sommaire

 SOMMAIRE Présentation de l’ICS Le point de vue de nos nouveaux adhérents Nos outils Nos groupes de travail Nos enjeux 2013 Notre Code de Conduite Nos indicateurs Bilan de nos enseignes About ICS New member perspectives Our tools Our work groups Our 2013 issues Our Code of Conduct Our indicators Retailer reviews 1 Présentation de l’ICS About ICS L’ICS est composée de 19 enseignes partageant : •
Un projet commun 
Des outils et un process performants et reconnus qui permettent l’échange des audits et le data sharing. La méthodologie d’audit commune se décompose en plusieurs étapes : 

L’audit initial consiste à évaluer un site de production, préalablement identifié par un profil d’usine. L’audit de suivi a pour but de vérifier que les actions correctives validées par l’enseigne ont été mises en oeuvre. Par convention, le délai de lancement d’un audit de suivi basé uniquement sur le plan d’actions correctives ne pourra excéder douze mois. Au‐delà de cette limite, l’enseigne doit lancer un audit complet. •
Échangeant en toute transparence et avec une grande liberté d’expression. Les membres de l’ICS se rencontrent régulièrement et partagent leurs expériences terrain. Ces échanges se font dans la transparence et permettent à chacun de profiter des recherches, des compétences et des observations des autres membres. • Le référentiel ICS se base sur les législations locales et recommandations de l’OIT et de la Déclaration des Droits de l’Homme. Les législations nationales quant aux droits sociaux et au droit du travail sont hétérogènes et les référentiels internationaux sont multiples. •
Le système d’audit social doit être adapté à la relation que l’enseigne souhaite mettre en place avec son fournisseur et doit viser à une relation de confiance client/fournisseur. 2 ICS is a group of 19 retailers who share: •
A common project Wor king together to sustainably improve
conditions for people at wor k and responsibly support suppliers to make them agents of their own progress. • Effective and reputable tools and process for audit exchanges and data sharing. The joint audit methodology comprises several phases: • The initial audit consists in evaluating a production site previously identified via a factory profile. • The follow‐up audit serves to check that corrective action approved by the retailer was implemented. It is generally agreed that the deadline for launching a follow‐up audit based solely on the corrective action plan may not exceed twelve months. Beyond this deadline, the retailer must launch a full audit. • Transparent discussions with great freedom of expression ICS members meet regularly to share their experiences on the ground. These discussions are transparent and enable each participant to benefit from the research, expertise and observations of the other members. The ICS standard is based on local laws, ILO recommendations and the Declaration of Human Rights. National legislation addressing social and labor rights is diverse and there are many different international standards. 3 Les membres de l’ICS The members of the ICS De haut en bas et de gauche à droite : From top to bottom and from left to right: Frédéric Lecoq (Monoprix), Juliette Bataille (Auchan), Christian Kinnen (Pimkie), Stéphane Bigeast (3 Suisses) Véronique Larose (Okaïdi), Coralie Paris (Casaque) Xavier Beauné (Système U), Christèle Merter (Brice, Jules, Bizzbee), Carole Hommey (ICS) Angelo Cirasaro (Cora), Frédérique Desbarbieux (Pimkie), Virginie Saudrais (Carrefour), Lea Lim (Carrefour) Marine Roville (Carrefour), Emmanuel Morel (Oxybul Eveil et Jeux), Bruno Colombani (Casino), Christine Coudert (Cora), Daniel Bral (Dreamland) Membres ICS non‐présents sur la photo : SCI members absent from the photo: Sylvie Cornu (Jacadi), Andrea Artoni (Conad),Jean‐Pascal Delaunay ( Conforama), Rodney Green (Groupe Adeo) 4 Le point de vue des nouveaux adhérents New member perspectives Il y a 15 ans, au moment de sa création, Casaque achetait moins de 1 M€ en Chine par l’intermédiaire de tradings Hong Kongaises. Désormais, Casaque importe directement 40 millions de pièces chaque année, principalement de Chine. Bien que tout petit acteur dans le commerce international, Casaque, stimulée par la motivation de son équipe, a souhaité s’engager dès 2008 dans une démarche RSE (Responsabilité Sociétale d’Entreprise) : éco‐conception , ISO 14001, actions solidaires en faveur des enfants à travers notre association Solidarikids. Un programme d’audits sociaux Casaque a démarré en 2008, reposant sur 3 piliers : ‐
‐
‐
Préserver l’image de nos clients, grandes marques internationales dans le domaine de la cosmétique et de la distribution Professionnaliser notre métier de concepteur‐approvisionneur Agir concrètement, en cohérence avec nos valeurs et la volonté de placer l’Homme comme principal acteur et principal bénéficiaire de nos actions et résultats. A ce jour, le tiers de nos approvisionnements le sont dans des usines auditées. D’ici 2015, notre objectif est d’atteindre les deux tiers. Dans nos savoir‐faire historiques, ce taux dépasse les 60 % aujourd’hui et notre objectif est d’atteindre les 100%, avec le support de nos équipes locales dédiées exclusivement à l’accompagnement des usines aux audits sociaux et au suivi des plans d’actions correctifs établis avec les tierces parties. Notre motivation à rejoindre et participer à l’ICS est très forte. Notre Comité de Pilotage CASAQUE composé de 3 personnes s’attache à : ‐
‐
‐
Crédibiliser notre démarche d’audits sociaux et lui donner plus de poids, en intégrant un groupement innovant, exigeant et reconnu Partager nos expériences et communiquer notre point de vue d’importateur‐ fournisseur de marques et de distributeurs Participer activement et contribuer à l’avancée de l’ICS. Faire en sorte que l’audit ICS soit une initiative reconnue par tous nos clients et fournisseurs. En quinze ans, nous avons vu se professionnaliser notre métier sous ses aspects de conception et d’amélioration de la qualité. Pour les prochaines années, nous le voyons avancer très significativement sur les axes stratégiques de vitesse et de RSE. Plus que jamais, le respect de l’être humain, qu’il soit consommateur ou producteur, doit rester le fil conducteur de notre action économique ! Frédéric Delloye, directeur général. 5 Fifteen years ago when it was founded, Casaque purchased less than €1 million worth of goods in China, via the intermediary of Hong Kong trading companies. Casaque now directly imports 40 million articles each year, primarily from China. Although a very small player in international trade, Casaque, encouraged by the motivation of its team, elected in 2008 to adopt a CSR (Corporate Social Responsibility) policy: eco‐design, ISO 14001, and solidarity initiatives in support of children via our association Solidarikids. A Casaque social audit program was launched in 2008, with three facets: 


Protect the image of our clients, major international brands in the cosmetics and distribution sectors. Professionalize the designer‐supplier business Take concrete action consistent with our values and with the desire to make people the primary agents and beneficiaries of our actions and achievements. Currently one‐third of our supply is from audited factories. Our goal is to achieve two‐thirds by 2015. In our traditional fields of expertise, this rate exceeds 60% today and our goal is to reach 100%, with the assistance of our local teams dedicated exclusively to supporting factories with social audits and monitoring the corrective action plans established with third parties. We were very motivated to join and participate in the ICS. Our Casaque steering committee of three people is devoted to: Enhancing the status of our social audit policy and giving it greater weight by joining an innovative, demanding and respected group 

Sharing our experiences and communicating our viewpoint as an importer‐supplier for brands and distributors Actively participating in and contributing to the progress of ICS, and ensuring that the ICS audit becomes an initiative recognized by all our customers and suppliers. Over the past fifteen years our business has become increasingly professionalized in terms of design and quality improvement. For the coming years, we aim to see significant progress in the strategic areas of speed and CSR. Now more than ever, respect for human beings, whether consumers or producers, must remain the guiding principle underlying our economic action! Frédéric Delloye, Managing Director. 6 Lorsque nous avons choisi de rejoindre une initiative nous avons rencontré la coordinatrice ICS qui nous a expliqué quels étaient les principes de ce groupe d'échanges, nos futurs droits et futurs devoirs. Nous avons été séduits par l'ouverture d'esprit de chacun des participants, la volonté d'échanger et de faire progresser les conditions de travail, la possibilité de partager les audits réalisés, la grille d'audit et le système de notation communs, ... Depuis notre adhésion, en avril 2012, nous avons pu mesurer à la fois les bénéfices d'avoir rejoint les autres enseignes et les progrès qu'il nous reste à réaliser. Nous souhaitons être une enseigne active et impliquée dans le respect du droit social par nos fournisseurs et souhaitons nous inscrire dans une réelle démarche de progrès. Nous souhaitons en outre participer au déplacement terrain prévu en Chine afin de mesurer l'efficacité d'avoir une démarche commune et concertée d'audits chez nos fournisseurs communs, qui comprennent d'autant mieux l'importance de nos demandes et de nos conseils lorsqu'ils sont partagés par plusieurs de leurs clients qui viennent ensemble dans leurs usines. Christian Kinnen, Chef de Groupe Qualité & RSE When we decided to join an initiative we met with the ICS coordinator, who explained the principles of this work group and our future rights and responsibilities. We were attracted to the open‐mindedness of all the participants, the desire to dialogue and move working conditions forward, the possibility of sharing completed audits, the audit grid and the shared grading system, etc. Since joining in April 2012, we have been able to gauge both the benefits of working together with the other retailers, and the progress that remains to be accomplished. We want to be a brand that is actively involved in our suppliers’ compliance with social rights, and to be part of