POLICY

AWRA HIJABS LTD

ENVIRONMENTAL POLICY

We recognise that our activities have an impact on the environment in terms of the use of materials, emissions to air and water, and waste generation, and seek to minimise this as far as is reasonably practicable.

Environmental Legislation

Awra Hijabs Ltd will comply with or exceed all statutory environmental requirements.

Major Areas of Environmental Concern

Awra Hijabs Ltd are committed to improving environmental performance, in wise use of energy and water, air pollution (including vehicle), waste reduction, wise use of paper and protection of the natural environment.

Ozone Depleting Substances

Awra Hijabs Ltd will not buy products which contain Ozone depleting substances or have used these substances in their production or packaging. Any and all products containing Ozone depleting substances will be maintained and disposed of carefully, to ensure minimal leakage.

Poly Vinyl Chloride (PVC)

Awra Hijabs Ltd, given the environmental concerns surrounding the production and use of PVC products, and the availability of alternative materials, and will encourage the purchase and use of products made from alternatives to PVC

Chemicals and Cleaning Materials

Awra Hijabs Ltd will use only cleaning materials (detergents, polishes and disinfectants) which are phosphate free and at least 90% biodegradable. For cleaning materials, pump action and reusable containers or non-spray products will be used.

Heavy Metals

Awra Hijabs Ltd will whenever possible, purchase products (and or which contain materials) which are manufactured and can subsequently be disposed of in environmentally friendly ways.

Packaging Materials

Biodegradable or recycled packaging not made using Ozone damaging chemicals will be specified whenever possible.

Delivery Vehicles

Awra Hijabs Ltd will use diesel engine vehicles operating on low sulphur fuel, and to purchase vehicles equipped with the best engine management and exhaust treatment systems available to control emissions (Euro II standards).

Energy Efficiency

Awra Hijabs Ltd will purchase the most efficient appliances available, use energy saving lamps instead of conventional light bulbs, and ensure that all personal computer equipment incorporates energy reduction features to satisfy Energy Star Standards. Rechargeable batteries will be used whenever possible.

Water Conservation

Awra Hijabs Ltd will wherever possible, use the most water saving appliances, and purchase those products which may help to reduce future water consumption needs.

Waste Minimisation

Awra Hijabs Ltd will wherever possible, use products which minimise the generation of waste, both in their manufacture and their eventual disposal.

Awra Hijabs Ltd will communicate this policy to all of our employees and ensure that they are given appropriate training to raise awareness of environmental issues.

We will make this policy available when requested to interested parties individually, or to members of the public

11/10/2019

AWRA HIJABS LTD ETHICAL CODE OF CONDUCT

(Last revised October 2019)

Background

Awra Hijabs Ltd believes that it is important to behave in a socially and ethically exemplary way. We believe that we are responsible for the people who take part in the production and support of our products and services. We believe that people whose work contributes to our success should not be deprived of their basic human rights, nor be forced to suffer physically or mentally from their work in any way.

Purpose

Awra Hijabs Ltd expects employers to respect fundamental human rights, to treat their workforce fairly and with respect. In order to make our position clear to our own staff, our suppliers and any other affected parties and we have therefore documented a Code of Conduct.

Application

This directive is applicable to all Awra Hijabs Ltd operations as well as Awra Hijabs Ltd' suppliers.

1. Directive

Obligation to inform

This is an open document and shall be displayed in such a way that anyone whose work contributes to our products and services is aware of the principles of the Code of Conduct. It is the responsibility of suppliers to ensure that their employees and subcontractors are informed about and comply with this Code. Awra Hijabs Ltd is prepared to clarify the content and associated requirements of this document upon request.

2 Legal Requirements

All our suppliers must, in all activities, obey national and regional statutory requirements in the countries in which they are operating. Should any of the requirements stated in this document be in violation of the law in any country or territory, the local law should always take precedence. In such case, a supplier must immediately inform Awra Hijabs Ltd. It is, however, important to understand that Awra Hijabs Ltd requirements are not limited to the requirements of national laws.

3. Workers´ Rights

3.1 Basic human rights

Anyone who works directly or indirectly for or with Awra Hijabs Ltd should be entitled to his or her basic human rights. Awra Hijabs Ltd does not accept the use of bonded workers, forced labour, prisoners or illegal workers. If foreign workers are employed on a contract basis, they should never be required to remain in employment against their will. The employer covers all commissions and the recruitment agency fees.

