Ethical Purchasing

At Taylor Made Designs we are committed to sourcing our products from ethically sound suppliers and manufacturers. We have listed some of the 'Ethical Statements' from our suppliers and we hope this will give you reassurance of our efforts.

James Taylor
Managing Director

Russell Europe

Passion about Clothing

At Russell Europe we feel passionate about what we do.

Russell Corporation has been manufacturing garments since 1902 - in that time we’ve not only built up an unrivalled expertise; we’ve also grown passionate about what we do. We care about our business – we have a longstanding tradition of producing clothes which are made to the highest standards; and of doing so in an ethical, responsible manner.

Our catalogues for 2007 represent our passion for excellence; to do our very best to bring you clothes which we hope you’ll love to wear as much as we all do.

Henbury Ethical Trading Policy

We work with the very highest level of manufacturers, developing strong partnerships throughout the world. All our manufacturing locations are inspected every day by our local representatives ensuring that working conditions are to the very highest standard, and that the working hours do not exceed local government criteria with no child or enforced labour. We are also working with local charities to give back to the countries who have given us so much support through the years, something we at Henbury feel very strongly and passionately about and this is what makes Henbury the company it is today, a forward thinking, caring and devoted organisation.

Henbury Ltd, suppliers of the Henbury and Skinni Fit T brands have a strict set of guidelines for our suppliers.

1. Child Labour. We do not permit factories to employ staff below the age of 16, which is above the international employment standard.
2. Forced labour. We do not work with factories that use any form of forced labour, including prison labour.
3. Working Conditions. Our supplier factories are visited and inspected everyday by a Henbury representative. The issues of working hours, forced overtime, heating and ventilation, health and safety are examined. Any legislation requirements of the country in question must be matched and bettered.

Katie Stewart
Managing Director

Russell Europe

Fruit of the Loom Code of Conduct

We at Fruit of the Loom ('Fruit') agreed to comply, and require that our contractors and their authorised subcontractors (those approved by us in writing) comply, with the following set of standards. All references to local law throughout this Fruit of the Loom Code of Conduct (this 'Code') include the rules and regulations implemented in the country and or other jurisdiction where the applicable manufacturing services are performed for Fruit.

Forced Labour. Forced labour, whether in the form of prison, indentured, uncompensated or involuntary labour or otherwise, shall not be used.

Child Labour. No person shall be employed at any age younger than 15 (or 14 where local law allows) or younger than the age for completing compulsory education in the country of manufacture where such age is higher than 15. Note that Fruit condones and supports legitimate, legally sanctioned, government sponsored workplace apprenticeship and educational programs for persons under such age.

Harassment or Abuse. Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse. Corporal punishment will not be tolerated.

Non-discrimination. No person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation nationality, political opinion, or social ethnic origin.

Health and Safety. Employers shall provide a safe and healthy working environment to minimise risks of accidents and injury arising out of, linked with, or occurring in the course of work or as a result of manufacturing operations.

Freedom of Association and Collective Bargaining. Employers acknowledge that employees have the right to associate, organise and bargain collectively in a lawful and peaceful manner in accordance with applicable local law.

Wages and Benefits. Employers shall pay employees, as a floor, at least the minimum wage required by local law or, where readily determinable, the prevailing industry wage for the type of operations involved, whichever is higher, and shall provide the benefits mandated by local law.

Hours of Work. Except in extraordinary business circumstances or as may be necessary to meet periodic or seasonal production requirements, employees: (I) shall not be required to work more than the lesser of : (a) 48 hours 'regular time' per week and 12 hours 'overtime'; or (b) the limits on regular and overtime hours allowed by local law in the country of manufacture for the type of operations involved or, where local law does not limit the hours of work, the regular work week in such country for the type of operations involved, plus 12 hours overtime; and (II) shall have routine work weeks scheduled with at least one day off in every seen day period. Fruit recognises that periodic an/or seasonal overtime may be needed to meet production requirements and is a normal practice in the apparel industry.

Overtime Compensation. In addition to compensation for regular hours of work, employees shall be compensated for overtime hours at such premium or 'overtime' rate as is required by local law in the country of manufacture or, in those countries where such laws do not exist, at a rate at least equal to their regular hourly compensation rate.

Compliance with Local Law. Employers will comply with local law, including but not limited to, those pertaining to environmental matters, in the conduct of their business and the manufacture or assembly of products or their components.