a true improvement policy. We also want to participate in the planned visit to China to assess the effectiveness of applying a joint, coordinated audit approach with our shared suppliers, who better understand the importance of our requests and advice when they are expressed by several of their clients visiting their factories together. Christian Kinnen, CSR & Quality Head 7 Nos outils Our Tools Les membres de l’ICS utilisent les mêmes supports nécessaires à la réalisation des audits sociaux. Ces outils ne sont pas figés et évoluent dans le temps en fonction des réalités locales. • Code de conduite : Conforme aux recommandations du GSCP (Global Social Compliance Program). Créé à l'initiative des acteurs majeurs de la distribution et de l'industrie, le Global Social Compliance Programme (GSCP) est un programme mené par les sociétés visant à améliorer les conditions de travail et le respect de l'environnement dans les chaînes d'approvisionnement d'envergure mondiale. Le GSCP s'articule autour d'une plateforme d'échange des meilleures pratiques inter‐sectorielles et globales, afin d'offrir plus de transparence et de comparabilité entre les systèmes de conformité sociale et environnementale. • Un document de présentation ICS : Ce document de présentation de la démarche ICS est envoyé au fournisseur avant l’audit afin de présenter les attentes des membres de l’ICS. • Profil d’usine : Le Factory Profile ou Fiche d’identité de l’usine à auditer est un document qui doit être retourné renseigné par le site de production avant l’audit. Il comprend par exemple des informations sur la structure du management, les précédents audits réalisés ou accréditations obtenues ainsi que des informations sur l’organisation des processus de production. • Guide d’exécution : Le guide d’exécution des audits décrit comment les membres de l’ICS attendent que les audits soient réalisés. Ce document décrit les tests à effectuer et montre des exemples de démarches. • Questionnaire d’audit : Le questionnaire d’audit est un référentiel commun couvrant les chapitres suivants : Travail des enfants ‐ Travail forcé ‐ Discrimination‐ Pratiques disciplinaires ‐Harcèlement et mauvais traitement ‐Liberté d’association ‐ Heures de travail et heures supplémentaires – Rémunération et avantages ‐ Santé et sécurité. Le questionnaire est structuré en 8 chapitres, plus un chapitre 0 qui recense la documentation. Ces chapitres sont structurés en 4 parties : • Questions informatives non scorées (réglementations locales et sectorielles). • Questions critiques (disqualifiantes pour le chapitre). • Questions de conformité (réponse oui ou non). • Bonnes pratiques (observations à mentionner). 8 Les critères extraits du référentiel d’audit sont les questions critiques. Il s’agit de la première question de chaque chapitre, elle indique une violation critique de la loi locale. Lorsque la réponse à cette question est « oui » le chapitre entier est noté « D ». L’auditeur passera tout le chapitre en revue pour avoir les informations complémentaires. • Notification d’alerte : La notification d’alerte doit être envoyée à l’enseigne qui a mandaté l’audit sous 24h en cas de violation critique : Présence d’enfants dans l’usine ‐Travail forcé avéré (tel que défini par l’Organisation Internationale du Travail) ‐ Travail sans rémunération avérée ‐ Heures excessives ‐ Preuves de mauvais traitements physiques ou de pratiques disciplinaires excessives ‐ Environnement de travail présentant un risque immédiat pour la santé et /ou la sécurité des travailleurs. • Plan d’actions correctives : À la fin de l’audit, si cela est nécessaire, un plan d’actions correctives est mis en place. Il est établi par l’auditeur en fin d’audit et doit être validé par l’enseigne. Il recense les non conformités et propose des améliorations, ainsi qu’un délai de réalisation. • Une base de données commune : Opérationnelle depuis l’origine de l’Initiative Clause Sociale. Basée sur le respect du principe de confidentialité et gérée par une coordinatrice, cette base de données permet aux enseignes d’échanger sur des résultats d’audits de fournisseurs communs et de dégager les indicateurs pertinents fixant les axes de progrès. 9 Nos outils Our Tools ICS members share the same set of tools to carry out their social audits. These tools are not static, but evolve over time based on local realities. • Code of Conduct: Complies with GSCP (Global Social Compliance Program) recommendations. Created at the initiative of major distribution and industry players, the Global Social Compliance Program (GSCP) is a program implemented by companies who aim to improve working conditions and respect for the environment in their global supply chains. The GSCP is based on a platform for exchanging cross‐sector and global best practices, so as to create more transparency and comparability between systems of social and environmental compliance. • An ICS Presentation Document: This document describing the ICS approach is sent to suppliers before their audit in order to present the expectations of ICS members. • Factory Profile: The factory profile for the factory to be audited is a document that must be filled out and returned by the production site before the audit. It includes, for example, information on the management structure, previously completed audits or accreditations obtained, as well as information about the organization of production processes. • Execution Guide: The audit execution guide describes how ICS members expect the audits to be carried out. This document describes the tests to apply and includes sample approaches. • Audit Questionnaire: The audit questionnaire is a shared standard comprising the following sections: Child Labor – Forced Labor – Discrimination – Disciplinary Practices – Harassment and Mistreatment – Freedom of Association – Working Hours and Overtime – Wages and Benefits – Health and Safety. The questionnaire is divided into eight sections, plus a section 0 which lists the documentation. These sections are divided into four parts: • Non‐graded information questions (local and sector regulations) • Critical questions (disqualifying for the section) • Compliance questions (yes or no answers) • Best practices (observations to be noted) The criteria extracted from the audit standard are the critical questions. This is the first question of each section, indicating a critical violation of local law. When the answer to this question is “yes” the entire section receives a “D” grade. The auditor completes the entire section to gather additional information. 10 • Alert Notification: The alert notification must be sent to the retailer who ordered the audit within 24 hours in the case of a critical violation: Presence of children in the factory – Proven forced labor (as defined by the International Labour Organization) – Proven work without pay – Excessive working hours – Proof of physical mistreatment or excessive disciplinary practices – Working environment presenting an immediate risk for the health and/or safety of workers. • Corrective Action Plans: Upon completion of the audit, if necessary, a corrective action plan is created. It is drawn up by the auditor at the end of the audit, and must be approved by the retailer. It inventories the areas of non‐compliance and proposes improvements, as well as a deadline for completion. • A shared database: Operational since the start of Social Clause Initiative. This database is based on compliance with the principle of confidentiality and is managed by a coordinator. It enables retailers to discuss the results of audits of shared suppliers and to define relevant indicators for progress. 11 Nos groupes de travail Our work groups Les membres de l’ICS ont exprimé le besoin d’intensifier leurs échanges à la suite des constats faits lors du Voyage Terrain au Vietnam en 2011. Au travers d’une revue critique de la démarche (en méthode SWOT Forces Faiblesses Opportunités Menaces), les premiers groupes de travail nécessaires ont été identifiés en 2012 et ont orienté les travaux selon les priorités définies par les membres. Groupe de Travail Outils : Le Groupe de travail a pour objectif une revue critique des outils pour leur amélioration continue. Le Groupe de travail se réunit périodiquement depuis le premier semestre 2012. Les travaux ont permis de mettre en oeuvre des améliorations majeures pour une meilleure réponse aux enjeux contemporains. En 2012, les outils Présentation de l’ICS – Code de Conduite – Fiche d’identité Usine – Questionnaire d’audits et Guide d’exécution des audits ont été repris. Présentation de l’ICS Factory Profile Fiche d’Identité Usine à laquelle a été ajouté une liste des documents qui doivent être préparés par l’usine avant l’audit et présentés lors de l’audit Questionnaire d’audit & Guide de réalisation des audits Le travail réalisé sur le Questionnaire d’audit et sur le Guide de Réalisation des audits s’est concentré sur le Chapitre Santé & Sécurité afin de préciser les questions et la démarche (impliquant une meilleure définition de la répartition des tâches et des responsabilités dans les équipes en situation d’urgence) et de compléter au niveau des auditeurs les recommandations pour la réalisation des audits. Les membres de l’ICS combinent leur expertise afin de définir l’outil adapté à la complexité croissante des sujets traités tout en gardant une lisibilité permettant de travailler sur les criticités majeures. 