Training and instructions for handling chemicals must be performed and workers must have adequate and correct body protection and or personal protective equipment. The temperature and noise level of the work environment should be tolerable. Ventilation should be adequate. Lighting should be sufficient for the work performed.

The workplace should have an adequate number of clean sanitary facilities, which are preferably separated for men and women. Workers should have access to these facilities without unreasonable restrictions.

We do not accept that workers are subject to corporal punishment, mental or physical disciplinary action, or harassment. Dismissal of female workers due to pregnancy is not acceptable. We recommend that all workers are free to peacefully and lawfully join associations of their own choosing and have the right to bargain collectively.

No worker should be discriminated against because of age, race, gender, religion, disability, sexual orientation, marital or maternity status, political opinion or ethnic background. We recommend that all workers with the same experience and qualifications receive equal pay for equal work.

3.2 Wages and Working Hours

All workers should know the basic terms and conditions of their employment. Legislated minimum wages should be a minimum, rather than a recommended level. Wages should be paid regularly and on time. A normal work week must not exceed the legal hourly limit, and all overtime work should be properly compensated. Workers should be granted stipulated annual leave; sick leave and maternity/paternity leave without any form of repercussions.

4 Safety

4.1 Building and Fire Safety

Awra Hijabs Ltd requires that worker safety is always a priority concern. Buildings must have clearly marked exits and emergency exits on all floors. We recommend that all exit doors should open outwards. Exits should not be blocked and should be visible. All workers shall be informed of the safety arrangements. An evacuation plan should be displayed on every floor of a building and the fire alarm should be tested regularly. Regular evacuation drills are recommended

4.2 First Aid

First aid equipment must be available in a building and at least one person in each department should be trained in basic first aid. It is recommended that a doctor or nurse is available on short notice in the event of an accident on the premises. The employer should cover the costs (not covered by social security) of medical care for injuries incurred on their premises.

5 Workplace Conditions

It is important for all workers wellbeing, that chemicals are handled in a safe and correct way. All chemicals shall be marked and labelled in a correct way.

6 Housing Conditions

Where staff’s housing facilities are provided, we require that workers safety is a priority concern. The recommended safety and workplace conditions described above are applicable to these housing facilities. All workers should be provided with their own individual bed and the living space per worker and must meet the minimum legal requirement. Dormitories, toilets and showers should be separated for men and women.

There should be no restriction on workers’ rights to leave the dormitory during off-hours. Fire alarms, fire extinguishers, unobstructed emergency exits, and evacuation drills are of importance in dormitory areas.

7 Environmental Issues

The environment is of increasing concern globally and Awra Hijabs Ltd expects its suppliers to comply with applicable environmental laws and regulations and fulfil the terms of Awra Hijabs Ltd’ environmental requirements. A copy of our Environmental Policy is available on request.

8 Child Labour Code

8.1 Definition of Child

A child in this context is a person younger than 15 years of age, or 14 years of age in accordance with the exceptions for developing countries as set out in Article 2.4 in the ILO (International Labour Organisation) Convention No.138 on Minimum Age.

8.2 Child Labour Code

Awra Hijabs Ltd bases its child labour code on the UN Convention on the Rights of the Child, article 32.1. We recognize the right of the child to be protected from economic exploitation and from performing any work that is likely to be hazardous or to interfere with the child’s education, or to be harmful to the child’s health or physical, mental, spiritual, moral or social development.

8.3 Implementation of our child labour code

Awra Hijabs Ltd does not accept child labour. We acknowledge that it exists and realise that it cannot be eradicated by simply setting up rules or inspections, but by actively contributing to the improvement of children's social situations. Thus, we endeavour to improve the situation for any child affected by our ban on child labour. Awra Hijabs Ltd will request that the employer acts in accordance with the overall best interests of the child. A satisfactory solution is whatever improves an individual child's overall situation. The employer should cover the costs for this.

8.4 Enforcement of our Child Labour Code

Awra Hijabs Ltd will discontinue cooperation with any party that persists in non-compliance with our child labour code.

8.5 Apprenticeship Programs

Awra Hijabs Ltd accepts apprenticeship programs for children between the ages of 12 and 15 years in countries where the law permits such programs, but only under certain conditions. The total numbers of hours spent on light work and school together should never exceed seven hours per day.

The employer must be able to prove that work is not interfering with the child's education; that apprenticeship is limited to a few hours per day; that the work is light and clearly aimed at training and that the child is properly compensated. We will not accept apprenticeship programs that do not comply with these terms.

