- Jaeger-LeCoultre - Employee transport
- IWC Schaffhausen – Employees and the environment
- IWC Schaffhausen - Systematic environmental protection
- Richemont Japan – Project 15 Energy saving plan
- Manufacture Horlogère ValFleurier – Environmental commitment
- Donzé Baume – Green electricity supply
- Cartier - Boutique lighting
- Lancel - Boutique concept
- Officine Panerai - Green building in Canton Neuchâtel
- Cartier – Environmental buildings (Manufacture Couvet)
- Richemont Dubai – Green building certification
- A. Lange & Söhne - CO2 neutral building
- Richemont Italy - Low environmental impact headquarters
- Jaeger-LeCoultre – Sustainable building technologies
- Richemont Korea – LEED certificate
- Montblanc - FSC certified
- Piaget - Innovative recycling 2014
- Cartier - Textiles
- Chloé - Packaging
- IWC Schaffhausen - Environmental friendly recycling
- Cartier - Printed and packaging material, greening the Cartier red gift boxes
- Piaget – Gold sourcing
- Cartier – Gold sourcing
- Cartier - Sustainable Luxury Working Group
- Chloé - Animal welfare principles
- Cartier - Fragrances
- Jaeger-LeCoultre – UNESCO partnership
- IWC Schaffhausen – Charles Darwin Foundation partnership
- Cartier - Support of Pro Natura International
- Vacheron Constantin Institute
- Montblanc - Customer Service
- Piaget - CSR training
- Richemont Retail Academy
- Richemont - Digital training and development
- IWC Schaffhausen - Employee engagement training and development
- Chloé ‘Connaissance du vêtement’ training
- ‘Chloé Moments’ training
- The Montblanc Academy - Retail staff training
- Montblanc - Arts and culture activities
- A. Lange & Söhne - In-house watchmaking school
- Watchmakers of Switzerland Training and Education Programme (‘WOSTEP’)
- Purdey – New factory
- Van Cleef & Arpels - 360° programme
- Manufacture Horlogère ValFleurier – OHSAS 18001 certification
- Richemont Employee Benefits - ‘Think global, act local’
- Montblanc - Health, Safety and Environment day
- Richemont China – CSR Committee
- Cartier - CSR personal objectives for Executive Committee members
- Van Cleef & Arpels - Employees Engagement Barometer
- Piaget - CSR Newsletter
- Richemont North America - Business Improvement Committees
- IWC Schaffhausen - Charitable work
- Richemont Hong Kong-Macau – CSR communication and education
- Richemont South Africa – Employee development
- Richemont North America - Workplace training
- Cartier - Preservation of skills and fostering new talent
- The Creative Academy - Developing design talent
- Campus Genevois de Haute Horlogerie
- Richemont and its Maisons – Geneva Marathon for UNICEF
- Chloé - Race against breast cancer
- Officine Panerai – Charity programmes
- Cartier Charitable Foundation
- A. Lange & Söhne - Supporting the local community
- Alfred Dunhill - World Community Project 2014
- Richemont North America - Employee volunteer day
- Roger Dubuis – Blood donation
- Montblanc and the John Lennon Educational Tour Bus
- Fondation de la Haute Horlogerie
- Piaget Awards - New partnership with HEAD-Genève
- Vacheron Constantin and ECAL - A partnership for watchmaking arts and crafts’ perpetuation
- Vacheron Constantin – Sponsor of ‘Journées Européennes d’Art 2014’
- Tribute to the Mont Blanc
- Richemont Japan – Fundraising for Tohoku Recovery
- Richemont China – Involvement with NGOs
- IWC Schaffhausen – Succession Antoine de Saint-Exupéry - d’Agay partnership
- Purdey – Conservation awards
- Montblanc - Signature for Good
- IWC Schaffhausen – Climate Group
- Shanghai Tang – Hong Kong Cancer Fund
- Piaget - Altiplano-Artères
- Baume & Mercier – Charity programmes in Japan
- Richemont Dubai – 2014 ‘Philippines Aid Fund`
- Cartier - Customer service
- Cartier - Customer service barometer
- Peter Millar - Vendor compliance manual
- Alfred Dunhill - Product training kits
- IWC Schaffhausen – CSR Boutique package
- Richemont and EPFL – Creation of a new academic chair
- Responsible Jewellery Council (‘RJC’) Certifications
- Cartier - Supplier audit programme
- Lancel - Social audit programme
- Peter Millar - Fair Labor Certificate
|Jaeger-LeCoultre - Employee transporttop|
Jaeger-LeCoultre has actively supported carpool schemes for many years. Since 2007, the manufacture has covered the operating cost of a bus service for employees between home and the manufacture. Currently, three bus lines have been financed by the manufacture, which is always looking for new solutions to promote green mobility. Studies have indicated that together the carpooling and the bus service keep 500 cars off the road, each of which would cover an average daily distance of around 50 kilometres, 220 days per year. The total number of kilometres reduced amounts to some 5.5 million per year.
|IWC Schaffhausen – Employees and the environmenttop|
IWC Schaffhausen runs a scheme that fosters environmental awareness among its employees and rewards those who make individual efforts to reduce their own CO2 footprint. The company offers financial incentives to use public transport and to buy environmental friendly cars. Additionally the programme encourages employees to take carbon reduction measures when travelling during work. IWC Schaffhausen employees use public transport for business meetings within Switzerland, wherever possible.
|IWC Schaffhausen - Systematic environmental protectiontop|
IWC Schaffhausen documents and reduces its CO2 emissions not only at infrastructure level but also the entire way across to the value-added chain. The company adopts measures that are designed to reduce CO2 emissions generated by suppliers, production sites, business trips and events.
IWC Schaffhausen liaises closely with the relevant departments and authorities to develop and implement initiatives, such as the installation of photovoltaic cells on IWC Schaffhausen’s rooftops, the use of energy-saving lighting in boutiques and shops-in-shop or the use of an electric car when travelling from one manufacture side to another.
|Richemont Japan – Project 15 Energy saving plantop|
In 2011, Richemont Japan faced serious power shortages due to nuclear shutdowns after the March tsunami. To prevent a blackout, the Japanese government passed energy-restriction policies targeting a 15 % reduction of energy use compared to 2010 summer peak. In order to deal with this governmental request, Richemont Japan implemented a ‘Project 15’ team, combining employees from various Maisons and functions. Thanks to their commitment, the result for 2011 far exceeded its original target of 15 %: the company reached 26 % electricity saving compared to July and August 2010.
The following year, Richemont Japan continued to follow its internal saving guidelines to reduce CO2 emissions and become a more sustainable society. This strong commitment led to a 20 % reduction of electricity consumption (July-September 2010 vs 2012). The key success factors for the second year were consistent communication, confidence by experience, regularised practice and better understanding of the stakes.
Richemont Japan puts a lot of effort in this project which is fully integrated in employees’ daily life.
|Manufacture Horlogère ValFleurier – Environmental commitmenttop|
Manufacture Horlogère ValFleurier (‘ValFleurier’) considers environmental commitment as crucial to ensure its sustainable development and acts accordingly for building construction and operations.
ValFleurier is a 15 000 m2 industrial site, producing watch movements and components of movements. Its buildings were built according to a no fossil energy concept: ‘CO2 free’. Primary energy sources are the neighbouring river ‘Le Buttes’ and the surrounding underground waters. Water goes through reverse cycle heat pumps in order to either cool or heat buildings and production equipment.
As part of the company’s willingness to continually improve, ValFleurier is also focusing on environment footprint in the course of its production processes. For instance, in 2014, ValFleurier realised on its biggest production integrated line (milling, decoration, stone-setting) a full Energy Consumption Mapping. It has made it possible to identify energy wastes to eliminate and optimise levers. Moreover, compressed air consumption on all NC machines was reduced. In order to go further in these improvements, ValFleurier signed a partnership with Group E to optimise energy consumption, under the supervision of the Canton de Neuchâtel.
In addition to its intent to decrease the quantity of energy consumed, ValFleurier is also willing to contribute to sustainable energy and is purchasing green energy. A ‘green current certificate’ was issued by Group E to ValFleurier.
The concrete results of ValFleurier environmental commitment played an important role in its successful RJC certification at the beginning of 2014.
|Donzé Baume – Green electricity supplytop|
Donzé Baume has built in 2012 in Les Breuleux, Switzerland, a 7 500 m2 manufacture using Minergie standards, which combine ideal working conditions with low energy consumption. Principal features of this building are:
Donzé Baume purchases green electricity for his two sites in Les Breuleux. The power is generated by hydroelectric power plants.
|Cartier - Boutique lightingtop|
Jewellery and watches require high-quality, powerful and concentrated display lighting. Recognising the environmental and economic impact of boutique lighting, Cartier has redesigned its lighting concept. Looking for responsible solutions, collaboration and research with suppliers began in 2002. Cartier’s partners developed LED technology which consumes less than half of the energy due to lower heat release, without diminishing quality.
With LED, the energy saving is therefore significant and complies with the latest building construction standards. Modern LED lights allow Cartier to halve a boutique’s energy consumption while maintaining an excellent standard of lighting throughout. In addition, Boutiques stay cooler. Significant heat emissions from halogen and iodine lamps are more taxing in terms of air-conditioning requirements. Where LED lamps are used, only one-quarter of the amount of hot air is produced, which valuably reduces the impact on air conditioning.
With 50 000 hours life (approximately 10 years) for LED sources, maintenance is minimal and the LEDs provide a very good colour rendering. Indeed, LED bulbs also offer reliable colour temperature and an excellent colour rendering index.