12 Groupe de Travail Règles de suivi communes : Le groupe de travail Règles de suivi communes a pour objectif de définir les règles de suivi des audits qui seront appliquées uniformément par tous les membres de l’ICS en cas d’identification de non conformité majeure ou de manque d’amélioration du site de production après plusieurs audits de suivi. Il est désormais compris par toutes les parties prenantes que l’amélioration des sites de production n’est possible qu’en agissant en commun et en allant dans le même sens. L’organisation de l’ICS permet aux enseignes d’échanger sur les contraintes qu’elles rencontrent sur le terrain. Le suivi mis en oeuvre peut comprendre une phase d’accompagnement du site de production dans sa volonté d’amélioration mais peut aller jusqu’à l’arrêt des relations commerciales dès lors que le site de production n’améliore pas de manière significative les conditions de travail. Groupe de Travail Monitoring des Prestataires : Le groupe de travail Monitoring des Prestataires a pour objectif de définir les indicateurs de suivi des prestataires avec lesquels travaillent les membres de l’ICS. Les prestataires ( cabinets d’audits ) qui déploient les outils de l’ICS sont les partenaires majeurs des enseignes dans la réalisation de leurs programmes d’audits. La bonne réalisation des campagnes passe par une bonne compréhension de la démarche souhaitée par les enseignes en conformité aux règles définies dans le cadre de l’ICS. Les enseignes échangent régulièrement avec leurs prestataires et travaillent à l’uniformité des méthodes utilisées par les cabinets d’audits au travers des indicateurs de suivi mis en oeuvre par l’ICS. Groupe de Travail Thématique & Pays : Le groupe de travail Thématique & Pays a pour objectif de travailler sur les nouveaux risques identifiés lors des audits dans certains pays ( appel à du travail à domicile, rétention de documents, conditions sociales des travailleurs migrants...) et de définir l’adaptation nécessaire des outils déployés par l’ICS pour identifier et suivre ces risques. La complexité des métiers et l’hétérogénéité des conditions sociales de production font apparaître très régulièrement de nouveaux risques. En 2012, le groupe a travaillé sur le sujet des conditions sociales des populations migrantes en définissant un questionnaire plus détaillé dès lors qu’il est identifié que le site de production emploie un pourcentage important de main d’oeuvre migrante. 13 Nos groupes de travail Our work groups The ICS members expressed the need to intensify their discussions following discoveries made during the Vietnam Field Study in 2011. Based on a critical review of the approach (using the SWOT method – Strengths, Weaknesses, Opportunities and Threats), the initial work groups needed were identified in 2012 and have defined their tasks based on the priorities set by members. Tools work group: This work group is carrying out a critical review of tools for continuous improvement. The work group has met periodically since first‐half 2012. Its work has enabled implementation of major improvements for a better response to current issues. The ICS’s presentation tools – Code of Conduct, Factory Profile, Audit Questionnaire and Audit Execution Guide – were reviewed in 2012. About SCI Factory profile The factory profile, to which was added a list of documents that must be prepared by the factory before the audit for presentation during the audit. Audit Questionnaire & Audit Execution Guide Work on the audit questionnaire and audit execution guide was focused on the Health & Safety section so as to detail the questions and approach (better defining the assignment of tasks and responsibilities within the teams in emergency situations) and supplement the recommendations to auditors for audit execution. The SCI members share their expertise to define the tool best suited to the growing complexity of topics addressed, while maintaining clarity that enables a focus on the most critical areas. 14 Shared Follow‐up Rules work group: The Shared Follow‐up Rules work group aims to define the rules for monitoring audits that will be applied uniformly by all ICS members in the case of identification of major non‐compliance or absence of improvement of a production site after several follow‐up audits. It is now understood by all stakeholders that improvement at production sites is only possible through joint action towards the same goal. The organization of the ICS enables retailers to discuss the barriers they encounter in the field. Follow‐up may include a phase of support for the production site in its improvement process, and may go so far as to terminate commercial relations if the production site does not significantly improve working conditions. Provider Monitoring work group: The Provider Monitoring work group aims to define indicators for monitoring the providers who work with ICS members. The providers (audit agencies) who use the ICS tools are the primary partners for the retailers in executing their audit programs. Proper execution of campaigns requires a good understanding of the approach desired by the retailers, in compliance with the rules defined in the framework of the ICS. The retailers regularly communicate with their providers and work on standardizing the methods used by the audit agencies via the monitoring indicators adopted by the ICS. Theme & Country work group: The Theme & Country work group aims to address the new risks identified during audits in some countries (demand for home working, document retention, social conditions of migrant workers, etc.) and to define the necessary adaptations for the tools used by the ICS to identify and monitor these risks. The complexity of the businesses and the variety of social conditions in production regularly lead to the appearance of new risks. In 2012, the group addressed the topic of the social conditions of migrant populations by requiring a more detailed questionnaire once it is indicated that the production site employs a significant percentage of migrant workers. 15 Nos défis 2013 Our 2013 challenges OBJECTIFS
2013
16 Nos défis 2013 Our 2013 challenges Our tools 
The ICS is working on defining an organization suited to its scope of action and approach. 
The ICS is evaluating its tools and methodologies with regard to the GSCP standard. 
The ICS approach remains open to dialogue with other initiatives. Our organization 
In a continuous improvement approach, the ICS will continue to review and align its entire set of standardized tools. 
The ICS is focusing on identifying Health & Safety risks. 
The ICS is working on applying shared rules for audit follow‐up. 
The work groups will add to the topics addressed: subcontracting, home working, traceability within the industry, etc. Our joint actions 
Identifying the production sites shared by ICS member retailers helps increase site monitoring. 
The retailers cooperate to support these production sites together in their improvement process. 
The retailers continue to share their experiences and realities in the field. 17 Notre Code de Conduite Our code of conduct Chaque membre de l’Initiative Clause Sociale (3 Suisses, groupe Adeo, Auchan, Bizzbee, BHV, Brice, Carrefour, Casaque, Casino, Dreamland, Conforama, Conad, Cora, Jacadi, Jules, Monoprix, Okaidi, Oxybul éveil et jeux, Pimkie et Système U) attend de ses fournisseurs qu’ils respectent le code de conduite ICS, étant entendu que ce dernier peut être complété par le propre code de conduite du détaillant. Les clauses de l’ICS s’inspirent des principales conventions et recommandations de l’OIT (voir la liste en fin du document) et de la Déclaration Universelle des Droits de l’Homme. En signant ce code, le fournisseur s’engage à s’y conformer et à obtenir de ses propres sous‐
traitants et partenaires qu’ils agissent de même. Travail des enfants 1. Les fournisseurs prennent les engagements suivants : a. respecter l’âge minimum d’admission à tout type d’emploi ou de travail fixé par la législation nationale et n’employer aucun enfant en deçà de l’âge minimum requis pour quitter le système scolaire et, en tout état de cause, aucun enfant de moins de 15 ans ; b. si, toutefois, l’âge minimum légal du travail est fixé localement à 14 ans, conformément aux exceptions des pays en voie de développement de la Convention n° 138 de l’OIT, celui‐ci s’appliquera. 2. Les fournisseurs ne recruteront ni n’exploiteront aucun enfant, de quelque manière que ce soit. Si la présence d’enfants est constatée sur le site de production (hors garderie), le fournisseur cherchera une solution raisonnable et satisfaisante, en privilégiant toujours l’intérêt de l’enfant. 3. Les fournisseurs n’emploieront aucun jeune travailleur de moins de 18 ans en équipe de nuit, ou dans des conditions susceptibles de compromettre sa santé, sa sécurité ou son intégrité morale et/ou d’être préjudiciable à son développement physique, mental, spirituel, moral ou social conformément à la Convention n° 182 de l’OIT. Travail forcé 1. Tout travail sera effectué sur la base du volontariat, et non sous la menace d’une pénalité ou d’une sanction quelle qu’elle soit. 2. Il est interdit de recourir au travail forcé, obligatoire ou non rémunéré sous toutes ses formes, y compris le travail pénitentiaire autrement que de la manière prévue par la Convention n° 29, ainsi qu’aux heures supplémentaires non rémunérées. 3. Les fournisseurs n’exigeront pas des travailleurs qu’ils déposent des cautions/garanties financières d’un montant déraisonnable et ne confisqueront aucun document d’identité (passeport, carte d’identité, etc.). Le versement des salaires ne sera pas abusivement retardé. 4. Le travail en servitude est interdit. Les fournisseurs n’auront recours à aucune forme de travail en servitude ni n’autoriseront ou n’encourageront les travailleurs à s’endetter par le biais de frais de recrutement ou par d’autres moyens. 5. Le travail « sous contrat non résiliable » est interdit. Les fournisseurs respecteront le droit des travailleurs à résilier leur contrat après un préavis légal et à quitter le lieu de travail et l’usine après leur service. Discrimination 1. Les fournisseurs respecteront les principes d’équité en matière de recrutement, de rémunération, d’accès à la formation, de promotion, de résiliation et de départ à la retraite. 2. Les fournisseurs ne pratiqueront, n’encourageront ni ne tolèreront, en matière de recrutement, d’embauche, de formation, de conditions de travail, d’affectations, de rémunération, d’avantages, de promotions, de discipline, de résiliation ou de départ à la retraite, aucune discrimination fondée sur le sexe, 18 l’âge, la religion, la situation familiale, la race, la caste, le contexte social, la maladie, le handicap, la grossesse, l’origine nationale et ethnique, la nationalité, l’appartenance à une organisation de travailleurs (y compris un syndicat), l’affiliation politique, les préférences sexuelles ou toute autre caractéristique personnelle. 3. Les conditions d’emploi de tout individu seront fonction de ses compétences, et non de ses caractéristiques ou croyances personnelles. Mesures disciplinaires, harcèlement ou mauvais traitements 1. Les fournisseurs traiteront tous les travailleurs avec respect et dignité. 