8.6 Special Recommendations

Awra Hijabs Ltd acknowledges that according to Article 1 of the UN Convention on the Rights of the Child, a person is a child until the age of 18. We therefore recommend that children in the age group 15-18 years be treated accordingly, i.e. by limiting the total number of working hours per day and implementing appropriate rules for overtime. Children in this age group are not allowed to perform any hazardous work.

9 Monitoring and Enforcement

9.1 The principle of Trust and Cooperation

Awra Hijabs Ltd expects all its workers, suppliers and their subcontractors to respect this Code of Conduct and to actively do their utmost to achieve its standards.

We are prepared to cooperate with our suppliers to achieve adequate solutions. We are also prepared to take cultural differences and other relevant factors into consideration, but we will not compromise on the fundamental requirements described in this document.

9.2 Monitoring

All suppliers are obliged to keep Awra Hijabs Ltd informed about where each order is produced. Awra Hijabs Ltd reserves the right to make unannounced visits to sites where people work directly or indirectly for Awra Hijabs Ltd. We also reserve the right to let an independent party make inspection on our behalf.

9.3 Enforcement

In the event of Awra Hijabs Ltd or its any of the businesses with whom Awra Hijabs Ltd works in partnership with, becoming aware of a supplier not following our ethical code of conduct, Awra Hijabs Ltd reserve the right to terminate any agreed contract or withdraw from trading with this supplier forthwith.

Corporate Social Responsibility Policy 2017-2020

Corporate social responsibility (CSR) for AWRA HIJAB LTD is about how we align our activities with the expectations of our customers in relation to our economic, social and environmental impacts.

Our policy sets out our overall aims, objectives and targets to continue our efforts in relation to CSR. It covers operations at our main office in central London office, plus the influence we have on the sector through our policies and services. It meets our commitments to CSR in relation to our Environmental Policy.

Aim

AWRA HIJAB LTD aims to embed CSR into everything it does and to be a responsible body.

Objectives

To this end we have set the following objectives:

Business ethics

Objective 1: Meet, and where possible, exceed all relevant legal requirements

Objective 2: Behave with honesty and integrity in all our activities and relationships with others

Objective 3: Act ethically and always in our dealings with our customers

Objective 4: Maintain internal controls adequate to ensure standards are met

Managing our environmental impacts

Objective 5: Work towards a reduction in our carbon footprint

Objective 6: Continually improve our environmental performance wherever practicable and prevent pollution

Objective 7: Make the most efficient and effective use of all resources, encouraging all staff to develop a sustainable approach to their work

Objective 8: Minimise carbon emissions from business travel by avoiding unnecessary travel and traveling by public transport unless there are reasons why this is not practicable or if there are other circumstances that would impede efficiency or effectiveness

Objective 9: Encourage staff to use sustainable modes of transport to commute to work

Objective 10: Identify and implement cost-effective energy and water conservation measures

Objective 11: Reduce the amount of waste generated and disposed to landfill through a waste minimization and recycling programme

Objective 12: Manage our place of work in an environmentally and biodiversity-sensitive manner

Procurement / Tender Applications

Objective 13: Develop and implement a sustainable and socially responsible policy that will include consideration of CSR in all tender applications

Objective 14: Work with our suppliers to help us achieve our sustainable and socially responsible policy aspirations in the delivery of our products and services

Objective 15: Support the principles of fair trade where possible

Our people

Objective 16: Respect the rights and dignity of every employee and treat them fairly and without discrimination

Objective 17: Promote the health and well-being of our staff

Objective 18: Encourage team working and the sharing of knowledge throughout the organization

Objective 19: Provide a safe, fulfilling and rewarding career for all our employees

In the community

Objective 20: Enable staff who wish to undertake voluntary activities to do so

Objective 21: Enable our staff to continue to support at least one charitable organization every year through voluntary fundraising activities, and to give them the time and opportunity to participate in charitable events

Working with the sector

Objective 22: Make sustainable development a central part of our strategy for the future development of this sector of industry

Objective 23: As part of our policy-making process, identify possible impacts on sustainable development and on equality and diversity. Where possible, act to enhance positive impacts and mitigate negative ones

Targets

Our targets are aligned with those set out in our own internal policies and procedures, as stated in our Environmental Policy, Ethics Policy and others.