Cartier was one of the first to choose LEDs for lighting watches and jewellery. The new lights were first deployed in 2009 in display cases and from 2010 for wall lighting. LEDs now equip all new Cartier boutiques and are being rolled out to all distributors worldwide. These measures, coupled with advocacy work of employees hired since 2007, showcase not only the Maison’s expertise, but also its environmental commitment.
|Lancel - Boutique concepttop|
Lancel’s current boutique concept features eco-friendly lighting, integrating the principles of energy saving and sustainable development. The lighting is provided exclusively through LED and iodides lamps which are significantly more energy-efficient and improve the ‘index of returned colours’, which is important for emphasising the products’ distinctive qualities.
Compared to the previous boutique design, boutique power consumption has been halved and, as the lifespan of LED lamps is 10 years, replacement requirements have been significantly reduced.
|Officine Panerai - Green building in Canton Neuchâteltop|
Ten years on from the inauguration of its Neuchâtel manufacture, Officine Panerai inaugurated the new plant where all activities linked to development, production and assembly of the movements and the watches were transferred. This project represents the most ambitious one in terms of eco-sustainability and eco-compatibility.
The new manufacture fulfils CSR requirements for many reasons, such as:
The goal for this new manufacture is to improve in term of CO2 emissions until become a ‘zero carbon emission’ building.
|Cartier – Environmental buildings (Manufacture Couvet)top|
The Manufacture Couvet, located in the district of Val-de-Travers in the canton of Neuchâtel in Switzerland, illustrates Cartier’s active approach towards environmentally friendly buildings. Features are broad and include, but are not limited to, the following:
|Richemont Dubai – Green building certificationtop|
In line with the Dubai Strategic Plan 2015 and the October 2007 directive set by Dubai’s authorities, the main Richemont Dubai offices are covered by the green building certification process.
Receiving the certificate is dependent on a set of economic, environmental, social and cultural standards.
The economic standards, with regards to the construction of sustainable buildings, highlight the requirement for contractors to implement the standards and specifications set by Dubai Municipality and Dubai Electricity and Water Authority (Dewa) and to follow also the international green building standards (LEED Neighbourhood Developments). Moreover, the environmental standards require contractors to use construction materials that reduce negative effects on the environment and to efficiently consume natural resources.
|A. Lange & Söhne - CO2 neutral buildingtop|
A. Lange & Söhne’s new manufactory, due for completion by the end of 2014, will be supplied with environmentally friendly geothermal energy. 57 geothermal tubes in a depth of 125 metres will be set up during new building’s construction. In summertime, the system will lead away heat from the air conditioner to the underground, where it will be stored in the rocks. In wintertime, the stored heat will be used to heat the building. The heating pumps will then run on green energy. With the biggest geothermal plant in Saxony, A. Lange & Söhne could save up to 50 % of energy costs, compared to conventional heating systems. The use of geothermal and green energy will enable the company to have an energy supply of the building which is free of CO2.
|Richemont Italy - Low environmental impact headquarterstop|
Richemont Italy consolidated seven separate buildings, which were being used as the Italian headquarters for our Maisons, into one building in Milan, where nine Maisons as well as Shared Services are now based.
The new 6 400 m2 location is a ‘Class A’ building which has received a High Environmental Quality (‘HEQ’) certification. The low environmental impact offices, which feature an interior design concept created by the architect Riccardo Salvi, are the new headquarters for 300 employees.
|Jaeger-LeCoultre – Sustainable building technologiestop|
True to the heritage bequeathed by the founder of the Manufacture Jaeger-LeCoultre, Antoine LeCoultre, conscious of the necessity of ensuring healthy growth for the manufacture, the Maison remains particularly concerned and involved in its integration within its natural environment.
In 2009, Jaeger-LeCoultre completed an extension at its manufacturing site. The 9 000 m2 building, in addition to the existing 16 000 m2, was built to meet the demands imposed by the Maison’s continuous growth.
Jaeger-LeCoultre has demonstrated its concrete commitment to sustainable development by earning two labels attesting the eco-friendly quality of its new architectural achievement: on the one hand, the Minergie certificate granted to buildings ensuring a high level of comfort with low energy consumption, and on the other hand, the hydrolocale label which guarantees a supply of electricity produced by a renewable hydraulic energy, locally produced with water from the Lac de Joux.
In terms of energy consumption, the Manufacture is equipped with solar panels which produce part of the energy required for hot water, as well as with a free cooling system. This is an economical way of using low external air temperatures of the Vallée de Joux to help chill water, which then can be used for industrial process or air conditioning systems.
|Richemont Korea – LEED certificatetop|
In November 2011, the State Tower of Namsan, where Richemont Korea’s offices are located, was awarded LEED Gold certification.
The Leadership in Energy & Environmental Design (‘LEED’) is a green building certification programme that recognises best-in-class building strategies and practices. To receive LEED certification, building projects satisfy prerequisites and earn points to achieve different levels of certification.
|Montblanc - FSC certifiedtop|
In 2013, Montblanc successfully acquired the FSC certification. All paper bags sourced by Montblanc are already FSC-certified, even its export cartons utilised to ship to distribution partners. In addition, since more than one year, Montblanc is using a FSC-certified coverage material for most of its covered boxes. Indeed, it changed supplier for the covering material and implemented a new supply chain for related suppliers. Furthermore, most of its service guides, folding boxes, refills packaging, paper refills and brochures are based on FSC material.
Montblanc wooden boxes are respecting the Lacey Act regulations and therefore are made of non-tropical wood. The Maison offers a second usage choice by proposing removable trays to its customers for most of the wooden boxes.
|Piaget - Innovative recycling 2014top|
Following the success of previous recycling efforts, Piaget implemented a plan to ecologically destroy 12.5 tonnes of obsolete advertising and communication material. Some 90 % of waste (11.5 tonnes) was rehabilitated instead of being incinerated, thus reducing atmospheric and CO2 emissions. Moreover, thanks to the project, the cost of treatment was divided by three in comparison to the cost of incineration.
|Cartier - Textilestop|
As part of Cartier’s commitment to environmental stewardship, the Maison extended its analysis of the resources and materials used to textile materials. Such an extension is in keeping with Cartier’s approach to social responsibility. Since 2011, the after-sales red pouches used for jewellery, time-pieces and accessories are made of a material that is certified in accordance with the OEKO-TEX® Standard 100.
The Oeko tests for harmful substances covers:
Taken in their entirety, the requirements go far beyond existing national legislation. This means less pollution during the production process (no use of harmful substances) and traceability. From 2013, all boutique staff uniforms are manufactured using OEKO-TEX® Standard 100 compliant material.
Finally, OEKO-TEX® Standard 100 compliant material are used as often as possible regarding point-of-sale advertising and other sales supports. Moreover, work is being conducted to increase the traceability of all textiles used.
|Chloé - Packagingtop|
Following its review of packaging materials and suppliers, Chloé is working with a supplier that uses paper from sustainable and Forest Stewardship Council (‘FSC’)-certified sources: over 80 % of Chloé’s printed material is manufactured from FSC-certified materials.
Chloé’s ‘foldable’ gift boxes have also been a success. These boxes use less packaging material than rigid boxes and also have a lower volume during transportation, thereby reducing transport-related impacts. They are also popular with boutiques as they are easier to store.
Finally, garment bags for ready-to-wear are made from biodegradable materials.
|IWC Schaffhausen - Environmental friendly recyclingtop|
IWC Schaffhausen strives to keep its operations as sustainable and environment-friendly as possible. The consumption of water, gas, electricity and other operating materials (for heating, lighting, ventilation, and air-conditioning) is kept as low as possible, as are pollution, emissions and waste. Nevertheless, the environmental impact of waste and in particular plastic waste remains a global problem. To limit the impact of plastic waste, IWC Schaffhausen has implemented a new plastic recycling system. This concept allows ecological recycling of plastic into fuel, using the most energy efficient technology available. This new recycling concept extends the life cycle of plastic in a useful way and results at the same time in quality oil.
|Cartier - Printed and packaging material, greening the Cartier red gift boxestop|
To ensure consistency and quality, Cartier manages the printing of its product catalogues and similar materials centrally. Printing is carried out in France, Switzerland and Italy. To reduce the environmental impact of logistics and to avoid unnecessary transhipments, as a general rule the printed material is shipped directly from the printer to each market, either by road or by sea, depending on the destination. Furthermore, carton packing is optimised to avoid empty space and is reused when possible.
For packaging activities, Cartier engaged a specialist firm to carry out complete life cycle analyses for two of its iconic packaging products: the Cartier red bag and the Cartier red gift boxes. Both items were selected as they are emblematic of the brand and transcend a single product. The life cycle analysis encompassed an extensive information-gathering exercise in areas such as raw materials usage, production processes and transportation.
For several years now, 100 % of Cartier’s paper product is made with paper from well-managed forests and FSC or PEFC certified (shopping bags, boxes, perfume packaging, catalogues, books, etc.).
For packaging, such as shopping bags and boxes, Cartier goes further by using certified materials that contents PCW recycled fibres. Since 2009, the paper used to cover the red boxes contains 30 % to 50 % of PCW recycled fibres. This initiative has been rolled out to boxes for watchmaking, jewellery and eyewear.
|Piaget – Gold sourcingtop|
Piaget is involved in the ‘gold traceability’ project launched by Richemont two years ago. This project aims to visit and audit all suppliers upstream and to encourage them to join the Responsible Jewellery Council.