2. Les fournisseurs ne pratiqueront ni ne tolèreront aucun harcèlement moral ou physique ni aucun abus, quel qu’il soit. 3. Les fournisseurs élaboreront des procédures disciplinaires écrites, qui seront clairement expliquées aux travailleurs. Toutes les mesures disciplinaires seront consignées. Liberté d’association 1. Les travailleurs auront le droit de créer leur syndicat ou d’adhérer à celui de leur choix et de négocier collectivement, sans l’autorisation préalable de leur direction. Les fournisseurs ne devront pas gêner, empêcher ou interférer avec ces activités légitimes. 2. Lorsque la loi restreint ou interdit la liberté d’association et la négociation collective, les fournisseurs ne s’opposeront pas à toute autre forme de représentation et de négociation libre et indépendante, conformément aux conventions de l’OIT. 3. Les fournisseurs s’abstiendront de toute discrimination ou sanction à l’égard des représentants des travailleurs ou des membres de syndicat en raison de leur appartenance ou affiliation à un syndicat ou de leur activité syndicale légitime, conformément aux conventions de l’OIT. 4. Les fournisseurs autoriseront les représentants des travailleurs de l’entreprise à accéder au lieu de travail dans le cadre de leur fonction de représentation, conformément aux conventions de l’OIT. Durée du travail 1. Les fournisseurs fixeront une durée du travail conforme à la législation nationale et aux conventions de l’OIT, en appliquant toujours celle qui offre la meilleure protection en matière de santé, de sécurité et de bien‐être des travailleurs. 2. Les fournisseurs respecteront une durée de travail hebdomadaire standard de 48h, hors heures supplémentaires. Ils n’exigeront pas des travailleurs qu’ils effectuent régulièrement plus de 48 heures par semaine. 3. Les heures supplémentaires seront effectuées sur la base du volontariat, n’excèderont pas 12 (douze) heures par semaine et n’auront pas une fréquence régulière. 4. Les fournisseurs respecteront le droit de tous les travailleurs à au moins un jour de repos tous les 7 (sept) jours, ainsi qu’à des congés payés annuels et aux jours fériés locaux et nationaux prévus par la législation locale. Salaires et prestations 1. Les fournisseurs paieront à leurs employés des salaires, heures supplémentaires, prestations et congés payés équivalents ou supérieurs aux minima légaux et/ou aux normes du secteur et/ou à ceux prévus par les conventions collectives (les montants les plus élevés étant applicables). 2. Consciente de l’importance fondamentale de la rémunération pour les travailleurs et les personnes à leur charge, l’ICS attend de ses fournisseurs qu’ils considèrent le salaire minimum légal non pas comme une fin en soi, mais simplement comme un seuil, non pas à atteindre, mais à dépasser, l’objectif ultime étant que cette rémunération suffise à couvrir les besoins essentiels des travailleurs tout en garantissant un revenu libre. 19 3. Les fournisseurs appliqueront aux heures supplémentaires un taux majoré pour tous les travailleurs, comme prévu par la loi et, le cas échéant, les conventions. 4. Les fournisseurs seront redevables de toutes les prestations prévues par la loi à tous les travailleurs, y compris les congés payés. 5. Les fournisseurs n’effectueront aucune déduction sur salaire non autorisée ou non prévue par la législation nationale. Ils n’appliqueront aucune retenue sur salaire à titre de sanction disciplinaire. 6. Les fournisseurs communiqueront par écrit à tous les travailleurs des informations claires sur leurs conditions d’emploi, y compris les salaires, avant qu’ils ne débutent le travail. Des informations détaillées sur le salaire seront également données à chaque paiement de salaire. 7. Le travail sera effectué dans le cadre d’une relation reconnue, établie conformément à la législation nationale et aux conventions de l’OIT (le texte offrant la meilleure protection étant applicable). 8. La sous‐traitance de main‐d’œuvre, de travaux ou de services, ou les arrangements concernant le travail à domicile, les programmes d’apprentissage lorsqu’il n’existe pas de réelle intention de transmettre des compétences ou d’offrir un emploi régulier, le recours excessif aux contrats à durée déterminée, ou toute autre disposition similaire, ne seront pas utilisés dans le but de se soustraire aux obligations de l’employeur prévues par le droit du travail ou le code de la sécurité sociale et découlant d’une relation de travail régulière. Santé et sécurité Les clauses suivantes seront définies plus précisément afin de prendre en compte les conditions de travail et les risques propres aux différentes industries, conformément aux principes applicables en matière de santé et de sécurité : 1. Les fournisseurs veilleront à la sécurité et la salubrité de tous les espaces de travail et résidentiels ; ils définiront et mettront en œuvre des procédures claires afin de réglementer l’hygiène et la sécurité sur le lieu de travail. 2. Les fournisseurs prendront des mesures adéquates pour prévenir les accidents et les atteintes à la santé découlant de, liés à ou survenant au cours de l’activité professionnelle, en limitant autant qu’il est raisonnablement possible les causes des risques inhérentes à l’environnement de travail. Ils mettront à la disposition des travailleurs l’équipement de protection individuelle adéquat, si nécessaire. 3. Les fournisseurs mettront à disposition des installations et une assistance médicales appropriées. 4. Les fournisseurs garantiront aux travailleurs l’accès à des sanitaires propres, ainsi qu’à de l’eau potable et, si nécessaire, à des équipements sanitaires pour la préparation des repas et le stockage des denrées alimentaires. 5. Les fournisseurs veilleront à la sécurité et la salubrité des espaces résidentiels éventuellement mis à la disposition des travailleurs. 6. Les fournisseurs désigneront un responsable des questions de santé et de sécurité parmi les membres de la direction. 7. Les fournisseurs veilleront à ce que les travailleurs et les membres de la direction reçoivent régulièrement une formation à la santé et la sécurité ; cette formation sera renouvelée pour tous les employés et membres de la direction nouvellement embauchés ou réaffectés. 8. Les fournisseurs prendront des mesures adéquates de lutte contre les incendies et veilleront à la solidité, la stabilité et la sécurité des bâtiments et équipements, y compris les espaces résidentiels, le cas échéant. 9. Les fournisseurs veilleront à ce que les travailleurs et les membres de la direction reçoivent une formation suffisante dans les domaines suivants : gestion des déchets, manipulation et élimination des substances chimiques et autres matériaux dangereux. 20 ANNEXE 


Les fournisseurs sont tenus de respecter : i) les normes internationales fondamentales du travail, telles que définies par la Déclaration de l’OIT relative aux principes et droits fondamentaux au travail et son suivi : ‐ Convention n° 87 sur la liberté syndicale et la protection du droit syndical, 1948 ‐ Convention n° 98 sur le droit d’organisation et de négociation collective, 1949 ‐ Convention n° 29 sur le travail forcé, 1930 ‐ Convention n° 105 sur l’abolition du travail forcé, 1957 ‐ Convention n° 138 sur l’âge minimum, 1973 ‐ Convention n° 182 sur les pires formes de travail des enfants, 1999 ‐ Convention n° 100 sur l’égalité de rémunération, 1951 ‐ Convention n° 111 concernant la discrimination (Emploi et profession), 1958 ii) les autres normes internationales du travail applicables, telles que : ‐ L’appel de l’OIT en faveur du travail décent ‐ Convention n° 1 sur la durée du travail (industrie), 1919 ‐ Convention n° 14 sur le repos hebdomadaire (industrie), 1921 ‐ Convention n° 95 sur la protection du salaire, 1949 ‐ Convention n° 131 sur la fixation des salaires minima, 1970 ‐ Convention n° 135 concernant les représentants des travailleurs, 1971 ‐ Convention n° 155 sur la sécurité et la santé des travailleurs, 1981 ‐ Convention n° 161 sur les services de santé au travail, 1985 ‐ Recommandation n° 85 sur la protection du salaire, 1949 ‐ Recommandation n° 116 sur la réduction de la durée du travail, 1962 ‐ Recommandation n° 135 sur la fixation des salaires minima, 1970 ‐ Recommandation n° 164 sur la sécurité et la santé des travailleurs, 1981 ‐ Recommandation n° 184 sur le travail à domicile, 1996 ‐ Recommandation n° 190 sur les pires formes de travail des enfants, 1999 iii) la législation nationale et/ou locale applicable. Les clauses de ce code de référence constituent des exigences minimum, et non des exigences maximum. Ce code de référence ne sera pas utilisé pour empêcher la mise en œuvre de conditions plus favorables que celles prévues par les normes internationales du travail et/ou les législations nationales et/ou locales. 21 Notre Code de Conduite Our code of conduct Each member of the Initiative Clause Sociale: 3 Suisses, Adeo groupe, Auchan, Bizzbee, BHV, Brice, Carrefour, Casaque, Casino, Dreamland, Conforama, Conad, Cora, Jacadi, Jules, Monoprix, Okaidi, Oxybul éveil et jeux, Pimkie and Système U requests its suppliers to be compliant with the ICS code of conduct, which one can be completed with a retailer’s own detailed Code of Conduct. Clauses of the ICS are based on the main ILO conventions and recommendations (see list at the end of the document) and on the Universal Declaration of Human Rights. By signing this code, supplier undertakes to conform to it and commits to having it respected by its own subcontractors and partners. Child labour 1. Suppliers shall comply with: a. the national minimum age for admission to employment or work in any occupation and should not be less than the age for completing compulsory schooling and, in any case, not be inferior to 15 years old; b. If however, the local legal minimum age is set at 14 years of age in accordance with ILO Convention 138 developing country exceptions, this lower age may apply. 2. Suppliers shall neither recruit nor exploit children in any way. If children are found on production site, (except in a childcare room), the supplier shall seek a sensitive and satisfactory solution that puts the best interests of the child first. 3. Suppliers shall not employ young workers under the age of 18 years old at night, or in conditions which could jeopardize their health, their safety or their moral integrity, and/or which could harm their physical, mental, spiritual, moral or social development in accordance with ILO Convention 182. Forced labour 1. All work must be conducted on a voluntary basis, and not under threat of any penalty or sanctions. 