The Corporate Social Responsibility Policy From The Corporate Gifts Company

The Corporate Gifts Company considers the interests of the interests of society by taking responsibility for the impact of our activities on our customers, suppliers, employees, communities and other stakeholders, and the environment.We are committed to consistent and ongoing improvements in ethical and environmental practices and as such we are members of SEDEX (Supplier Ethical Data Exchange), we are working towards ISO14001 for integrated Environmental Management, and working towards membership of the ETI (Ethical Trading Initiative).

The Corporate Gifts Company strives to implement and encourage the highest environmental and ethical standards through its global operations. The Corporate Gifts Company believes in doing business with those suppliers and partners who embrace and demonstrate high standards of ethical business behaviour.


The ETI is an alliance of retailers, brands, suppliers, trade unions and charities that work together to promote and improve the implementation of corporate codes of practice which cover supply chain working conditions. The goal of the ETI is to ensure that the supply chain working conditions of workers producing for the UK market meet or exceed international labour standards as defined by the ETI Base Code. The Corporate Gifts Company are committed to working with suppliers who comply with the ETI Base Code and we are currently assessing and working with our suppliers to achieve understanding and compliance. The following is the Ethical Trading Initiative Base Code.


1.1 There is no forced, bonded or involuntary prison labour.
1.2 Workers are not required to lodge "deposits" or their identity papers with their employer and are free to leave their employer after reasonable notice. 

2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively. 
2.2 The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
2.3 Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace. 
2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining. 

3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment. 
3.2 Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers. 
3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided. 
3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers. 
3.5 The company observing the code shall assign responsibility for health and safety to a senior management representative. 

4.1 There shall be no new recruitment of child labour. 
4.2 Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child; "child" and "child labour" being defined in the appendices. 
4.3 Children and young persons under 18 shall not be employed at night or in hazardous conditions. 
4.4 These policies and procedures shall conform to the provisions of the relevant ILO standards. 

5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income. 
5.2 All workers shall be provided with written and understandable Information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid. 
5.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded. 

6.1 Working hours comply with national laws and benchmark industry standards, whichever affords greater protection. 
6.2 In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate. 

7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation. 

8.1 To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice. 
8.2 Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment. 

9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited. 


Sedex is a "not-for-profit" organisation that provides a web based database of information on labour standards compliance. By enabling suppliers and importers to share this ethical data with end users, corporate entities and retailers the SEDEX system helps drive convergence on standards and helps to reduce the cost and duplication of ethical audits for suppliers.


The following is The Corporate Gifts Company's internal Environmental Policy, which forms part of the The Corporate Gifts Company staff handbook.
1. The Corporate Gifts Company is committed to the principals and practice of protecting the environment where possible from the result of the activities in creating products and services and minimising as far as possible any such effects.2. The Corporate Gifts Company aims to ensure;a. Energy is used efficiently and we use environmentally friendly options where possible.b. Use our materials economically causing as little waste as possible.c. Reuse, collect and dispose of waste in as environmentally friendly manner as possible.
3. The Corporate Gifts Company will set and continually revise achievable standards in minimising our carbon footprint.4. The Corporate Gifts Company will educate, inform and involve its workforce in all issues relating to the environment in an effort to improve wherever possible our environmental impact and to promote best practice,5. We will endeavour to work with our suppliers to minimise carbon footprint wherever possible.

The Corporate Gifts Company is committed to a policy of equal opportunities for all employees, workers and applicants. Everyone will be treated equally irrespective of sex, sexual orientation, marital status, age, disability, race, colour, ethnic or national origin, religion, political beliefs and The Corporate Gifts Company places an obligation upon all staff to respect and act in accordance with this policy and any current legislation.

The Corporate Gifts Company is committed to the advancement and protection of human rights as defined by the Universal Declaration on Human Rights and the Labour Organisations Declaration on Fundamental Principals and Rights at Work. Wherever possible, The Corporate Gifts Company will try to influence and educate our supply chain in matters of Human Rights, Corporate Social Responsibility (CSR), and Ethical trading and work towards convergence where possible. The Corporate Gifts Company will work with suppliers to rectify and improve breaches of Human Rights, Corporate Social Responsibility, and Ethical trading.

The Corporate Gifts Company is committed to providing best practice in Health & Safety in accordance with The Health & Safety at Work Act 1974 and all regulations and codes pertaining to it. A full and comprehensive Health & Safety policy monitored by and supported by RBS Mentors is in force and observed at all times.

The Corporate Gifts Company are accredited with IS09002. Quality Control and Assurance are an integral part of operations, planning, implementation, procedures, assessment, and corrective action. All staff are aware of the importance of quality and the organisation strives for excellence in all aspects of its operation.

The Corporate Gifts Company is a privately owned company and takes its social responsibilities very seriously. We are regularly involved with fund raising activities and regularly contribute financially as well as gifts and products to local and national charities. We support fund raising activities of our staff and others with contributions and time allowance. The Corporate Gifts Company often take on students for work placement from local and international schools.

The Corporate Gifts Company will work towards working practices that promote a sustainable economy and environment for all.