The Responsible Jewellery Council Code of practices certification is now recognised by the ISEAL and considered by Solidaridad as the best standard system available for Piaget’s industry. More than 90 % in value of the Piaget gold components are now delivered by RJC certified suppliers. The virtuous circle is moving on and each new supplier is encouraged to join the RJC. The next step will be to be able to guarantee the gold component itself. The ‘gold traceability project’ will then be completed.
|Cartier – Gold sourcingtop|
Cartier’s sourcing decisions have an effect that ripples beyond its corporate walls. From whom the Maison buys its gold, and the criteria it uses to ensure its standards are met has a lasting influence on the gold supply chain. Cartier takes its catalytic role seriously and is careful to initiate change that is ecologically, socially and economically sustainable.
As a responsible business, we seek first to understand the challenges faced by our industry, and how best our business partners and Cartier together can act to address these. Over the last decade one of our goals has been to deepen our knowledge and find solutions to the social and environmental issues associated with gold production, both with large industrial extraction and with small-scale mining. Raising industry standards of operating practice is one effective lever to reduce to a minimum the negative effects of mining and to maximise the opportunity for positive community development.
Cartier was a founding member of the Responsible Jewellery Council (‘RJC’) – the industry benchmark for corporate best practice standards – and the first retailer to achieve certification against its leading Code of Practices. The Maison’s stand for international best practices has been followed by our gold suppliers, who are recognised by the RJC and the London Bullion Market Association’s (‘LBMA’) Responsible Gold Guidance.
At the same time as raising the bar on corporate sustainability performance, we proactively look for and engage with new partners in our supply chain whose approach to gold production will inspire others in the industry. In 2009 Cartier broke the ‘business-as-usual’ mould by reaching beyond the 1st tier in its supply chain and connected with the Eurocantera mine in Honduras.
Eurocantera’s economically integrated and environmentally benign business model is unique. The operator recovers alluvial gold from the banks of the Guayape River with an innovative method that is cyanide-free, waste-neutral, and will leave more trees on exit than were there when it arrived. The mine benefits the community not only because it protects its neighbours’ natural surroundings, but also through including small-scale mining co-operatives as business partners on the concession, as well as providing free health services to all.
Recognising the importance of artisanal and small-scale mining (‘ASM’) for local economies – it employs over 20 million people worldwide – and how many ASM groups are left outside mainstream supply chains and fail to benefit from legitimate export markets, Cartier is proud to have joined the Swiss Better Gold Association (‘SBGA’). The SBGA was founded with the support of the Swiss State Secretariat for Economic Affairs to create a forum for business, donors and NGOs to collectively scale efforts to improve standards at mines and facilitate a flow of ethical gold to the Swiss jewellery and watch industry. Cartier’s membership aims to support the SBGA in stimulating the much-needed supply of certified ASM mines and making payments to local mining communities in Peru.
One such operation participating in the SBGA is the Peruvian producer-owned Sociedad de Trabajadores Mineros S.A. (‘SOTRAMI’). The arrangement between the SBGA, SOTRAMI, Cartier and one of its refiners, agreed in September 2013 supports a remarkable organisation that has grown from a loose assembly of small diggers in 1989, to what it is today: a FairTrade and Fairmined certified operation and small commercial enterprise that is a leader in responsible mining in Peru.
SOTRAMI is distinguished by its rigorous approach to ethical gold mining that respects the rights of employees, safe working conditions, democratic decision-making, and the social development of the community. This arrangement with SOTRAMI, through the SBGA, has opened the door for the small producer to forge new international links and opportunities, and to communicate the message of responsible small-scale production.
At Cartier we have learned that the best way to instigate change that endures and inspires adoption by others in the industry is to work with our long-standing suppliers to improve practices, and also to enter into new partnerships that are built on a clear alignment with our core values of responsibility and quality. We will continue with these efforts to support and improve the way gold is sourced, produced and refined.
|Cartier - Sustainable Luxury Working Group top|
Cartier has been working on the development of a deeper and more comprehensive understanding of the global production, processing and trade in leather and exotic skins. This is in order to develop, promote and implement sustainable management and supply practices in this area.
In 2009 Cartier joined The Sustainable Luxury Working Group (‘SLWG’). The SLWG is comprised of companies in the luxury industry committed to advancing good social, environmental and animal welfare practices in their business operations, including sustainable sourcing practices. The working group has been convened by BSR (Business for Social Responsibility), facilitator for the SLWG.
The group is committed to discussing common environmental, social, and governance challenges facing the luxury sector, to promote transparency, knowledge sharing, and collaboration across common global supply chains. The SLWG approach is based on:
The SLWG’s Animal Sourcing Principles set out expectations and aspirations and have been being rolled out across Cartier’s leather supply chain over the past years.
|Chloé - Animal welfare principlestop|
Chloé seeks to exceed the expectations of its customers by offering not only the most fashionable and elegant collections, but also ensuring that they respect the environment. Chloé is sensitive to the nature and quality of its materials, leather and exotic skins and takes the most up to date measures to ensure that ethical values are maintained.
Chloé is a member of the Sustainable Luxury Working Group (‘SLWG’), which promotes sustainable sourcing best practices in global supply chains. The SLWG developed a set of Animal Sourcing Principles for sourcing of fur, leather and exotic skins. By adopting the SLWG’s Animal Sourcing Principles, Chloé is committed to ethical practices in the catching, maintaining, breeding, raising, transportation, handling and slaughter of animals. Chloé works with suppliers that commit to respect those principles.
|Cartier - Fragrancestop|
Cartier’s social responsibility policies go beyond jewellery and watches. They extend to its perfume business. Cartier perfumes and their scented derivatives are not tested on animals, neither in Europe nor outside Europe, and are in strict accordance with applicable European regulations. Cartier has defined and applied a list prohibiting or restricting the use of so-called ‘sensitive’ ingredients.
All Cartier perfumes exclude material of animal origin, such as civet or castoreum, although they are not currently prohibited by the regulations. In ‘line extensions’ - body lotion, shower gel, and so on - only neutral derivatives from the animal world, like honey, are present in Cartier’s formulations. Cartier also works closely with its partners and suppliers regarding botanical materials, recognising the importance of biodiversity.
|Jaeger-LeCoultre – UNESCO partnershiptop|
When Jaeger-LeCoultre launched its collection of diver’s watches, the Maison discovered magnificent and pristine underwater environments. The brand soon became aware of the urgent need to preserve these fragile environments and their biodiversity. In this regard, since 2008, Jaeger-LeCoultre has partnered with the UNESCO World Heritage Centre to support the preservation of outstanding threatened marine sites and to raise international awareness on this environmental cause.
Through the World Heritage Marine Programme, Jaeger-LeCoultre is contributing to the protection of the 46 marine sites internationally recognised for their conservation status, thanks to their inscription on the UNESCO World Heritage List.
In 2013 Jaeger-LeCoultre made a donation to the Brazilian Atlantic Islands: Fernando de Noronha and Atol das Rocas Reserves. This donation has been dedicated to the purchase of a fully equipped rubber dinghy to enable the implementation of a regular monitoring programme. It aimed at evaluating the state of conservation of its exceptionally rich marine life and at countering illegal fishing activities by facilitating swift interception of non-authorised boats.
|IWC Schaffhausen – Charles Darwin Foundation partnershiptop|
The Charles Darwin Foundation is the oldest organisation of its kind in the Galapagos Islands, and has worked tirelessly since 1959 to protect this UNESCO World Heritage Site. As official scientific and technical advisor to the Government of Ecuador, it is strategically positioned to ensure that its work directly affects the decision-making of the relevant authorities. The Research Station’s 100 local and international staff conducts independent research and restoration programmes, and works on finding solutions to the most pressing threats to the islands’ unique biodiversity.
IWC Schaffhausen has supported the Charles Darwin Foundation and thus has been one of the major patrons and guardians of the Galapagos Islands since 2009. To further consolidate its strong commitment to preserving the environment, IWC Schaffhausen launches special editions of its Aquatimer watches that refer specifically to the Charles Darwin Foundation. These watches act not only as ambassadors for good causes: a portion of the proceeds from their sale also makes a welcome financial contribution to the activities of the foundation.
|Cartier - Support of Pro Natura Internationaltop|
For several years, Cartier has supported Pro-Natura International (‘PNI’) in a community-driven, sustainable development project in the north of Brazil, Amapá State. The project has the potential to benefit those people in particular who make a living from gold washing. The objective is to improve living conditions and create alternative and sustainable sources of revenue for the people who dwell on the edge of the tropical forest reserve, Tumucumaque Mountains National Park near the border with French Guiana, where the social, economic and ecological consequences of gold mining are significant. This area has major environmental and human development issues, linked mainly to gold mining and the expansion of industrial wood plantations, such as eucalyptus plantations.
The main aim of PNI is to provide the local communities with alternatives to gold washing and raise their awareness about the problems of pollution and the build-up of mercury in the food chain. PNI’s programme has three main strands, namely: health education and environmental protection; developing and marketing traditional craft trades, and eco-tourism; diversifying the farming offer and conserving biodiversity through agricultural and agroforestry activities.
Since the start of the project in 2006, PNI has set up the Brazilian association Natureza da Amazônia and is currently exploring ways to add a cross-border dimension to the project by extending it along the Oyapock River between French Guiana and the state of Amapá.
|Vacheron Constantin Institutetop|
‘L’Institut Vacheron Constantin’ opened its doors on 17 September 2013, paying tribute to a young and talented watchmaker, Jean-Marc Vacheron, who founded his Maison on 17 September 1755. The creation of the Institute on this anniversary date reinforces the company's commitment to its core values. For 259 years, Vacheron Constantin has been creating an uninterrupted chain for the transmission of watchmaking knowledge and know-how to generations of craftsmen and talented people.
