Responsibility Brochure - Flipbook - Page 17
Sudbury Silk Mills9 culture is one of openness, integrity and accountability and we require our people to act fairly in their
dealings with colleagues, customers, suppliers, and business partners.
We have a code of conduct that applies to everyone internally and our external business partners, which aims to ensure that we
maintain consistently high ethical standards, while recognising that our business operates in markets and countries with cultural
differences and practices.
Anti-Bribery and Corruption
Sudbury Silk Mills has a zero-tolerance policy towards bribery and corruption that extends to all business dealings and
transactions in which we are involved. This includes a prohibition on making political donations, offering, or receiving
inappropriate gifts or making undue payments to influence the outcome of business dealings.
Labour Conditions
Sudbury Silk Mills observes the ILO declaration on fundamental principles and rights at work which upholds basic values in four
areas:
1.
Forced labour
We will not tolerate forced labour, bonded labour or labour which involves physical or mental abuse, including actual or
threatened physical punishment, verbal or sexual harassment, or domination or restraining of workers by force, authority or
threats. Workers must not be required to lodge 8deposits or their identity papers with their employer, and they must be free to
leave their employer after reasonable notice.
2.
Child labour
Exploitation of child labour is unacceptable under any circumstances. No person under the minimum legal working age
applicable to their country may be employed by Sudbury Silk Mills.
3.
Freedom of association and the right to collective bargaining
Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
Sudbury Silk Mills adopts a non-discriminatory attitude towards the activities of trade unions and their organisational activities.
Workers9 representatives must not be discriminated against and must have access to carry out their representative functions in
the workplace. Where the right to freedom of association and collective bargaining is restricted under law, the supplier will
facilitate and not hinder the development of parallel means for independent and free association and bargaining.
4.
Discrimination
Sudbury Silk Mills does not discriminate in hiring, compensating, access to training, promotion, termination, or retirement based
on race, caste, national origin, colour, religion, age, disability, gender, sexual orientation, union membership or political
affiliation.
Accountability
We believe that everyone in our organisation is responsible for having due regard for human rights. In particular:
The board has overall responsibility for ensuring that human rights considerations are integral in the way in which existing
operations and new opportunities are developed and managed.
Managers and supervisors must provide visible leadership that promotes human rights as an equal priority to other business
issues. They also have a responsibility for identifying abuses that occur.
All our people are responsible for ensuring that their own actions do not impair the human rights of others. They are also
encouraged to bring forward, in confidence, any concerns that they may have about human rights abuses through our whistle
blowing procedure.
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