2. The use of forced or compulsory or unpaid labour in all its forms, including prison labour when not in accordance with Convention 29, and unpaid overtime work, is prohibited. 3. Suppliers shall not require workers to make unreasonable deposits/financial guarantees and shall not confiscate identity documents off any worker (such as passports, identity cards, etc.). No abusive delayed payment of wages shall occur. 4. Bonded labour is prohibited. Suppliers shall not use any form of bonded labour nor permit or encourage workers to incur debt through recruitment fees or other means. 5. Indentured labour is prohibited. Suppliers shall respect the right of workers to terminate their employment after legal notice. Suppliers shall respect the right of workers to leave the workplace and factory after their shift. Discrimination 1. Suppliers shall respect equal opportunities in terms of recruitment, compensation, access to training, promotion, termination or retirement. 2. Suppliers shall not engage in, support or tolerate discrimination in employment including recruitment, hiring, training, working conditions, job assignments, pay, benefits, promotions, discipline, termination or retirement on the basis of gender, age, religion, marital status, race, caste, social background, diseases, disability, pregnancy, ethnic and national origin, nationality, membership in worker organizations including unions, political affiliation, sexual orientation, or any other personal characteristics. 22 3. Suppliers shall base all terms and conditions of employment on an individual's ability to do the job,not on the basis of personal characteristics or beliefs. Disciplinary practices, harassment or ill treatments 1. Suppliers shall treat all workers with respect and dignity. 2. Suppliers shall not engage in or tolerate bullying, harassment or abuse of any kind. 3. Suppliers shall establish written disciplinary procedures and shall explain them in clear and understandable terms to their workers. All disciplinary actions shall be recorded. Freedom of association 1. Workers have the right to join or form trade unions of their own choosing and to bargain collectively, without prior authorization from suppliers’ management. Suppliers shall not interfere with, obstruct or prevent such legitimate activities. 2. Where the right to freedom of association and collective bargaining is restricted or prohibited under law, suppliers shall not hinder alternative forms of independent and free workers representation and negotiation, in accordance with ILO conventions. 3. Suppliers shall not discriminate against or otherwise penalise worker representatives or trade union members because of their membership in or affiliation with a trade union, or their legitimate trade union activity in accordance with ILO conventions. 4. Suppliers shall give internal worker representatives access to the workplace in order to carry out their representative functions in accordance with ILO conventions. Working hours 1. Suppliers shall set working hours that comply with national laws and ILO conventions, whichever affords greater protection to ensure the health, safety and welfare of workers. 2. Suppliers shall respect that the standard allowable working hours in a week are 48, excluding overtime. Workers shall not on a regular basis be required to work in excess of 48 hours per week. 3. Overtime shall be voluntary and shall not exceed 12 (twelve) hours per week and shall not be requested on a regular basis. 4. Suppliers shall respect all workers right to at least one rest day in every 7 (seven) days period as well as annual paid leave period and public national and local holidays as per local regulations. Wages and benefits 1. Suppliers must compensate their workers by providing wages, overtime pay, benefits and paid leave which respectively meet or exceed legal minimum and/or industry benchmark standards and/or collective agreements, whichever is higher. 2. Acknowledging the fundamental nature of remuneration for workers and those who are dependent on them, ICS expects that its suppliers should not consider the legal minimum wage as an end in itself, but as a mere threshold not to be reached but to be exceeded, the goal sought being that this remuneration should be able to cover their basic needs whilst guaranteeing them a discretionary income. 3. Suppliers shall always compensate all workers for all overtime at a premium rate, as required by law and, where applicable, by contractual agreement. 4. The supplier shall provide all legally required benefits, including paid leave, to all workers. 5. Suppliers shall not make any deductions from wages which are unauthorised or not provided for by national law. Suppliers shall not make any deduction from wages as a disciplinary measure. 6. Suppliers shall provide all workers with written and understandable information about their employment conditions, including wages, before they enter into employment; and about details of their wages for the pay period concerned each time they are paid. 23 7. Work performed must be on the basis of a recognised employment relationship established in compliance with national legislation and ILO conventions, whichever affords the greater protection. 8. Labour‐only contracting, sub‐contracting or home‐working arrangements, apprenticeship schemes where there is no real intent to impart skills or provide regular employment, excessive use of fixed term contracts of employment, or any comparable arrangements shall not be used to avoid obligations to workers under labour or social security laws and regulations arising from the regular employment relationship. Health and Safety Provisions under Health and Safety shall be further defined to cater for specific conditions and related hazards pertaining to different industries, in accordance with the relevant applicable Health & Safety principles: 1. Suppliers shall provide safe and clean conditions in all work and residential facilities and shall establish and follow a clear set of procedures regulating occupational health and safety. 2. Suppliers must take adequate steps 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. Appropriate and effective personal protective equipment shall be provided as needed. 3. Suppliers shall provide access to adequate medical assistance and facilities. 4. Suppliers shall provide all workers with access to clean toilet facilities and to drinkable water and, if applicable, sanitary facilities for food preparation and storage. 5. Suppliers shall ensure that residential facilities for workers, where provided, are clean and safe. 6. Suppliers shall assign the responsibility for health and safety to a senior management representative. 7. Suppliers shall provide regular and recorded health and safety training to workers and management, and such training shall be repeated for all new or reassigned workers and management. 8. Suppliers shall provide adequate safeguards against fire, and shall ensure the strength, stability and safety of buildings and equipment, including residential facilities where provided. 9. Suppliers shall undertake sufficient training of workers and management in waste management, handling and disposal of chemicals and other dangerous materials. ANNEXE  Suppliers are required to comply with: i) Fundamental international labour standards as defined by the ILO Declaration on Fundamental Principles and Rights at Work and its Follow‐up: ‐ C87, Freedom of Association and Protection of the Right to Organise Convention, 1948 ‐ C98, Right to Organise and Collective Bargaining Convention, 1949 ‐ C29, Forced Labour Convention, 1930 ‐ C105, Abolition of Forced Labour Convention, 1957 ‐ C138, Minimum Age Convention, 1973 ‐ C182, Worst Forms of Child Labour Convention, 1999 ‐ C100, Equal Remuneration Convention, 1951 ‐ C111, Discrimination (Employment and Occupation) Convention, 1958 ii) Other applicable international labour standards, such as: ‐ The ILO call for Decent Work ‐ C1, Hours of Work (Industry) Convention, 1919 ‐ C14, Weekly Rest (Industry) Convention, 1921 ‐ C95, Protection of Wages Convention, 1949 ‐ C131, Minimum Wage Fixing Convention, 1970 ‐ C135, Workers' Representatives Convention, 1971 24 

‐ C155, Occupational Safety and Health Convention, 1981 ‐ C161, Occupational Health Services Convention, 1985 ‐ R85, Protection of Wages Recommendation, 1949 ‐ R116, Reduction of Hours of Work Recommendation, 1962 ‐ R135, Minimum Wage Fixing Recommendation, 1970 ‐ R164, Occupational Safety and Health Recommendation, 1981 ‐ R184, Home Work Recommendation, 1996 ‐ R190, Worst Forms of Child Labour Convention Recommendation, 1999 iii) applicable national and/ or local legislation. In all instances, the international labour standard, national and/or local legislation which affords the highest level of protection shall apply. The provisions of this reference code constitute minimum and not maximum standards. This reference code shall not be used to prevent international labour standards or national and/orlocal legislations from being exceeded. 25 $%&#'()'*+,-./&#
!
!
!"#$%&'%()*+#,$
! !!
31/'4.-#).#5.)# !!
39;</'-#
!!
3/;-(,'(-#
!!
>+(;9+)-&?#
!!
>.9;+/'-#
!!
0+2@%);-#
!!
0?'(-#
!!
0%9%2@'-#
!!
H;IG,-#
!!
H4.+,-./#
!!
K?+(+#
!!
M%(;#N%(;#
!!
M%(;/'-#
!!
R()-#
!!
R()%(<&'-#
!!
R&9+()-#
!!
S%/)+('-#
!!
N-(I+#
!!
8+)+;+&*+/#
!!
!
! !
-+*).$ !!
6# !!
!
0%(1%/2-#
/+01.%)&*$$
7#
6# !!
!# !!
7#
6:!# !!
A# !!
"!#
A# !!
6FE=# !!
6#
!#
A#
66F#
A# !!
F# !!
A#
!# !!
6# !!
6#
6# !!
6# !!
7#
6F!# !!
E# !!
:6#
6# !!
6# !!
7#
6# !!
!# !!
7#
!
!
A#
7#
6#
!#
6#
6#
#
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!
$%(#0%(1%/2-##
2+*$(+01.%)&*#
6#
6#
7#
"7#
7#
!#
6A"A#
7#
6#
6#
6#
6#
7#
"6#
=#
6#
7#
6#
6#
#
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
8+9+'&'-#
-+*).$ !!
"# !!
8+/%*#
8+./'*-#
$+2'@'-#
B.;+()+#
C+D'&,+(#
C?'9'GG'(-&#
C%9%;(-#
C</%.#
J%.2+('-#
5/'#L+(D+#
O+PQ+(#
O*?<4.'-#
O?+P9+()-#
O.('&'-#
O./4.'-#
T/.;.+I#
U'-,(+2#
R&/+-9#
5-I*?-99-&#
0%(1%/2-#
/+01.%)&*##
!#
6=# !!
6# !!
:#
6# !!
A# !!
7#
:A# !!
!# !!
AE#
F# !!
6# !!
F#
A# !!
=# !!
A#
67# !!
!# !!
=#
!:# !!
67# !!
6A#
"6# !!
6# !!
F6#
A"# !!
6# !!
6F#
6# !!
7#
7#
7#
!#
7#
A#
!#
"#
6#
6#
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
!!