‘L’Institut Vacheron Constantin’ is active, among others, in:
Vacheron Constantin hereby emphasises its commitment to Corporate Social Responsibility, considering it as a central point and giving the priority to the development of Human Capital and Crafts.
Separately, the Maison collaborates with the University of Geneva, founded in 1559. For example, the prestigious Vacheron Constantin Prize has been awarded each year since 1948 for the doctoral work of a student in the Faculty of Science. The prize is to encourage young students to continue their studies and carry out scientific research. It is awarded on a rotating basis to the writer of a particularly commendable work on astronomy, the physical sciences or mathematics.
|Montblanc - Customer Servicetop|
CSR related issues have been incorporated in Montblanc’s standard training material that is available in the online Academy Campus for every trainer worldwide. All retail teams are trained on that matter; it is part of the general induction training for all new retail staff and it enforces each trainee on the different product categories. The Academy also provides development training for boutique managers and high potential employees.
|Piaget - CSR trainingtop|
Piaget pays a specific attention to CSR approach and has developed various tools in order to train its staff worldwide: induction and retail trainings; a dedicated CSR part on the Piaget website; a CSR e-learning module; CSR chapters in the masterline; a CSR section in the Staff guide; CSR presentations during in-house world-wide events.
|Richemont Retail Academytop|
The Richemont Retail Academy opened its doors on 11 November 2011 in Shanghai. A one-of-a kind recruitment-selection and sales development centre, the Retail Academy was created to source, select and train the next generation of sales employees for our Maisons' boutiques in China, including so-called second and third tier cities.
Students follow an intensive, eight-week programme, following a curriculum created specifically for the Academy. Held entirely in Chinese, the course blends classroom training with 'on the job' work in boutiques. The course covers etiquette and the importance of service as well as a technical knowledge of watches and jewellery. In 2012, the global course programme was fine-tuned to provide more fashion-specific knowledge for those trainees dedicated to join Richemont’s Fashion and Accessories business.
Since its inception, more than 430 sales associates and boutique managers have completed the programme and are successful sales associates in our Maisons’ boutiques across China.
The programme runs four to five times per year to fulfil the needs of our Maisons for new boutique sales professionals.
|Richemont - Digital training and developmenttop|
With four programme types currently operating and catering to various audiences, each programme is either tailor-made or adapted to suit the specificities of the industry and the Group. Since the initiatives began two years ago, the Institute has welcomed managers and staff from across multiple functions, countries and Maisons.
For example, some 30 e-Business and Digital Managers are trained in the ABCD programme each year. The Advanced Business Certification in Digital (‘ABCD’) is a year-long course designed specifically for the Maisons’ e-Business and Digital Managers. The course is delivered in association with The Institute of Direct and Digital Marketing who provide professional accreditation and industry certification at the end of the programme.
|IWC Schaffhausen - Employee engagement training and developmenttop|
IWC Schaffhausen runs a successful programme to engage and support its employees. The following are examples:
Employee Welfare: IWC Schaffhausen recognises the importance of enabling employees to balance work needs and life outside work. Therefore, IWC Schaffhausen implemented a programme to support paternity leaves and the re-entry into working life for mothers. The programme encourages parents with young children to combine childcare with their working life by offering them different kinds of support.
Health and Safety: It is of high interest for IWC Schaffhausen to support the well-being of its people as well as to encourage their health. To this end, IWC Schaffhausen uses various approaches to promote fitness and good health of its people. For example, IWC Schaffhausen encourages sporting activity through its own IWC Schaffhausen sports club and contributes to the cost of gym membership.
Training and Development: IWC Schaffhausen employs various methods to enhance the development of its people: on-the-job support from managers or specialists in the team, shadowing in related departments or in one of its international subsidiaries, participation in team projects as well as in-house or external training with experts in their fields. Additionally, IWC Schaffhausen encourages employees from all departments and levels to learn from one another. Typical programmes focus on IWC Schaffhausen’s history and craftsmanship or on general work- and life-related issues.
|Chloé - ‘Connaissance du vêtement’ trainingtop|
In partnership with l’Ecole de la Chambre Syndicale de la Couture Parisienne – Paris couture dedicated school, Chloé developed a bespoke training programme to foster fashion knowledge amongst its employees. This one day programme is open to all Chloé permanent employees in Paris. The morning’s conference covers history of fashion, of the main Parisian Fashion Maisons, fabrics history and evolution of couture technics. The afternoon is dedicated to a practical workshop: preparing a dress on a model, guided by a pattern maker.
Between 40 and 110 employees per year have participated to the two annual sessions organised and gave very positive feedback. This programme will continue to welcome Chloé’s new employees twice a year.
|‘Chloé Moments’ trainingtop|
To provide the customer with the best experience, Chloé has created a specific training program for sales teams: this personalised clients approach is named ‘Chloé Moments’. This is a holistic approach, keeping away from the usual selling ceremony, instead emphasising what makes Chloé different.
‘Chloé moments’ is both training and attitude linked with the Brand DNA, the codes and values that will guide and empower its sales teams in every client interaction, and will help them to build a unique client relationship based on trust and expertise.
Chloé’s sales teams have to drive each customer visit differently: always with joy, humour, kindness, styling advice, and treasure their guests like family members. This means some pampering, but not only: they try to exceed their customers’ expectations. This is the only way for Chloé to be able to touch its clients emotionally and garner loyalty over time.
|The Montblanc Academy - Retail staff trainingtop|
The Montblanc Academy serves as a knowledge centre within the Maison. It is responsible for developing content-specific training objectives and programmes in order to strengthen Montblanc’s customer service and sales performance. It operates on a worldwide basis through a ‘Train-the-Trainer’ network.
The train-the-trainer concept functions within the customer service department to ensure that all markets have the knowledge compatible with the service levels expected by customers.
|Montblanc - Arts and culture activitiestop|
For more than 20 years Montblanc has maintained a very active relationship with the world of arts and culture. One of the most intriguing things about the Maisons’ headquarters in Hamburg is the unique art collection called the Montblanc Cutting Edge Art Collection. Each piece of art shows or interprets the Montblanc Star emblem in a way which is typical for the creating artist. The collection of more than 180 pieces is on display all over the premises, in the CEO’s office as well as on the manufacturing floor, in the office corridors and at the distribution centre. Thus, Montblanc employees are surrounded by contemporary art. The world of art and culture is present within the daily life of the Montblanc corporation because this is the only way that it becomes part of the corporate culture, and be experienced in-house by everyone.
Guided tours as well as the Montblanc Art catalogue and a short guide provide overviews of the collection and also provide information on new acquisitions for the Montblanc Gallery and in our glass staircase, the Montblanc Staircase Gallery.
Besides the collection, the Montblanc Kulturkarte, introduced in 1997, makes it possible for all members of Montblanc’s corporate family in Hamburg headquarters to purchase tickets for opening nights at Thalia Theater, Hamburg’s State Opera, exhibitions at Hamburger Kunsthalle/Gallery of Contemporary Art and all concerts of the Philarmonia of Nations at an 80 % reduced ticket price. The difference to the regular price is covered by Montblanc. Every employee receives this Kulturkarte for the annual price of € 10 and this in turn is donated to one of the projects Montblanc sponsors.
|A. Lange & Söhne - In-house watchmaking schooltop|
Since 1997, A. Lange & Söhne’s in-house watchmaking school has offered about ten apprenticeships annually. The apprentices embark on a three-year programme during which they are trained at the school by five experienced teachers and by master craftsmen and women during practical weeks in the manufacture. More than 100 apprentices have graduated since 1997 and are now working in different departments of the manufacture. Currently, A. Lange & Söhne educates 37 watchmaker-apprentices and four toolmaker-apprentices.
|Watchmakers of Switzerland Training and Education Programme (‘WOSTEP’)top|
Richemont works closely with the Watchmakers of Switzerland Training and Education Programme Foundation (‘WOSTEP’), a neutral and independent Swiss institution, which offers an internationally recognised training methodology and quality standard in the field of watchmaking.
In 2008/09 Richemont, partnering with WOSTEP, opened its first training schools in Dallas, Texas (the North American Institute of Swiss Watchmaking) and Hong Kong (the Hong Kong Institute of Swiss Watchmaking). Both of these facilities are fully funded by Richemont and offer the well-known WOSTEP 3 000 hour training programme. In 2011, the China Institute of Swiss Watchmaking was opened in Shanghai.
The local training of watchmakers ensures a local pool of talent for the Group’s after-sales service centres. The following is an update on developments:
|Purdey – New factorytop|
Purdey’s new factory is expected to be completed in September/October 2014. The new factory is very much a gun making factory designed by gun makers, with the craftsmen having been involved in all important aspects, from the lighting and the layout of the benches, to the flow and order of equipment.
The health and well-being of its factory employees was paramount in the plans for the factory. An incentive scheme to encourage Purdey’s staff to use environmentally friendly forms of transport has also been established.
|Van Cleef & Arpels - 360° programmetop|
Within the framework of finalising its successful recruitment process of its future CSR Manager, the Van Cleef & Arpels Maison is developing a 360° programme. The objective is to design a CSR framework approved by company management by March 2015 and defined around the following pillars:
All existing CSR activities, such as the sponsorship activities in the field of ballet or the support of the BCRF in the US, will be revisited in order to be fully integrated into the Van Cleef & Arpels Maison’s CSR framework.
|Manufacture Horlogère ValFleurier – OHSAS 18001 certificationtop|
Health & Safety (‘H&S’) is a core value of Manufacture Horlogère ValFleurier (‘ValFleurier’). For the last five years, the H&S approach evolved from ensuring conformity (full compliance to legal requirements) to a continuous improvement process.
