California Transparency Act
Our policy to support California’s efforts to protect human rights and enforce ethical labor practices under the California Transparency in Supply Chains Act of 2010.
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Forced Labor and Recruitment
Our requirements for responsible recruitment and fair treatment of our workers.
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Commitment to Responsible Recruitment
We signed the AAFA/FLA Apparel & Footwear Industry Commitment to Responsible Recruitment to proactively address potential forced labor risks for migrant workers in the global supply chain.
SQA 2020 Excellence Award in Social Responsibility
WIn 2020, Reformation Santa Monica, was awarded a Sustainability Quality Award (SQA) of Excellence for Social Responsibility. The SQA promotes the efforts of local businesses making significant achievements in the areas of sustainable economic development, social responsibility, and stewardship of the natural environment.
Sustainability is at the core of everything we do, which is why we require Reformation employees to participate in periodic training to ensure understanding of our sustainability goals and initiatives and guide all Refs to make more sustainable decisions within their roles. We cover Reformation’s sustainability practices from the fibers we use to the importance of reducing our greenhouse gas emissions and how we maintain social compliance throughout the supply chain. Additionally, Reformation Supply Chain, Sustainability, and Procurement teams receive training on recognizing and preventing forced labor, company workplace standards, bribery and corruption, responsible purchasing, forced labor, sexual harassment, effective worker-management communication channels, union engagement, collective bargaining, and remediation in accordance to California Transparency in Supply Chains Act. Additionally, the Sustainability team attends seminars and conferences.
We require all of our suppliers to complete periodic trainings as they relate to social compliance, forced labor, health & safety, and environmental responsibility within the garment industry. Training requirements are based on local laws and our code of conduct and examples include sexual harassment training, bloodborne pathogens, Lockout/Tagout training, and required employee documentation training.
COVID-19 Safety Guidelines
We value the health and safety of the people behind our products and want to ensure that proper measures are always put in place so that they feel safe at work. In response to the COVID-19 pandemic, we took the initiative to create and distribute COVID-19 Safety Guidelines, a Preparedness Checklist, and additional resources for all of our suppliers. Our guidelines are in adherence to both California and L.A. County regulations for our domestic vendors, and the Center for Disease Control (CDC) and World Health Organization (WHO) for international vendors.
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Giving workers a voice is integral to empowering employees so that they feel comfortable and confident to raise concerns without the fear of suffering any prejudice or retaliation of any kind. Workers should know that their feedback is important and that they are heard. Grievance mechanisms are procedures that provide a clear and transparent framework for addressing employee concerns in the workplace. Grievance mechanisms such as suggestion boxes, grievance hotlines, and worker surveys are reviewed during our audits to ensure that functional measures are in place in all of our partner facilities.
We administer Worker Sentiment Surveys during our annual audits via a smartphone app that allows us to reach hundreds of workers. These are anonymous surveys that provide us with insights needed to drive continuous improvements in each facility. The survey covers questions related to happiness at work, relationships with supervisors, trust in grievance mechanisms, working hours, and wages. Some of the most common findings we have seen are: workers do not feel comfortable talking to their direct supervisor if they have a suggestion or complaint; workers do not think their feedback will be treated seriously by the management team; workers do not understand how their wages are calculated. We address the results from these surveys through our Corrective Action Plan management system, where we provide recommendations for each issue reported. This allows us to track progress with facility management to ensure workers’ concerns are being addressed proactively. Currently, the survey is limited to our partners in China, Turkey, and India, but we plan to extend it to our US-based vendors in 2021.
Responsible Purchasing Practices
Reformation expects our suppliers to strive to meet our requirements and demonstrate a commitment to our core values of transparency, open and ongoing communication, accountability, and continuous improvement. We recognize that this requires a collaborative approach with our suppliers and are committed to continuously improving our responsible purchasing practices.
To better understand our purchasing practices, we have participated in surveys through the Better Buying initiative since 2019. The Better Buying initiative assesses seven categories of brand and retailer purchasing practices that affect overall working conditions. Participation in this program allows us to receive anonymous feedback and data-driven insights into our purchasing activities and provides recommendations on making improvements to provide safe and fair work environments for all workers.
Our recent feedback shows that we need to focus on improving the area of Planning and Forecasting. We continue to evaluate how we can continue setting up our suppliers for success in upholding our contractual terms and standards around safe, healthy, and fair working conditions. We incorporated feedback for agents and suppliers on the following topics: lead times, raw material sourcing, product design, product development timelines, sampling & testing, on-time delivery, order volume vs. production capacity, change authorizations, pricing, quality, and payment & terms. Team members from the departments involved in our company’s production planning and purchasing practices receive internal training at the start of employment to guarantee their understanding and overall compliance. These departments include senior management, compliance, sourcing, product development, production, and procurement.
Purchasing allocations are based on vendor compliance ratings. We require our supplies to participate in independent, third-party social assessments to ensure fair, safe, and healthy working conditions throughout our supply chain. To reduce audit fatigue, we accept recently completed assessments of workplace conditions instead of requiring our own if the assessments meet our criteria. Visit the following links to learn more about our Audit Protocols and Mutual Recognition Program.
Fair Labor Association Participating Company
In 2020, Reformation joined the Fair Labor Association (FLA) as a Participating Company. The FLA is a multi-stakeholder initiative committed to promoting fair labor standards around the world. We’re committed to expanding programs to support workers and protect their rights throughout our supply chain with the support and collaboration of the FLA and its members.
Living Wage Commitment and Goal
Living wages provide the means for workers to purchase goods and services like food, energy, education, housing, transportation, health care, and are key to ending generation cycles of poverty. We use the MIT Living Wage Calculator to set our living wage standards. In 2021, the US living wage increased approximately 20%, and our standard was updated accordingly, moving Reformation team members from 100% to 56% compliant with the current living wage standard.
We remain committed to living wage principles and believe all workers should be able to meet their basic needs and maintain self-sufficiency. So we will continue to pursue a living wage for all of our team and continue to make progress each year.
Transparency Pledge + Open Apparel Registry (OAR)
Transparency is key to accountability, which is why we disclose 100% of Tier 1 finished goods manufacturers and subcontractors within our supply chain. We have aligned with the Transparency Pledge and are participating in the Open Apparel Registry (OAR) to expand on the details that are made public so we can be more accountable for the working conditions in our partner factories.
The Coalition to End Forced Labour in the Uyghur Region
We’ve signed onto the Call to Action by The Coalition to End Forced Labour in the Uyghur region. The Coalition’s Call to Action is endorsed by over 300 civil society organizations and labour groups who want to end human rights abuses against Uyghur people.