$%(#0%(1%/2-#
2+*$(+01.%)&*$$
:#
66#
6#
6#
A#
!F#
7#
7#
6#
7#
F#
A#
7#
6A#
!#
F7#
7#
!F#
7#
6#
!
!!
##################$-+*).$$$$$$$$$$$$$$$$$$$$$$$$
!!
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$/+01.%)&*#
O%,+9# ################!66=#
###
#
!!!!!!!!!!!!!!!!!!!!F!6#
"#$!
%#&'()*+$!
#########################$$2+*$(+01.%)&*$$
!!
#
#
###############################6:E6!
,#&'()*+$!
!
!
!"#
!
Bilan des enseignes Retailer reviews Number of audits performed since joining the ICS 132 audits: 99 initial audits • 33 follow‐up audits Number of audits performed in 2012 24 audits: 21 initial audits • 3 follow‐up audits COUNTRIES INVOLVED Pakistan • Bangladesh • India • China • Morocco • Tunisia • Turkey • Vietnam SECTORS Textiles • Furniture • Gifts AUDIT CONCLUSIONS The results of these audits are in line with those from previous years: 42% with a B grade, 20% with a C grade, 38% with a D grade. The main instances of non‐compliance concerned the safety, wages and working hours sections. In 2011, 3 Suisses decided to launch second‐degree audits, honoring a commitment made at the end of 2010 and involving audits of Belgian and French importer suppliers. These audits were more difficult to perform than the audits on our direct suppliers (information access issues). Overall, the results were neither significantly better nor significantly worse than those of our first‐degree suppliers. CORRECTIVE ACTIONS CARRIED OUT The majority of audits conducted in 2012 were unannounced initial audits. This is mainly due to the fact that 50% of our audits in 2011 were follow‐up audits, and that many of our suppliers audited in 2011 have been re‐audited by another ICS brand. Corrective action plans are presented and explained to suppliers on the evening of the audit. Our agents and offices continue to implement these corrective actions throughout the year. Our buyers are informed of any instances of non‐compliance and, where required, place pressure on the suppliers to remedy these during negotiations. For second‐degree audits, as we are not the direct clients of the factories covered by the audits, we need to develop and learn a new way of communicating with these suppliers. However, it is clear that none of the issues have yet been resolved and that much work remains to be done. AUDIT SCHEDULE AND OUTLOOK FOR 2013
We are planning to conduct 20 audits in 2013, of which nine should be follow‐up audits. We plan to continue conducting unannounced audits and second‐degree audits. 27 Number of audits performed since joining the ICS 220 audits: 169 initial audits • 51 follow‐up audits Number of audits performed in 2012 73 audits: 69 initial audits • 4 follow‐up audits COUNTRIES INVOLVED China • Vietnam SECTORS
Decoration • Sanitary products • Tools • Gardening • Electrical products • Wood AUDIT CONCLUSIONS
The working conditions of around 30,000 workers were covered in our audits, on sites of varying sizes up to 5,000 workers. Ninety‐three percent of the audits were carried out in China. Grades achieved by the factories were relatively stable between 2011 and 2012: ‐ 0% A (2011: 0% ) ‐ 30% B (2011: 33% ) ‐ 46% C ( 2011: 46% ) ‐ 22% D ( 2011: 21%) The percentage of alert notifications increased slightly from 58% of audits in 2011 to 63% in 2012, the overall number increasing to 48 alerts. Health and safety issues were the major reason behind the majority of the alerts. Our company applied its first “access denied” in 2012. The factory concerned, after receiving a D grade in September, was re‐audited unannounced and access denied. However, this factory has since achieved a B grade through dialogue and discussion. This example demonstrates that Adeo will continue to seek to work with suppliers so that they achieve compliance as opposed to a policy of removal from our supplier base. The latter approach will only take place in extremely critical circumstances and with an attitude of non‐cooperation by the management of the factory concerned. It was also noted that identifying the actual location where our products are manufactured is becoming more difficult due to the use of sub‐contracting and the mushrooming of new production sites, making the organization of our audit program increasingly complex.
CORRECTIVE ACTIONS CARRIED OUT
2012 was a dynamic year involving: ‐ Creation of a working group to structure the possible courses of action to take with regard to non‐compliance ‐ Benchmarking of players in the home decoration market to contrast and compare our actions on the social audit issue ‐ Proposal of a social code of conduct to clarify Adeo’s requirements ‐ Implementation of a social audit training program for more than 80 personnel in our Chinese offices ‐ Joint actions between our Buyers, offices and suppliers to achieve compliance through systematic tracking of Corrective Action Plans. AUDIT SCHEDULE AND OUTLOOK FOR 2013 80 ‐ 100 audits, both initial and follow‐up. The number of audits in 2013 will be maintained or increase slightly, possibly involving more diverse coverage of our suppliers in more countries (India, Indonesia). Adeo will continue to look at various avenues for improving audit results: continue training with our overseas offices, expand the use of semi‐announced audits, explore the possibility of auditing the factories of European‐based importers who supply Adeo, update contractualization of our expectations on this subject with our suppliers. The majority of 2013 audits will be follow‐up audits to the 2012 program and will involve primarily manufacturers of our Own Brand. 28 Number of audits performed since joining the ICS
1037 audits: 798 initial audits • 239 follow‐up audits
Number of audits performed in 2012
143 audits: 109 initial audits • 34 follow‐up audits
COUNTRIES INVOLVED
Bangladesh • Bulgaria • China • Egypt • India • Madagascar • Morocco • Pakistan • Sri Lanka • Thailand • Turkey SECTORS
Childcare • Decoration • Food • Furniture • Household • Shoes • Sport • Stationary • Textile • Toy
AUDIT CONCLUSIONS Auchan continued to reinforce social assessment of its factories in 2012 based on internal evaluations and ICS social audits. More than 400 internal assessments have been performed by our sourcing offices. This year we developed a training course for our compliance team concerning the audit methodology for all our sourcing offices. At the same time the number of external ICS audits was maintained in 2012 compared with 2011. China accounts for 65% of the social audits performed in our global program, India 12.5% and Bangladesh 11%. Auchan extended its social audits to other countries, for 11.5% of the total. In Bangladesh 100% of our factories have an ICS audit (within the past three years). CORRECTIVE ACTIONS CARRIED OUT
Auchan‘s internal policy dictates that an acceptable social assessment be completed for every production site before approving the supplier. In Auchan’s code of business ethics, we inform suppliers that we evaluate their factory with regard to international legal requirements. Of all social audits, 75% were performed in the textile industry and 25% in non‐food sectors. Following completion of a social audit, the factory is contacted and the CAP is discussed with suppliers. The report may mention every identified non‐compliance, minor or major. Forty percent of audits performed in 2012 required an external follow‐up on site. For the other 60%, the Auchan compliance team is in charge of contacting the manager of the factory and arranging for the CAP if necessary. Improvements are verified via a desk audit, and/or site visits. The main corrective actions remain non‐compliance with authorized overtime and failure to pay overtime at the legal rate. Corrective actions were also carried out with regard to health and safety criteria. In 2012 we were particularly vigilant with regard to fire safety risk in Bangladesh (e.g. blocked emergency exit, lack of fire safety training, etc.). In several countries Auchan has terminated business with certain factories, which did not comply with their local regulations. Concerning improvement processes, Auchan has a strong internal process to re‐approve any supplier which has implemented its CAP and can prove its compliance with social requirements.
AUDIT SCHEDULE AND OUTLOOK FOR 2013 In 2013 Auchan will continue working on a joint approach based on our benchmark tools, actions in the sourcing countries, participation in the GSCP expert work group, the ICTI Care process (toy industry), and ICS. Auchan will keep strengthening the health and safety criteria in the ICS questionnaire. Internal evaluations, visits and social audits will be completed to verify the respect for workers’ social rights.
29 Number of audits performed since joining the ICS (Figures for HappyChic • Bizzbee, Brice, Jules)
515 audits: 297 initial audits • 218 follow‐up audits
Number of audits performed in 2012 143 audits: 78 initial audits • 65 follow‐up audits
COUNTRIES INVOLVED
Bangladesh • China • India • Turkey • Morocco • Pakistan.
SECTORS
Textile
AUDIT CONCLUSIONS In 2012 we continued to support all our suppliers in a procedure to improve the working conditions of their employees. Therefore, 45% of 2012 social audits were follow‐up audits. We scheduled social audits mainly in Asian countries, to cover more than half of the quantities we produced: • 49% in China • 19% in Bangladesh • 13% in Turkey • 9% in India • 6% in Pakistan Furthermore, we directed special focus on Bangladesh: for safety reasons we chose to verify 100% of our production sites to analyze the safety conditions. After analyzing the social results, it appears that the key issue is lack of training for both management and employees. For the social audit campaign as a whole, the major areas of non‐compliance remain wages and benefits, and working hours, mainly concerning overtime.