Other targets

1) To inform our suppliers of our CSR policy and our expectations of them in relation to this and for this information to be contained in 95% of our contracts (by number) by 2022.

2) To continue to measure the well-being of our staff through the staff survey, ensuring that we continue to match or exceed the external benchmark on staff satisfaction.

3) To participate in Business in the Community’s Corporate Responsibility Index and improve our performance year on year.

Carbon neutrality

We intend to be carbon neutral by December 2022. For an organization to be carbon neutral it must have zero net carbon dioxide emissions. This is achieved through a combination of reducing carbon emissions, using renewable energy and offsetting the remaining balance of emissions. An agreed UK government definition of carbon neutrality is due in spring 2009. When this guidance is available, we will consider this and how we can work towards carbon neutrality by the last quarter of 2022.

Implementation

CSR within AWRA HIJAB LTD is overseen by the Managing Director of the company, with the support of Senior Management. Responsibilities include but are not restricted to:

The CSR implementation: The implementing initiatives to improve our performance and meet the commitments in this policy

The CSR data collation, which is responsible for collecting and calculating data to monitor progress.

This policy and its implementation have the support of our team.

Monitoring and review

We will continually benchmark and evaluate what we do in order to improve our CSR performance. Progress is reported quarterly to the Managing Director through the monitoring of our operating plan. Performance against this operating plan is published as part of the management commentary to our annual accounts. We will also publish an annual CSR report. Progress towards and the appropriateness of our targets will be reviewed annually and reported in our CSR report. We will revise our targets in the last quarter of 2020 or earlier if we exceed expectations.

Assurance

We will seek assurance of our CSR performance through periodic independent review of the methods used to calculate our environmental performance indicators and progress against targets. CSR, including AWRA HIJAB LTD’s environmental management system, will normally be audited at least once every three years.

Anti-Bribery Policy

1 Policy

It is Awra Hijabs Ltd’s policy to conduct all our business in an honest and ethical manner. We take a zero-tolerance approach to bribery and corruption and are committed to acting professionally, fairly and with integrity in all our dealings wherever we operate. We are also committed to implementing and enforcing effective systems to counter bribery.

2 Who is covered by the policy?

This policy applies to all individuals working at all levels and grades, including senior managers, directors, employees (whether permanent, fixed-term or temporary), consultants, contractors, and any other person providing services to us.

3 What is a bribe?

A bribe is a financial or other advantage offered or given:

to anyone to persuade them to or reward them for performing their duties improperly or;

to any public official with the intention of influencing the official in the performance of his or her duties.

4 Gifts and Hospitality

This policy does not prohibit giving and receiving promotional gifts of low value and normal and appropriate hospitality. However, in certain circumstances gifts and hospitality may amount to bribery and all employees must comply strictly with Awra Hijabs Ltd ethics policy in respect of gifts and hospitality. We will not provide gifts or hospitality with the intention of persuading anyone to act improperly or to influence a public official in the performance of his duties.

5 Facilitation payments and “kickbacks”

Awra Hijabs Ltd do not make, and will not accept, facilitation payments or “kickbacks” of any kind. Facilitation payments are typically small, unofficial payments made to secure or expedite a routine government action by a government official. Kickbacks are typically payments made in return for a business favors or advantage. All employees must avoid any activity that might lead to, or suggest, that a facilitation payment or kickback will be made or accepted by us.

6 Donations

Awra Hijabs Ltd do not make contributions of any kind to political parties. No charitable donations will be made for the purpose of gaining any commercial advantage.

7 Record Keeping

7.1 Awra Hijabs Ltd will keep financial records and have appropriate internal controls in place which will evidence the business reason for making any payments to third parties.

7.2 All expense claims relating to hospitality, gifts or expenses incurred to third parties must be submitted in accordance with our expenses policy and specifically records the reason for the expenditure.

7.3 All accounts, invoices, memoranda and other documents and records relating to dealings with third parties, such as clients, suppliers and business contacts, must be prepared and maintained with strict accuracy and completeness. No accounts must be kept “off-book” to facilitate or conceal improper payments.

8 Raising Concerns

Employees of Awra Hijabs Ltd will be encouraged to raise concerns about any issue or suspicion of malpractice at the earliest possible stage. No employee will suffer any detriment as a result of raising genuine concerns about bribery, even if they turn out to be mistaken.

9 Monitoring

The effectiveness of this policy will be regularly reviewed by the Board. Internal control systems and procedures will be subject to audit under the internal and external audit process.