ValFleurier put in place a full set of consistent and relevant actions to achieve this intent:
As a consequence of the sincere commitment of its employees to H&S, Manufacture Horlogère ValFleurier obtained this year the OHSAS 18001 certification.
|Richemont Employee Benefits - ‘Think global, act local’top|
Richemont has concluded a global business travel insurance and assistance programme, through an extensive partnership with International SOS. All employees travelling for business are automatically covered for any medical or security related issues.
The Group has implemented a global reinsurance structure aiming to improve employee benefits coverage whilst reducing the costs of employee benefits plans by eliminating some layers of costs.
|Montblanc - Health, Safety and Environment daytop|
It is at the heart of Montblanc’s philosophy to offer a safe, healthy and environmentally-friendly work space to its employees. To underline its commitment Montblanc has, for some years, promoted these topics by implementing an annual ‘HSE day’, featuring workshops, health consultations and safety advice to improve the daily working and also home environment for Montblanc’s employees. The event raises awareness and further improves health and safety compliance and environmental protection.
Activities of the 2013 HSE day included workshops on healthy food and weight management. Various health insurances introduced their concepts and offered consultations. Furthermore, the restaurant offered healthy food and snacks. Additionally, ‘Fresh-up’ massages were offered and fitness exercises were demonstrated. Employees were trained on every day energy efficiency and had the chance to win a fitness bike.
|Richemont China – CSR Committeetop|
With the rapid development of the Chinese economy, environmental pollution has become a key issue impacting the quality of life of people in nearly all parts of China. In December 2013, over 80 % of the 47 main cities studied had failed to meet the national air quality standard for more than half of the month.
In order to improve the environment, the Chinese Government has established policies and implemented practical actions. For example, the heavy air polluting industries are now required to be equipped with smoke-stack-scrubbers, encouraged to increase the use of cleaner coal, or other clean fuel alternatives as an attempt to reduce the reliance on coal.
In this context, Richemont China CSR Committee has made efforts in improving the working environment, including installing air purifiers in office and boutique areas, providing 3M anti-pollution masks to employees, and providing antimicrobial hand lotion in public areas to improve office hygiene standards. During the past few years, Richemont China’s CSR Committee has also promoted and conducted CSR activities to increase employees’ environmental awareness. Since 2011, Richemont employees have participated in Earth Hour and the Recycle Design Campaign.
The Committee will continue its efforts to foster greater awareness of environment issues among Richemont employees and the community and to encourage the development of eco-friendly life styles. Richemont China will also ensure that its staff is properly supported through one-on-one consultations. Moreover, benchmark monitoring into practices, such as hardship pay or perquisites related to the pollution levels, will also be undertaken to keep pace with market standards.
|Cartier - CSR personal objectives for Executive Committee memberstop|
Since April 2014, Cartier has implemented a system of Corporate Responsibility related personal objectives for the members of its Executive Committee.
The objectives and relative KPIs are determined jointly by the Executive Committee member and the Corporate Responsibility Director.
The Corporate Responsibility objectives are aligned with the Maison’s corporate strategy.
The specific objectives are an integral part of the Maison’s global Corporate Responsibility framework.
The objectives cover the following four priority areas:
|Van Cleef & Arpels - Employees Engagement Barometertop|
|Piaget - CSR Newslettertop|
Four years ago, Piaget published its first newsletter dedicated to Corporate Social Responsibility (CSR) topics, such as supply chain, product integrity, environment, employee well-being, sponsorship, and philanthropy.
This practice has evolved and Piaget’s CSR team now publishes a quarterly newsletter to keep the Maison’s employees worldwide up to date with all new developments. It contains updates on special projects, such as the Maison’s RJC Certification or the recycling of obsolete communication materials. Wider newsletter topics include year-on-year emissions reductions and Piaget’s sponsorship programmes such as Action Innocence and the Altiplano telemedicine project. The year-end newsletter also outlines CSR goals for the year ahead.
The CSR newsletter is distributed internally in English, French, Chinese and now Japanese.
|Richemont North America - Business Improvement Committeestop|
Richemont North America (‘RNA’) Business Improvement Committees began in response to requests from employees who simply wanted to ‘get involved’. Employees in New York, Shelton and Dallas sought to participate in initiatives that would promote social responsibility within the local community and enhance engagement at RNA. Additionally, employees in New York were interested in networking opportunities to build relationships with colleagues outside of their Maisons and functions. As a result, committees have been formed by office location. As this is a relatively new initiative, we continue to work towards stabilising and strengthening the role of the committees within every day work life.
Although some employee engagement activities differ in New York, Shelton and Dallas, based on the size of each workforce and logistics of each workplace, each committee is designed with the same goal in mind: to help further position RNA as an ‘employer of choice’ in the luxury industry.
|IWC Schaffhausen - Charitable worktop|
IWC Schaffhausen gives its employees the opportunity to commit themselves to charitable work by offering them the chance to volunteer during events organised by the Laureus Switzerland Foundation. IWC Schaffhausen is one of its founding partners and helped to establish the guiding principles of the Laureus Sport for Good Foundation.
This foundation raises funds to provide financial and practical support to more than 150 projects which use the power of sport to coach disadvantaged young people, or give them an education, helping them to surmount the pressing social challenges they are facing. For instance, in Ghana, the foundation supports the OrphanAid Africa project which creates an environment where vulnerable children can grow up in safe, permanent and loving family settings. A variety of sports activities, led by trained coaches, is providing for the inhabitants of Ayenyah community and the foster children in the surrounding area. They also receive additional life-skills courses on literacy, health and HIV awareness. 2150 children have benefited from the project’s work so far.
|Richemont Hong Kong-Macau – CSR communication and educationtop|
Richemont Hong Kong-Macau (‘RHKM’) has taken the decision to strengthen CSR communication and education. Indeed, it is key for RHKM to ensure that employees, shareholders, authorities and customers are conscious of the implementation of functional corporate governance mechanisms and an enforced code of conducts, and of its business contribution to the greater well-being and prosperity of society. Having this in mind, RHKM made CSR an understandable topic, practical and integrated into working life and also an ongoing learning process.
First and foremost, RHKM communicates on its two CSR partnerships: Hong Kong Breast Cancer Fund and WWF. With this, each employee can stay abreast of the well-being and environmental protection initiatives through seminars, publication and links to HK Breast Cancer Fund and WWF’s websites. Attending activities, such as photo taking competition for Earth Hour, Pink Walk and recreational activities designated for fundraising, participate also in raising awareness on CSR topics.
To reinforce the understanding of CSR, RHKM developed and implemented the Boutique Manager Master programme. This is a module related to compliance and boutique operations, which covers also Richemont compliance, the code of conduct guidelines and Richemont involvement in Responsible Jewellery Council. RHKM re-launched the Green Book with the objective to share different methods on how to develop knowledge and skills on sustainable construction, given that new stores are implemented in Asia and new team members are hired.
Using the power of communication and education to connect RHKM’s team members in the aspect of CSR encompasses the paradigm shift in attitudes towards this important subject matter.
|Richemont South Africa – Employee developmenttop|
In South Africa, Richemont currently employs some 80 people. This figure represents 0.2 % of the Group’s total headcount. 60 % of the employees are previously disadvantaged individuals.
In this regard, Richemont South Africa is acting in line with the Black Economic Empowerment (‘BEE’), a governmental policy that aims to realise the country's full economic potential while helping to bring the black majority into the economic mainstream. Indeed, Richemont has focused on the support of social institutions providing care to children and women and on the skills development of watch technicians.
|Richemont North America - Workplace trainingtop|
Richemont North America (‘RNA’) is committed to training its employees in respect to ethical behaviour and professional business conduct. This is demonstrated through its implementation of mandatory e-learning courses and classroom-style training for managers and employees in the region.
All management level employees are required to complete RNA’s Sexual Harassment Prevention training within their first 30 days of employment. This two-hour interactive course, conducted by way of an e-learning platform, explains what specifically constitutes a complaint of harassment; specifies how and when a supervisor should involve Human Resources; and provides strategies for recognising, responding to and resolving complaints of sexual harassment and unlawful discrimination.
Employment Law training for management level employees is also required by way of live instruction, facilitated by external Legal Counsel. This two-hour course is designed to help managers supervise, coach and hold their teams accountable in accordance with federal and state legal guidelines and Richemont employment policies.
An additional e-learning course, Workplace Harassment Awareness, is also required for both management level and non-management level employees to complete within their first 30 days of employment. This mandatory training is designed to further foster a harassment-free workplace in RNA.
Furthermore, RNA has introduced a new professional development course titled Making The Most of a Multi-Generational Workforce – the new ‘diversity’ topic of today. Hosted live by an external consultant, this interactive training is made available to all levels of employees with the goal of helping them understand why each generation has certain identifiable characteristics and how to best work with each one.
From April 2014, all RNA e-learnings will be hosted on Richemont’s Learning Management System (‘LMS’).
|Cartier - Preservation of skills and fostering new talenttop|
Cartier’s training centre for watchmaking, ‘l’Institut Horlogerie Cartier’, was founded in 1993. Originally, watchmaking apprenticeships were offered to two young school leavers each year. Subsequently, apprenticeships were also offered in the skills of polisher and micro-mechanic. Changes in activities then led to the establishment of training aimed at an adult audience. The Institute is now able to propose training tailored to specific audiences, ensuring a successful integration at the end of the training process. Currently, the training centre has five trainers and 30 apprenticeships.
