the environment during production, use or disposal.
- Commit to only ordering enough materials necessary to meet our foreseeable production needs
- Use digital cutting methods that optimise fabric usage and minimise wastage
- Re-use, repurpose or sell deadstock fabrics rather than dumping
Recycle or give away excess trims rather than dumping. We currently gift to a local repurposing organisation https://reversegarbage.org.au/
- Commit to consciously choosing packaging that is minimal, plastic free and recycled, recyclable or compostable. This includes all garment tags, garment packaging and courier satchels. We currently use no plastic in our packaging. We currently use compostable, cornflour-based bags for all uses.
- Commit to ensuring the BONDI BORN office and warehouse operates as sustainably as possible.
- Minimise use of paper and other consumables.
- Where paper is used for printing, defer to double-sided printed and full recycling.
- Maximise use of recyclable materials such as cardboard for storage solutions.
- Arrange for the reuse, recycling or correct disposal of all redundant supplies and equipment.
- Commit to zero water waste in our day-to-day office operations.
- Purchase energy efficient equipment & implement energy housekeeping.
- Commit to consciously sourcing suppliers who align with BONDI BORN policy, provide proactive certification and adhere to relevant environmental and social standards.
- Ensure all suppliers agree with and sign the BONDI BORN SUPPLIER CODE OF CONDUCT.
- Commit to operating a business that is built on local & efficient production runs.
- Commit to continuing to work with local suppliers where possible.
- Ensure at least 50% of supplier expenses are associated with local Sydney suppliers.
- Commit to hiring local employees where possible.
- Commit to positive representation of women in our imagery and on social media by including women of different races, body types and sexuality.
- We stand in solidarity and support against injustice, violence and systematic racism of the BIPOC community, whose experiences have been overlooked for too long.
- Commit to equally represent women of colour and in our brand imagery.
- Commit to a diverse hiring policy.
- Ensure that our internal policies and statements explicitly address this issue and reflect our anti-racism stance so that everyone in our business and our supply chains are held accountable.
We will use our voice to introduce new audiences to Australian indigenous culture and arts and educate them about their beauty and meaning.
We do not use nor do we intend to use any materials in the production of our goods that are animal products or bi-products.
- Since inception of our business, we made a committment that giving back is an elemental part of ethos.
- We continue to regularly donate money and product to local charitable causes and events to support our community. This includes local schools, Breast Cancer, Ocean Love, Bondi Surf Club, Bernado’s, Sight for All, Wires Animal Rescue & The Pajama Foundation – to name a few.
- From 2017 to July 2021 we donated $1 to i=Change with every purchase on our web sites. These donations went to a variety of female and environmental charities.
- In 2020 we decided to focus our primary giving to the environment. With every purchase from our websites we plant a tree through One Tree Planted to offset any carbon production produced in the shipping of those goods.
- In 2020 we also became a Business Member of 1% for the Planet which commits us to donating 1% of our annual revenue to environmentally-focused non-profit partners who work to advocate, conserve, steward, educate and activate to create a healthy, vibrant future for our planet. Within this structure our current charities include: One Tree Planted, The Great Barrier Reef Foundation, Seed Indigenous Youth Climate Network, Greening Australia and Seabin.
- We will continue to respond to emergencies that fall within our charity plan as they occur around the world.
- We will review our charity roster on an annual basis.
While we grow our business and take BONDI BORN to women around the world we will continue to strive to use our voice and our business as a force for good and we thank our Board, our staff, our suppliers and particularly, all our customers, in joining us on this journey.
Dale McCarthy | Founder
APPENDIX: ETHICAL TRADING INITIATIVE (ETI) BASE CODE
EMPLOYMENT IS FREELY CHOSEN
1.1 There is no forced, bonded or involuntary prison labour.
1.2 Workers are not required to lodge deposits or their identity papers with their employer and are free to leave their employer after reasonable notice.
FREEDOM OF ASSOCIATION AND THE RIGHT TO COLLECTIVE BARGAINING ARE RESPECTED
2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.
2.4 Where the right to 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 are safe and hygienic
3.1 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.
3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.
3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers
3.5 The company observing the code shall assign responsibility for health and safety to a senior management representative.
CHILD LABOR IS NOT USED
4.1 There shall be no new recruitment of child labour.
4.2 Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child.
4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions.
4.4 These policies and procedures shall conform to the provisions of the relevant ILO standards.
DEFINITIONS IN RELATION TO CHILD LABOUR
Child Labour: Any work by a child or young person, which does not comply with the provisions of the relevant ILO standards, and any work that is likely to interfere with that person’s education, or to be harmful to that person’s health or mental, spiritual, moral or social development.
Child (or Children): A person under the age of 15, or below the age at which school attendance is not compulsory under local law, whichever is older.
Young Person : A person under the age of 18 but not classified as a child.
LIVING WAGES ARE PAID
5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmarks, whichever is higher. In any event wages should be enough to meet basic needs and to provide some discretionary income.
5.2 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 particulars of their wages for the pay period concerned each time that they are paid.
5.3 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 expressed permission of the worker concerned. All disciplinary measures should be recorded.
Working hours are not excessive
6.1 Working hours must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers.
Sub-clauses 6.2 to 6.6 are based on international labour standards.
6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.
6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay.
6.4 The total hours worked in any seven-day period shall not exceed 60 hours, except where covered by clause 6.5 below.
6.5 Working hours may exceed 60 hours in any seven-day period only in exceptional circumstances where all of the following are met:
- this is allowed by national law;
- this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce;
- appropriate safeguards are taken to protect the workers’ health and safety; and
- the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.
6.6 Workers shall be provided with at least one day off in every seven-day period or, where allowed by national law, two days off in every 14-day period.
NO DISCRIMINATION IS PRACTISED
7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
Regular employment is provided
8.1 To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.
8.2 Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, subcontracting, 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.
No harsh or inhumane treatment is used
9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.
SAFETY AND WELFARE OF WORKERS
In addition to provisions outlined in Item 3 of the ETI Base Code, suppliers must also take all reasonable measures to develop, implement and communicate an Emergency Management Plan and a Workplace Safety Management System, as outlined below.
Emergency Management Plan
An Emergency Management Plan aims to ensure the safe, orderly and timely evacuation of workers in the event of an emergency. All workers must have easy and safe access to emergency exits and stairways, which should be clearly marked, unlocked and free of obstructions. Evacuation drills must be conducted on a regular basis, with trained supervisors designated to locations through the facility to ensure the safe, orderly and timely evacuation of workers. Fire extinguishers and/or fire hoses must be provided and must be inspected regularly to ensure they are in good working order. This plan must communicate that all workers have the right to remove themselves from imminent danger without first seeking permission.
WORKPLACE SAFETY MANAGEMENT SYSTEM
A Workplace Safety Management System aims to manage any residual risks in the work environment. It should include a Workplace Safety Policy, an Injury Management and Return-to-Work Policy, Job Safety Assessments, Safe Work Method Statements and a Safety Information Management System. Personal Protection Equipment (PPE) suitable for each task must be available for workers, at no cost to workers, including protective eye wear, protective footwear, hearing protection, gloves, masks, hard hats and insulated clothing. This system should be governed by a Workplace Safety Policy, which should be signed and managed by a senior management representative. This policy must be displayed on premises.