CORRECTIVE ACTIONS CARRIED OUT The social audit is just a tool for measuring the social situation at one specific moment. Our local team in China and our international quality auditors devoted much time to implementing corrective actions with our suppliers in their production units. We strongly focused our communication with all our suppliers on improving working conditions, and not only on specific areas of non‐compliance. AUDIT SCHEDULE AND OUTLOOK FOR 2012 175 audits: 100 initial audits • 75 follow‐up audits. Safety and security are our main priorities for 2013. Every buyer and quality auditor is focused on this specific point. We want to implement dedicated training for all of our suppliers in Bangladesh. We also decided to test capacity building with some of our key suppliers to develop a win‐win partnership. We are convinced that establishing a long‐
term relationship of trust with our suppliers will successfully contribute to improving the working conditions of employees. 30 Number of audits performed since joining the ICS 6862 audits: 4745 initial audits • 2117 follow‐up audits Number of audits performed in 2012 1059 audits: 614 initial audits • 445 follow‐up audits COUNTRIES INVOLVED China • India • Bangladesh • Vietnam • Pakistan • Thailand • Cambodia • Indonesia • Paraguay • Turkey • Sri Lanka • Bulgaria • Tunisia • Uruguay • Poland • Taiwan • Hungary • Cyprus • Morocco • Argentina • Island • Namibia • Czech Republic • Singapore. SECTORS Textile • Shoes • Toys • Furniture • Sport goods • Leisure • Stationary • Electronics • Food • Cars Products • DIY • Outdoor • Decoration • Kitchen wares AUDIT CONCLUSIONS Social audits were all unannounced in 2012, as in previous years. The main areas of non‐compliance identified continue to involve working hours (overtime) and wages. This result shows the limitations of audits: audits are necessary but not enough. Hence the value of Carrefour policy. This policy is based on Carrefour’s will to support its suppliers, and has three facets: ‐ Stronger involvement in the countries ‐ Remediation for non‐compliance with the help of stakeholders ‐ Involvement of suppliers in CSR issues thanks to a self assessment tool based on the ISO 26000 CORRECTIVE ACTIONS CARRIED OUT In Bangladesh, in collaboration with IFC, Carrefour has defined procedures for the nomination of Workers’ Participative Committees in factories. These committees are implemented to complement the actions of the trade unions. At the end of 2012, the INFANS association intervened in factories to describe the function of these Committees. In addition, five films were made with other contractors about the rights and responsibilities of workers in South India. In China, non‐compliance remains frequent and recurrent; a root cause analysis of these issues is being completed in order to implement more accurate corrective action plans in the factories. AUDIT SCHEDULE AND OUTLOOK FOR 2013 In 2013 Carrefour will carry on with the efforts undertaken. The number of social audits will probably remain the same. 31 Number of audits performed since joining the ICS (2012) 18 initial audits COUNTRIES INVOLVED China SECTORS Luggage • Textile •Stationery • Jewel • Electrical • Electronic products • Kitchenware AUDIT CONCLUSIONS Casaque, as an importer and major vendor of international brands in cosmetics and retail, is deeply committed to CSR. Over the past five years we implemented numerous actions for continuous improvement of social compliance levels at our production sites. In addition to 18 ICS audits organized in 2012, 12 other audits were organized by our clients. Thirty‐two percent of our business is with factories that have been audited. Our target for 2013 is to reach 60%. CASAQUE is now willing: 1. To compare every main supplier with ICS requirements and continue to improve their social compliance. 2. To extend social audits to other production regions: India, Turkey CORRECTIVE ACTIONS CARRIED OUT We consider that the most important thing for an audited factory is to be monitored step by step through its CAP, and to share the successes and difficulties on the road to social compliance. This is the why CASAQUE hired two social advisors in 2012 in China, our main sourcing country. During this year they liaised with 100% of factories before the initial third party audit to explain ICS requirements. AUDIT SCHEDULE AND OUTLOOK FOR 2013 25 audits (initial and follow‐up audits) in China. Our aim is to extend auditing to other countries including India, Turkey, Cambodia and Bangladesh. 32 Number of audits performed since joining the ICS 787 audits: 595 initial audits • 192 follow‐up audits Number of audits performed in 2012 113 audits: 67 initial audits • 46 follow‐up audits COUNTRIES INVOLVED China • Bangladesh • Thailand • India • Vietnam • Cambodia • Turkey • Romania • Pakistan SECTORS Textile • Shoes • Toys • Electric home appliances • Kitchenware • DIY • Camping • Food AUDIT CONCLUSIONS The 2012 social audit campaign was mainly focused on factories supplying our local sourcing offices (direct import) with importers representing 10% of the total. There is still a strong focus on China where 76% of total audits were carried out, with nearly the same number of textile and hardline factories audited. We also maintained representative diversity of products covered (textile, shoes, toys, electrical home appliances, food and hygiene). Finally, to comply with our commitment to eliminate sandblasting and to better control our production process, we audited the washing subcontractors in our denim production chain. Regarding the audit results, 61% of audited factories in 2012 passed the audit at the end of the process. In the textile sector, besides excessive working hours and low wages (primarily because overtime hours are not paid at a premium), the main areas of non‐compliance still involved the inability of auditors to assess the situation due to inconsistencies observed between the data provided by the production department and that coming from the factory administration (all countries are concerned). Also, continued strong performances were noted in the hardline sector (mainly toys) as 73% of audited factories successfully passed their audit. CORRECTIVE ACTIONS CARRIED OUT Our policy aims at focusing first on critical non‐compliance issues that are detrimental to the life and safety of workers. Concerning the volume of hours worked we consider not only the law but also workers’ desire to work more provided the actual amount does not exceed a limit beyond which their health would be affected (based on WHO recommendations) and provided the corresponding compensation is adequate. The Corrective Action Plan is continuously communicated and discussed with our local sourcing offices to increase suppliers’ awareness and follow up on their corrective actions on the long term. In 2012, our external auditors conducted 30 follow‐up audits, of which 17 led to successful results. Having observed that factories can experience difficulties when they are left alone to execute the Corrective Action Plan, we have implemented a collaborative approach with the support of our own local sourcing offices along with the presence of locally based coordinator. For 2013, our goal is to raise the social quality of our industrial park and strengthen our audit process especially in Southeast Asia (Bangladesh, Pakistan, etc.). AUDIT SCHEDULE AND OUTLOOK FOR 2013 120 audits: 80 initial audits • 40 follow‐up audits. Because of its diversity in the types of products manufactured, China will still be the main country for social audits. As in previous years, Bangladeshi factories will be under scrutiny. 33 Number of audits performed since joining the ICS 50 audits: 38 initial audits • 12 follow‐up audits Number of audits performed in 2012 23 audits: 15 initial audits • 8 follow‐up audits COUNTRIES INVOLVED Bulgaria • China • Colombia • Ecuador • India • Malaysia • Romania • Seychelles • Sri Lanka • Thailand • Vietnam SECTORS Food • Non Food AUDIT CONCLUSIONS Good collaboration from the audited companies but some problems found in the company verified. CORRECTIVE ACTIONS CARRIED OUT In one situation (one supplier with six factories) we have suspended the private label program with our company. In the other situation we judged problematic, corrective actions have been scheduled by our company and a follow‐
up audit will be completed to verify the situation and the possibility of maintaining the relationship. AUDIT SCHEDULE AND OUTLOOK FOR 2013 5 audits: 4 initial audits • 1 follow‐up audit. Factories where the situation was more critical (requirements with a C grade) will be re‐audited in 2013 to verify the corrective actions put in place and improvements. We have not planned to introduce new suppliers yet; if so, in accordance with our internal procedures, they will always be subject to previous verification. 34 Number of audits performed since joining the ICS 929 audits: 737 initial audits • 164 follow‐up audits Number of audits performed in 2012 104 audits: 76 initial audits • 28 follow‐up audits COUNTRIES INVOLVED China • Vietnam • Thailand • Indonesia • Pakistan • Malaysia • India • Philippines • Poland • Bangladesh • Poland • Belarus • Bangladesh SECTOR Furniture • Lighting • Bedding articles • Textile • Bed linen • Household appliances AUDIT CONCLUSIONS Conforama terminated business with six Asian suppliers due to insufficient improvement on social aspects in their factory. Conforama decided to place certain suppliers under supervision for a final chance in 2013. As usual, negative findings mainly involve excessive working hours, wages and health/safety, and improvement of these items remain the key points for a better global assessment. CORRECTIVE ACTIONS CARRIED OUT Social follow‐up audits serve to increase the Human resource performance of our suppliers in China and other Asian countries. Conforama’s sourcing team is commissioned to monitor suppliers in their progress plan. AUDIT SCHEDULE AND OUTLOOK FOR 2013 120 audits: 80 initial audits • 40 follow‐up audits. Conforama will strongly insist on the follow‐up of suppliers with a D grade in order to improve their social compliance and meet ICS requirements. For some suppliers this is the last chance to demonstrate their will to improve. The share of unannounced audits will reach 100% in 2013. 35 Number of audits performed since joining the ICS 436 audits • 314 initial audits • 122 follow‐up audits Number of audits performed in 2012 44 audits: 29 initial audits • 15 follow‐up audits COUNTRIES INVOLVED Bangladesh • China • India • Vietnam • Bangladesh SECTOR Textile • Toys • Sport goods • Decoration • Kitchenware • Stationery AUDIT CONCLUSIONS Re‐audits are systematically semi‐announced (period is announced but not the day of audit). Most factories presented non‐compliance with working hours, overtime and remuneration. Although most of the suppliers signed the Corrective Actions Plan, improvements in this field remain difficult to obtain. CORRECTIVE ACTIONS CARRIED OUT The corrective actions of 13 factories were monitored by our auditors during a three‐month period after the audit. Improvements noted were mainly on Health & Safety regarding PPE, implementation of functional fire equipment and special care taken with hazardous materials. AUDIT SCHEDULE AND OUTLOOK FOR 2013 53 audits: 40 initial audits • 13 follow‐up audits. China • Vietnam • India • Bangladesh • Pakistan • Philippines Priority is given to CAP follow‐up to verify the effectiveness and stability of improvements. Also, particular attention to factories located in Bangladesh with seven initial audits scheduled and in India with three initial audits and three follow‐ups. We want to focus our action on working conditions and security. 36 Number of audits performed since joining the ICS 531 audits: 423 initial audits • 108 follow‐up audits Number of audits performed in 2012 117 audits: 88 initial audits • 29 follow‐up audits INVOLVED COUNTRIES China • Bangladesh • Thailand • Taiwan • India • Israel • Jordan • Malaysia • Pakistan • Philippines • Vietnam SECTORS Toys • Garden Furniture • Seasonal Decoration • Kitchenware • Stationery • Sporting Goods • Textile • Gardening • Housekeeping • Shoes • Food • Childcare • Electronic Products • Petshop • DIY • Health Care • Luggage AUDIT CONCLUSIONS 