The contest of ‘l’Institut Horlogerie Cartier’ is open to all Swiss watchmaking apprentices who complete their third year of training and allows them to stage both their technical know-how and their creativity. The contest theme is changed each year. On a watch movement presented by Cartier, apprentices are required to provide a technical and aesthetic solution by adding a mechanism or by adapting the display systems. Contestants have 32 hours to complete their task. Since its inception, more than 1 000 participants have had the opportunity to express their capabilities. The latest ceremony celebrated its 20th edition.
In 2002, Cartier founded its private jewellery-making institute, ‘l’Institut Joaillerie Cartier’, with the vision of passing on exceptional skills to future generations and developing innovative methods and techniques. Since 2007, a high-level specialist training programme in jewellery-making crafts has been aimed at graduates and young apprentices that have completed the French BMA or CAP vocational diplomas. Courses are taught by specialists active in their respective fields. The programme offers optimal conditions for training and the opportunity to join a high-level team in the atelier. Starting July 2014, the Institute will be used only to train specialists from in-house ateliers seeking to build on their skills in jewellery-making, high-end gem-setting and jewellery finishing. These courses equip students with the expertise required to work on exceptional pieces.
|The Creative Academy - Developing design talenttop|
Richemont supports The Creative Academy, the Milan based postgraduate school created by the Group in 2003, which offers students a Master’s programme in Arts in Design. Each year, the Academy welcomes some 20 students.
The Academy’s course has openings for those who have already completed a course of studies in disciplines related to design. The programme gives young designers specialised training in applied arts, in particular in the fields of jewellery, watchmaking and accessories. The degree offers seven months of studies in Milan, involving contributions from the CEOs of Maisons and other experts, as well as three month internships across the Group’s businesses.
The school has close strategic ties with Poli.Design, a consortium of the Politecnico di Milano, which actively participates in the planning of the courses, and with the SDA Bocconi School of Management in Milan, a leading international management institution. Having successfully completed their Master’s course, the majority of the alumni work for Richemont’s Maisons. Many others work as freelancers or as employees in other branches of the luxury goods industry.
Managing creativity. Richemont also offers training for our senior management dedicated to fostering creativity in the workplace and effective management of creative people. Bespoke courses are developed specifically for our management population and are held at the Creative Academy in Milan.
|Campus Genevois de Haute Horlogerietop|
Inspired by its unique watchmaking heritage in Geneva, its willingness to ensure the sustainability of the profession, and motivated by the increasing demand for exceptional watchmakers, Richemont launched a large and innovative project in April 2012: the ‘Campus Genevois de Haute Horlogerie’ (‘Campus’).
The Group reinforces its roots in Geneva and its involvement in the local economy with an investment of over CHF 100 million. The project will result in the creation of a 30 000 m2 integrated work site in Meyrin, built in accordance with ambitious environmental and socially responsible standards. The total Campus population should reach 900 by 2020, with 400 new staff being hired between now and then.
The Campus will bring together several major high-end Geneva watchmakers in their own premises: the headquarters of Roger Dubuis, the watchmaking workshop of Van Cleef & Arpels, production workshops of Vacheron Constantin and Manufacture Stern.
At the heart of the Campus, a brand new concept will come to life to develop the capabilities of our Maisons: the Learning and Apprenticeship Centre for Haute Horlogerie. With 45 places available from the start and the ability to deliver official certifications, the Centre will ensure the sustainability of the watchmaking profession and of traditional craftsmanship, the recognition of our Maisons' legacy, and the development of the Group's employees.
In addition, the Campus will host a Research Centre for Watchmaking, with the mission to develop new technologies to sustain the innovation and quality of our Maisons. Richemont will invest approximately CHF 60 million on training and research over ten years.
While each entity will preserve its independence and autonomy, the objective of the Campus is to promote interaction and exchange, and enable the transformation of ideas into extraordinary products, such as those bearing the prestigious Hallmark of Geneva.
Richemont would like to thank the State of Geneva’s Department of Public Education for its active participation in the creation of the Learning and Apprenticeship Centre for Haute Horlogerie. The Learning Centre is the cornerstone of the Campus which will be inaugurated in the year ahead.
|Richemont and its Maisons – Geneva Marathon for UNICEFtop|
Richemont covered the registration fees as well as the access to dedicated areas. Part of the registration fees was donated to UNICEF.
For its first participation, Richemont and its Maisons were largely mobilised; the registration figures speak for themselves:
This event constitutes a great team-building opportunity, not only for experienced marathon and semi-marathon runners, but for less experienced runners as well.
|Chloé - Race against breast cancertop|
As a member of the global community, Chloé strives to act as a responsible corporate company. Founded by a woman, the spirit of the Maison is an attitude.
On the occasion of its 60th anniversary, the Maison set up an employees’ team composed of 60 women volunteers to participate in September 2013 in a race in ‘La Parisienne’. The race raises funds for women with breast cancer. Weekly coaching sessions were organised by Chloé to prepare the runners for the race.
This event demonstrated an amazing mobilisation, team motivation and spirit and was an outstanding human experience with women sharing and supporting a common cause, totally in line with Chloé’s values and commitment towards the community.
|Officine Panerai – Charity programmestop|
For years, Officine Panerai has encouraged initiatives whose ultimate goal is social responsibility both in Italy and abroad. The brand is regularly committed in various associations’ actions: Fondazione De Marchi and Magica Cleme Onulus (Italy), Les Enfants de Frankie (France), Action for Children (UK), Sailing Heals (USA).
‘Captain for a day’, the principle initiative organised on board Eilean, gives starring roles to children and young adults facing illness and hospital treatment. Real sailing lessons characterise the various activities of this ‘exceptional crew’.
Officine Panerai also promotes other, non-sailing initiatives, such as entertainment, laboratory time and excursions, with the aim of improving the health and well-being of patients from the associations while giving continuity to the collaborations born in recent years.
|Cartier Charitable Foundationtop|
The Foundation strives to foster positive change and enable people to live a meaningful and fulfilling life in a more equitable and safer environment in developing countries. It implements a coherent need-based and result-oriented philanthropic strategy, aimed at building the capacities of communities, and women in particular, through initiatives enabling socio-economic transformations. The Foundation promotes women’s social and economic empowerment, provides humanitarian assistance to children when disasters strike, and engages with communities to encourage a more responsible management of natural resources.
The Foundation establishes partnerships and delivers grants to international non-profit organisations that excel in their field of expertise, whose mandate and programmes align with both the Foundation’s values and core funding areas. It supports innovative and impactful initiatives to obtain measurable long-term results. Development projects are undertaken by our partners in consultation with governments, enabling communities to strengthen their capacity and acquire knowledge to design and implement interventions that best meet their needs.
The selection of programmes is evidence-based to ensure that resources will be used in the most effective way to achieve the highest impact. The following success factors are key to the selection’s process: capacity strengthening, scalability, substantial and lasting impact, innovation, cross-sectoral thinking.
14 partnerships have been developed by the Cartier Charitable Foundation to support projects in 22 countries, e.g. with UNICEF in India, Action against Hunger in Myanmar, Care in Haiti, Women for Women International in Rwanda and the World Food Programme in Burkina Faso.
|A. Lange & Söhne - Supporting the local communitytop|
A. Lange & Söhne is based in Glashütte, Saxony and has played an important role in the economic and social regeneration of the town. Originally established in the 19th century, A. Lange & Söhne was re-launched following the reunification of Germany in the late 20th century and the closure of the former state-owned watchmaking factory.
The company and town have worked together to rebuild wealth and confidence based on a shared commitment to the values of tradition, precision and craftsmanship. The company now works to develop its network of local suppliers by helping them build the skills and knowledge necessary to meet the exacting standards of the company.
The company is also a major source of tax revenue and employment for the community and promotes the town and its employees as an integral part of its brand of outstanding quality based on individual craftsmanship. A. Lange & Söhne supports a range of local causes, from parenting courses through to amateur sports events in the town.
|Alfred Dunhill - World Community Project 2014top|
In February, the Alfred Dunhill Community Day 2014 brought together 30 employees from the UK to deliver real and lasting change to a community in need. Anyone working for Alfred Dunhill UK could apply.
Alfred Dunhill’s team of 30 volunteers were tasked with building a tree house, footbridge and stage for pupils at the Hugh Myddelton Primary School in Islington all in one day! Time was tight and a lot of sweat, energy and enthusiasm were poured into the work to ensure that the playground was completed on time. Despite some earlier concerns, with a last minute flurry of activity and a dash to the 5pm deadline, the whole project was completed on time, much to the delight of the school children who had come into the school during their holidays to be the first to enjoy their new play area. To see the pleased children running around and to receive the heartfelt and emotional thanks of parents and teachers, both on the day and by correspondence afterwards, was hugely satisfying.
The borough in which the school is situated has a large number of impoverished families and also has the lowest amount of green space anywhere in the UK. And what little open space there is, is often off limits to children, so the only outdoor space for them to play in is usually the school grounds. Alfred Dunhill constructed a much needed safe, exciting and functional area for the pupils of the Hugh Myddelton School and the children in the wider community, so the work done by our team of volunteers will have a long and lasting impact to the lives of the children in that area.
|Richemont North America - Employee volunteer daytop|
In May 2014, Richemont North America (‘RNA’) continued an annual tradition and hosted an employee volunteer day for all office employees. RNA has partnered with Laureus Sport for Good Foundation USA. This year, the company is working with two organisations in the New York Area. One is the Mary Mitchell Youth and Family Center whose goal is to improve the lives of families and youth in the Crotona section of the Bronx through programmes expanding opportunities, developing leadership and building community. The other organisation RNA is working with is Row New York, whose mission is to empower young people from New York City’s under-resourced communities to build strength, gain confidence and pursue excellence through the unique sport of rowing.
