CORPORATE SOCIAL RESPONSIBILITY (CSR) AND WHAT IT MEANS TO NILORN

The aim with our policy for Corporate Social Responsibility is to show what CSR means for us and to show our environmental and social commitment in our business decisions. Our definition of CSR focuses on the ethical, environmental and social perspective.

As a guide in our work performance, we have identified the Nilorn Core Values:
These values are practices a Nilorn employee applies daily, in all work situations. They embrace a unified platform, strengthen teamwork, and explain what we represent and the actions we take. Our aim is to meet customer requirements (wherever they occur) and minimize our impact on humans and the environment, while promoting social justice.

Ethical Responsibility

All Nilorn businesses will follow national as well as international laws and ethics. Nilorn will only co-operate with other parties which do the same.

We aim for customers and suppliers to see Nilorn as a reliable and responsible partner. Business relations will be built on honesty and mutual respect. Confidential information will always be treated as confidential and agreements should be respected.

Nilorn and its employees are not allowed to use bribes or any other form of illegal methods in any relation with customers, suppliers, authorities or other decision makers.

All sponsoring within Nilorn must be approved by the group C.E.O.

If any Nilorn suppliers should not follow laws, ethics, our Code of Conduct, or have bad business moral, the cooperation will be examined and actions taken accordingly.

Environmental Responsibility

Nilorn believes it is important to take responsibility for the envi-ronment by selecting materials and way of transportation carefully. Our goal is to lower our environmental impact, and since our customers decide materials and way of transportation we try and guide them to better options.

Environmental thinking should be a natural part of everyday activity. All employees must be aware of the Nilorn environmental policy and be given basic environmental training during their induction, while the training of key individuals will be more extensive.

Our suppliers must have clear environmental programs, careful selection of materials and consideration of these requirements at the time when new products are being developed.

Social Responsibility

The Nilorn Group Code of Conduct from 2004 is based on the United Nations Convention on the Rights (FN) and Conventions of the International Labour Organisation (ILO). This is in place to ensure all our products are produced in good working conditions. No employees shall be denied human rights or suffer mental or physical harm. It is a non-negotiable requirement that all our suppliers and their subcontractors, without exception, follow this code.

Supplier Evaluations and Agreements

Supplier evaluations
Nilorn identifies a yearly plan for supplier evaluation including follow-ups. All suppliers with a certain volume are evaluated once a year. The judgement is planned and topics discussed/evaluated include: delivery security, product quality, service, product development, economy and environmental work. This evaluation gives the supplier a grade and eventually an action plan wich is then followed by actions taken to improve.

The importance of Code of Conduct and REACH are clearly explained to all suppliers. Nilorn also has clear directions that textile suppliers are to be Oeko-Tex certified. For those not yet certified, a plan is discussed when certification will be in place.

Supplier agreements
Nilorn policy is to have signed agreements with all main suppliers. This agreement regulates lead-time, packing, freight, payment terms, warranty, quality control, confidentiality and Code of Conduct.

Unexpected Visits

Nilorn also makes unplanned visits to make sure regulations are followed.

HR Policy

The Nilorn Human Resource policy creates an efficient and attractive working environment. It regulates what the company expects of its employees and what employees expect of the company.

The HR policy mainly regulates: management responsibility for developing its staff, information supplied to all employees, yearly development interviews, payments and IT usage.