1 (0.85%) factory was rated “fully compliant” 62 (52.99%) factories were rated “minor improvement needed” 32 (27.35%) factories were rated “major improvement needed” 14 (11.99%) factories were rated “unsatisfactory” 8 (6.83%) factories were rated “unacceptable” Compared to last year, there was a small increase in factories rated “minor improvement needed” (from 49.59% to 52.99%) and “major improvement needed” (from 26.82% to 27.35%). There was a decrease in factories rated “unsatisfactory” (from 15.45% to 11.99%). Only one audited factory (0.85%) achieved “fully compliant” status, compared with five in 2011 (4.07%). Eight audited factories (6.83%) were rated “unacceptable”, compared with five in 2011 (4.07%). The number of audit refusals decreased from 14 in 2011 to ten in 2011; but four factories that accepted an audit denied access to the auditors on audit day. Audit refusals are situated in the sectors of Garden Furniture (4), Seasonal Decoration (2), Childcare (1), Housekeeping (1), Kitchenware (1) and Toys (1). Access denied is situated in the sector of Toys (3) and Seasonal Decoration (1). One toy manufacturer and one decoration manufacturer accepted to be re‐audited after denying access. Two subcontractors of one toy manufacturer still refused the audit after access was denied. We terminated collaboration with the toy manufacturer concerned. CORRECTIVE ACTIONS CARRIED OUT  29 follow‐up audits were conducted.  18 audits (62.07%) show significant improvement of working conditions  1 audit (3.45%) shows minor improvement of working conditions  4 audits (13.79%) show no significant improvement of the working conditions  6 audits (20.69%) show a worsening of working conditions. We terminated collaboration with 34 factories due to audit results in 2012. The main reasons are: 22 very bad results for initial or follow‐up audits in 2012 (64.71%) and 10 audit refusals refusal by factory management to improve working conditions (29.41%) 2 access denied (5.88%) AUDIT SCHEDULE AND OUTLOOK FOR 2013 56 audits: 40 initial audits • 16 follow‐up audits. This schedule concerns factories with which we already have business relations. Twenty‐two initial audits are focused on factories rated “fully compliant” and “minor improvements needed” three years ago (so‐called “re‐audits”). They will be re‐audited to evaluate the current situation. Eighteen initial audits will be conducted at the factories of already known new suppliers. The 16 follow‐up audits are focused on factories that need improvements to continue business in the near future. The factories of all other new suppliers (not known yet) will also be audited in 2013. All audits are conducted by certified auditing companies (Bureau Veritas, Intertek, SGS, UL Responsible Sourcing) on a semi‐
announced visit day (time‐window of two weeks) basis. 37 Number of audits performed since joining the ICS (Results for IDGroup • Jacadi, Okaïdi, Oxybul Eveil & Jeux brands) 210 audits: 210 initial audits • 42 follow‐up audits Number of audits performed in 2012 29 audits: 15 initial audits • 14 follow‐up audits COUNTRIES INVOLVED Bangladesh, China, South Korea, India, Indonesia, Morocco, Mauritius, Pakistan, Poland, Thailand, Turkey, Vietnam, Taiwan SECTORS Textile • Shoes • Furniture • Toys AUDIT CONCLUSIONS In 2012, we increased our rate of follow‐up social audits. More than half of the audits conducted were follow‐up audits. We wanted to check that factories have undertaken the commitments made in the action plans from the first audit. In 2012 we began to change the semi‐announced audit period from “2 weeks” to “2 months”. The above two points were made possible by our long term business relationship with our main suppliers. The main areas of non‐compliance identified involved: 
Working hours and wages. Concerning salaries the major non‐compliant item is payment of overtime at the correct rate.  Health and Safety: recent events in Bangladesh confirmed the importance of this section (protective gear, electrical safety, etc.). We also identified non‐compliance relating to the building certificate, especially in China. CORRECTIVE ACTIONS CARRIED OUT The main corrective actions concern payment of salary at the legal rate for overtime. We also must be very wary of the quantity of overtime. For China, we also have difficulties in obtaining building certificates. Improving Health & Safety issues is quite easy. AUDIT SCHEDULE AND OUTLOOK FOR 2013 30 audits shared between initial and follow‐up audits in order to verify improvement of our suppliers. We want to continue increasing the number of “2 months” semi‐announced audits instead of “2 weeks”, which provides a more realistic view of the situation through the audits. 38 Number of audits performed since joining the ICS 571 audits Number of audits performed in 2012 41 audits • 29 initial audits • 12 follow‐up audits COUNTRIES INVOLVED China• Bangladesh SECTORS Garment • Accessories AUDIT CONCLUSIONS Of audits performed in 2012, 88% were unannounced. Others were semi‐announced audits. There was a focus on Bangladesh (100% unannounced) where health & safety conditions are still very poor and improvements difficult to maintain over the long term. Many factories in Bangladesh are overcrowded, which is generally the result of a production‐oriented policy and a lack of organization. We need to upgrade the poor level of education of management staff and workers. We had to terminate business with some factories where management did not want and did not feel concerned by improvement of social conditions for workers, and rejected our commitments which are based on local laws and ILO conventions. The Bangladeshi government and local worker organizations should take into account that we need to share responsibility between players and build a better safe future together in garment and accessories factories in order to protect workers. CORRECTIVE ACTIONS CARRIED OUT Major corrective actions have been carried out to improve the Health & Safety category. AUDIT SCHEDULE AND OUTLOOK FOR 2013 40 audits The focus in 2013 will be on India, combining audits and meeting with suppliers in order to strengthen communication of our message to them. Refresher training will also be provided to buyers to upgrade their knowledge of Monoprix's ethical processes. 39 Number of audits performed since joining the ICS 141 audits : 122 initial & 19 follow‐up audits Number of audits performed in 2012: 82 audits: 63 initial & 19 follow‐up audits COUNTRIES INVOLVED Bangladesh ‐ China ‐ India ‐ Morocco ‐ Tunisia ‐ Turkey SECTORS Textile ‐ Shoes ‐ Jewelry AUDIT CONCLUSIONS Nearly 57,000 employees were concerned by our audit campaigns in six different countries, and the 141 audits covered approximately 70% of our volumes. Our audits are semi‐announced and we chose to also take into account the final grade A, B, C or D and not only the overall rating. Thirty‐four percent of audited factories were graded "D". Concerning non‐compliance issues, Working hours & Overtime, Remuneration & Benefits and Health & Safety remain the three items that are the most problematic. We pay special attention to "fire safety and emergency exit" issues. In some countries, safety at the workplace is not a part of the country culture so we have to educate and support our suppliers in this area. Our approach concerning social audit issues is a supportive one, termination of the commercial relationships is rarely chosen unless suppliers clearly show bad will and refuse to make progress. Our code of conduct is explained to every supplier and every employee is aware of our CSR approach because we would like them to have a social perspective on every single factory they visit. CORRECTIVE ACTIONS CARRIED OUT Nineteen semi‐announced follow‐ups were performed, and of these, half the factories improved. "Only" 19 follow‐ups were done because we stopped working with the other factories. Pimkie stopped working with three factories due to social issues and relationships with the other factories were terminated for other reasons. AUDIT SCHEDULE AND OUTLOOK FOR 2013 Around 115 audits: 60 initial audits • 55 follow‐ups We decided to implement special actions in Bangladesh and Morocco and to adopt a special focus on the Health & Safety item. 40 Number of audits performed since joining the ICS: 239 : 204 initial audits • 35 follow‐up audits Number of audits performed in 2012 50 audits: 34 initial audits • 16 follow‐up audits COUNTRIES INVOLVED Bangladesh • Chile • China • Ghana • India • Indonesia • Kenya • Malaysia • Uganda • Peru • Tanzania • Morocco • Thailand • Vietnam • South Africa SECTORS Food • Electrical • Shoes • Textile • Furniture • Stationery • Hygiene AUDIT CONCLUSIONS Most non‐compliance is related to excessive working hours. Follow‐up audit monitoring confirmed that our suppliers are in the process of improving working conditions for their employees. CORRECTIVE ACTIONS CARRIED OUT All suppliers have taken into account the points raised and have signed the corrective action plan. These items will be checked during follow‐up audits. In 2013 we will check that corrective action plans are applied correctly with 30 suppliers. AUDIT SCHEDULE AND OUTLOOK FOR 2013 76 planned for 2013: 43 initial audits • 33 follow‐ups Future audits will primarily be focused on the correction of points of non‐compliance identified in 2012. We will expand the number of audits in Bangladesh and continue in the most important location: China. Another priority will be to check our seafood businesses (Produits de La Mer/PLM). 41