Similar volunteer activities were held in the Shelton, Connecticut offices as well as the Warehouse and Technical Center in Dallas, Texas.
Approximately 200 employees volunteered across all programmes. This was an excellent team building opportunity and a way to give back to the community. RNA holds employee volunteer days annually in the spring and will continue to partner with the Laureus Sport for Good Foundation.
|Roger Dubuis – Blood donationtop|
Roger Dubuis has partnered with the Blood Transfusion Centre (‘CTS’) at the University Hospitals of Geneva (‘HUG’) and has committed to two blood donation campaigns at the Manufacture every year, in order to help fight against the shortage of donors affecting major hospitals.
The first campaign organised at the Manufacture in December 2013 strongly mobilised employees as well as the executive management teams from Roger Dubuis, Manufacture Stern, Van Cleef & Arpels, Campus Genevois de Haute Horlogerie and Richemont, resulting in 180 employees volunteering to give their blood and in the collection of 93 units.
In addressing the Manufacture teams, Roger Dubuis CEO Jean-Marc Pontroué urged everyone, emphasising that ‘by giving your blood, you directly contribute to saving lives, you allow children to finally receive treatment or accident victims to be transfused. Because these are the main uses that will be made of your kind contribution!’ He added that ‘The success of such an operation is a demonstration of the strength of our values and the ability of our team to mobilise for a humanitarian cause’.
|Montblanc and the John Lennon Educational Tour Bustop|
Montblanc shares many of John Lennon’s convictions about the responsibility of art and culture to society. For more than 20 years, Montblanc has been actively involved in nurturing, preserving and developing artistic talent through its numerous initiatives across the world. With such a history, Montblanc, also known as the ‘culture brand’, honoured John Lennon’s life, his music and his dreams by donating proceeds of the John Lennon Edition writing instrument to selected cultural projects supporting music education around the world, such as the John Lennon Educational Tour Bus, a US non-profit organisation providing young people with the means to learn how to compose, play, perform, record and produce songs and music videos.
|Fondation de la Haute Horlogerietop|
The Fondation de la Haute Horlogerie (‘FHH’) enjoyed a resounding success in Japan.
In 2013, Switzerland and Japan celebrated the 150th anniversary of diplomatic relations between their two countries, a bond that was further reinforced in 2009 by a free trade agreement. Festivities, which continued over several months, began in Tokyo in February, and the Swiss Confederation invited the FHH to be part of this special occasion.
The FHH joined in the opening ceremony, which was attended, among others, by the President of the Swiss Confederation, the Swiss ambassador to Japan and the Japanese ambassador to Switzerland. The FHH presented The Mastery of Time, an exhibition of some one hundred historically significant timepieces, paid homage to this pivotal moment in Japanese-Swiss relations. This event was seen by more than 2 000 people in six days.
Other important events overseen by the FHH included the Salon International de la Haute Horlogerie in Geneva and the first Watches & Wonders exhibition in Hong Kong.
|Piaget Awards - New partnership with HEAD-Genèvetop|
In November 2013, Piaget inaugurated its new partnership with the local high school for arts and design ‘HEAD-Genève’.
Piaget is now actively supporting students and new graduates of the Jewellery, Watch and Accessory Design Bachelor and Master programmes. The first edition of this new partnership included two sections: a Piaget Workshop, related to Piaget-specific projects, and a Prix Piaget Jeunes Talents contest, on the theme of each student’s choice.
The two winners of the first Workshop Montre and Piaget Jeunes Talents prizes were awarded a three-month internship at the Piaget creation studio in Geneva.
|Vacheron Constantin and ECAL - A partnership for watchmaking arts and crafts’ perpetuationtop|
Within the framework of Vacheron Constantin’s commitment to perpetuate watchmaking crafts, Métiers d’Art and applied arts, the partnership between the Maison and ECAL (Ecole Cantonale d’Art de Lausanne) aims to develop a ‘Master of Advanced Studies in Design for Luxury and Craftsmanship’, which should welcome each year about 12 students graduated in design from all over the world and selected by a jury of experts.
The programme offers educational tours in the Vacheron Constantin workshops, Heritage, Museum and Boutiques, as well as talks with craftsmen, Design and Retail teams. After this immersion into the world of Haute Horlogerie (Fine Watchmaking), students are assigned a design project on the theme of time, products and/or boutiques environment, based on the decision of Vacheron Constantin and ECAL.
A Master’s Degree is awarded on successful completion of the programme and a long-lasting internship opportunity is offered by the Maison to one of the young graduates.
|Vacheron Constantin – Sponsor of ‘Journées Européennes d’Art 2014’top|
For Vacheron Constantin, contributing to the vitality of Artistic Crafts is not only a commitment, but also a duty. Each year, rare crafts are orphaned due to training schemes’ abandon: knowledge, promotion and transmission of such crafts are sadly lacking today. Keenly aware of this issue, Vacheron Constantin has undertaken to make these artistic crafts better known and understood, essentially through exhibitions around the world.
For several years, Vacheron Constantin has been developing a network of ‘Métiers d’art institutions’ all around the world and partnerships with key leading artistic crafts institutions. The Maison supports specific projects with these institutions, mainly during the ‘Journées Européennes des Métiers d’Art 2014’ (Artistic Crafts Days 2014).
Through its partnerships, Vacheron Constantin wishes to encourage training and transmission of expertise, support excellence in craftsmanship and highlight the Artistic Crafts by demonstrating the important role they play within contemporary design.
|Tribute to the Mont Blanctop|
The ‘Tribute to the Mont Blanc‘ collection is a fascinating homage to Europe’s highest mountain – and at the same time, an expression of Montblanc’s commitment to protect and preserve the natural beauty and uniqueness of the Mont Blanc massif.
|Richemont Japan – Fundraising for Tohoku Recoverytop|
The March 2011 earthquake in Japan has caused the Tohoku area severe damages and hence the rebuilding of the region will last many years and cost a lot. Therefore, on 23 May 2013, Richemont Japan organised an event to raise funds for Tohoku Recovery which has gathered together more than 300 Richemont Japan’s employees from all Maisons and regions. Thanks to great commitment of all employees, sales proceeds of raffles amounted to JPY 1 485K. After adding the company contribution, the total reached JPY 2 970K. This amount was donated to the KIBOW foundation, which is working on a reconstruction assistance project.
|Richemont China – Involvement with NGOstop|
As China speeds in its economic growth, the third sector or the non-profit sector has also rapidly developed since the beginning of the economic reform. It is estimated that there are more than 541 000 NGOs and cumulatively they raised more than 110 billion RMB in 2013. Most of these NGOs are government-sponsored and are involved in social welfare activities aimed to fill the gap in government activities to improve the social conditions of the impoverished regions around China. Given the existing restrictions on fundraising, these NGOs depend largely on corporate sponsorship to fund their projects.
As a responsible corporate citizen operating in China, Richemont has partnered with a prominent NGO, The China Youth Development Foundation (‘CYDF’) to carry out its community investment. The company has committed 2 million RMB to three projects:
In conjunction with the financial support, Richemont China will support its employees’ involvement in CSR activities. Indeed, Richemont is going ahead to build its presence in China and continues to act as a responsible corporate citizen and partner with Chinese NGOs to make it a better place for its host country, customers, employees and shareholders.
|IWC Schaffhausen – Succession Antoine de Saint-Exupéry - d’Agay partnershiptop|
IWC Schaffhausen has opened two school buildings with a library in Roluos, Cambodia. Those constructions were made possible partly by the auction proceeds of a platinum IWC Schaffhausen watch, which went under the hammer for CHF 173 000 in November 2013. In the future, the company’s commitment will give 1200 children access to a school education. A new mobile library is also part of the joint efforts undertaken by IWC Schaffhausen in conjunction with the Antoine de Saint-Exupéry Youth Foundation and the Sipar organisation to combat illiteracy in the country.
Under the aegis of the Fondation de France, the Foundation was created by Antoine de Saint-Exupéry’s heirs to promote the great French writer’s humanist philosophy. Liaising closely with companies that share its values and aims, the Foundation works primarily to help disadvantaged young people all over the world: by encouraging and financing local initiatives designed to provide education and training across a broad spectrum of areas; by instilling a sense of purpose into young people and teach them to live together as part of their communities; by finding fulfilment in work and to access culture through reading and writing. IWC Schaffhausen has helped sponsored the out¬standing work of the Foundation since 2005.
|Purdey – Conservation awardstop|
The Purdey Awards for game and conservation have been running since 1999, when James Purdey & Sons took over the annual Game and Conservation Awards first established in 1986. They recognise and reward those who are involved in projects in the world of shoot management and conservation within the United Kingdom and whose efforts have achieved outstanding results in improving game bird habitats and the biodiversity of their land.
The Awards are open to any type or size of shoot within the UK and entries can be made by individuals, syndicates, estates, farm shoots and wildfowling clubs. They highlight the efforts of farmers, gamekeepers and landowners to protect flora and fauna, improve natural diversity and raise overall land management standards.
|Montblanc - Signature for Goodtop|
Cultural commitment and helping others has always been an integral part of Montblanc’s philosophy. That’s why Montblanc initiated the ‘Signature for Good Programme’ to actively support UNICEF’s educational projects, which benefit children around the globe. Every 4 years, Montblanc makes significant donations for marketing purposes within its partnership with UNICEF: approximately 5m US$ were donated in 2013/14.
Quality education will end generational cycles of illiteracy and will equip children with the knowledge and skills they need to realise their full potential and make a difference in social, economic and political decision-making throughout their lives.
|IWC Schaffhausen – Climate Grouptop|
IWC Schaffhausen has donated a limited edition watch in platinum for a charity auction on behalf of The Climate Group. The Climate Group is an award-winning, international non-profit. It works with corporate and government partners to create a prosperous, low carbon future. The proceeds from the auction were entirely dedicated to the work of the organisation to help develop innovative solutions to tackle climate change around the world.
|Shanghai Tang – Hong Kong Cancer Fundtop|
Since 2005, Shanghai Tang had supported Hong Kong Cancer Fund (‘HKCF’) in its campaign of raising awareness on breast cancer through its products. This year, the company collaborated with HKCF in support of the Pink Revolution Campaign 2013: the limited edition Eternity Bracelet, specially designed for HKCF, was launched in September ahead of October Breast Cancer Awareness Month and on sale till January 2014. One-of-a-kind, the Eternity Bracelet features the Chinese Eternity knot, known to bring good luck in life and career, and symbolises infinity and longevity. A portion of the proceeds from this product’s sale was donated to HKCF. Moreover, to kick off the start of breast cancer awareness month and support HKCF’s mission in drawing attention to cancer, Shanghai Tang organised a buzz-generating event on September 2013.
|Piaget - Altiplano-Artèrestop|
At the initiative of Piaget and in collaboration with the Artères Foundation and the University Hospitals of Geneva, the RAFT telemedicine network has been developed in the Bolivian Altiplano since 2011. The aim of the RAFT/Altiplano project is to provide universal access to healthcare using new technologies, especially telemedicine tools.
Piaget financed the equipment of 16 healthcare centres and the connection to the Internet and to the RAFT network. These facilities offer patients access to nine medical specialties, among which the main ones are obstetrics, cardiology and dermatology.
In 2014, two Piaget volunteers will travel on-site in order to help the Maison strengthen its commitment and its links with the local project team. Four new healthcare centres in the Potosi region will be equipped.
|Baume & Mercier – Charity programmes in Japantop|
Baume & Mercier started as a family business in Switzerland in 1830 and continues to support programmes in favour of mothers and children. The Maison unveiled a limited edition Linea watch as a tribute to women and children affected by the 2011 earthquake and tsunami.
The Swiss Maison d’Horlogerie has also decided to donate JPY 5 million to JOICFP (Japanese Organization for International Cooperation in Family Planning), a NGO based in Japan, in order to support their rehabilitation programmes operated to help mothers and children in affected areas. The donation will be used to support mothers and children’s lives, especially to provide psychological support for mothers raising children.
|Richemont Dubai – 2014 ‘Philippines Aid Fund`top|
In November 2013, Typhoon Haiyan devastated the Philippines. Millions of people across the central Philippines were affected and left without food, shelter or safe drinking water in the aftermath of one of the worst storms ever.
In this context, Richemont Dubai ran a successful programme to engage its employees in their efforts to support Richemont Philippines Aid Fund. Thanks to their collective efforts, the Company collected 300 kg of food and 400 kg of non-food items: bed linen, blankets, towels, dry food, used clothes and shoes, and first aid have reached the respective relief camps.
|Cartier - Customer servicetop|
Since 2007, an ‘On the Job’ Retail coaching programme aiming to develop the culture of excellence in sales and service has been implemented in all of Cartier’s boutiques and customer service centres around the world.
In 2014, an evolution of this programme has been launched to continue to deliver stellar experience to Cartier customer providing an exceptional and personalised level of service through the ‘Cartier Touch’ of each Cartier associates and Ambassador.
‘Mystery shopping’ is used to measure the implementation of the programme. The results are very positive for the business, boutique staff development and customer’s satisfaction.
|Cartier - Customer service barometertop|
Cartier’s Service Charter sets out the standards of service that customers should expect in its boutiques and how it will respond to issues that are raised by its clients. The charter is a living document and is evolving as Cartier develops new products and services. The charter provides a focus for the company to develop its customer service training, covering issues such as managing ‘high density’ periods. Staff training is tailored to the training needs and customer demographics for individual stores.
The client experience is measured every year for different geographical locations through the on-line Client experience barometer. In 2013/14, 16 000 clients have been interviewed.
|Peter Millar - Vendor compliance manualtop|
Peter Millar has employed a Vendor Compliance Manual with all active vendors for the past three years. While the process of updating the Vendor Compliance Manual annual has been performed since the Manual’s inception, the company has streamlined the process this year and hired an additional resource within the Production (purchasing) team to coordinate this administrative task. In addition, the ‘chargeback’ process for vendor non-compliance has been strengthened with the Manual. It has allowed providing more timely feedback to vendors which, in turn, enhances vendor compliance.
|Alfred Dunhill - Product training kitstop|
Consumers are increasingly aware of sourcing issues. It is vital that all front-line sales staff understand Richemont’s stance on the sourcing of raw materials and are able to confidently respond to customers’ questions on these issues. Alfred Dunhill has incorporated specific training on sourcing into its training brochures, one of which is available for each category of product sold. Training brochures cover the key issues associated with the supply of raw materials particular to that product, for example exotic leather.
|IWC Schaffhausen – CSR Boutique packagetop|
IWC Schaffhausen customers expect not only supreme precision and exclusive design but also respectfulness of the highest standards in sustainable industry practice. For IWC Schaffhausen, Corporate Social Responsibility (‘CSR’) is therefore not only to strive for sustainable actions but also to promote the CSR engagement all the way down to the customer. To achieve this, IWC Schaffhausen has recently implemented a specific CSR boutique kit focusing on documenting the 10 things to remember and the partnerships that IWC Schaffhausen has cultivated for many years with various institutions. The CSR boutique kit is part of the overall sales employee training and available at all time in the back office of every boutique.
|Richemont and EPFL – Creation of a new academic chairtop|
In April 2014, Richemont and EPFL announced the creation of an academic chair in ‘Multi-scale Manufacturing Technologies.’ The future professor will work at EPFL’s Neuchâtel Microcity Campus, home to its Institute of Microengineering.
The continuous optimisation of manufacturing processes for mechanical components is one of the key success factors of the Swiss watchmaking industry. While traditional machining and stamping processes will continue to play an important role, emerging technologies such as laser machining, 3D printing and plasma etching are pushing the current limits to new heights of quality and performance. In order to capture this outstanding potential, Richemont and EPFL are creating an academic chair in ‘Multi-scale Manufacturing Technologies’. Richemont, a key Swiss player in the watchmaking and jewellery industry, will sponsor the activities of the future professor in EPFL’s Institute of Microengineering. The recruitment process has already started.
By investing in this high-potential sector, Richemont and EPFL confirm their determination to play a leading role in innovation. The future professor, who will start at the Institute of Microengineering in 2015, will create an integrated platform of the very latest manufacturing technologies for the benefit of the high precision industry.
|Responsible Jewellery Council (‘RJC’) Certificationstop|
In 2010, Cartier was certified against the ethical, social, human rights and environmental standards established by the RJC’s Certification System. Cartier is a founding member of the RJC, the first certified founding member and the first certified retailer. Certification results from a successful verification assessment conducted by SGS, a highly regarded and international auditing company.
The following Richemont Maisons have completed their own certification processes; all were certified following separate assessments conducted by SGS.
A. Lange & Söhne, Roger Dubuis, Net-A-Porter, Manufacture Stern 1898 and Donzé Baume are members of the RJC with the aim to be certified in 2014. Giampiero Bodino will be certified in 2015.
Amongst Richemont manufacturing entities, Manufacture Horlogère ValFleurier and Varin Varinor SA are also RJC certified.
|Cartier - Supplier audit programmetop|
Cartier has continued with its programme of supplier audits, using an independent specialist to audit suppliers against its Corporate Responsibility Policy. These audits cover a wide range of criteria to assess the suppliers’ ethical, social and environmental performance. The programme applies to suppliers from all product lines and areas of the business, ranging from raw materials to manufacturing as well as packaging and boutique furnishings. It has been developed in the spirit of partnership with suppliers and encourages a process of continuous improvement through the sharing of best practices. And to this end Cartier has invested significant time and resources to communicate the programme to its suppliers.
Suppliers who have taken part in the programme have responded positively, justifying the investment. Since the launch of the programme, Cartier has increased the number of suppliers audited each year. Another notable feature of the programme is that it has been extended to cover both tier 1 and tier 2 suppliers.
|Lancel - Social audit programmetop|
Since 2007, Lancel has implemented a social audit programme, conducted by independent specialists. The programme involves detailed checking of supplier performance in the ethical and employment areas outlined in the Supplier Code of Conduct. Initially applied to the existing supplier portfolio, the audit programme is now conducted before working with a potential new supplier if located in a high-risk area. In the year ended 31 March 2014, 13 audits were performed.
Audit results are always shared with suppliers so that they are able to take action to improve their performance where this is required. The programme demonstrates that compliance with the Code is essential when working with new suppliers and is a key element of Lancel’s sourcing strategy.
|Peter Millar - Fair Labor Certificate top|
Although Peter Millar had previously registered with the Fair Labor Certificate (‘FLA’) and earned a FLA Category B designation, the company had to go this year through a lengthy application and self-assessment process across a number of parameters, as well as provide proof of its CSR programme(s). The detailed nature of the assessment process coupled with the desire to strengthen its already existing vendor audit programme enabled Peter Millar to increase the amount of third-party vendor audits conducted.
To date Peter Millar’s audits have been targeted to those vendors producing product for its ‘collegiate’ collection; however, aspiring to obtain full partner-company status with the FLA, the company will be working to expand the scope of audits across the entire vendor base in the coming years.
For more information about the FLA licensee categories and obligations, please check the FLA website at www.fairlabor.org.