Sustainability & Ethics

It is important to us at IMI that we protect the people we work for and with, as well as safeguarding the world for now and future generations.

We take sustainability and ethical conduct very seriously and are developing our approach constantly.

Sustainability

Sustainability is a complex concept. The frequently quoted definition comes from the UN World Commission on Environment and Development: “sustainable development is development that meets the needs of the present without compromising the ability of future generations to meet their own needs.”
In simplest terms, sustainability is about our children and our grandchildren, and the world we will leave them.
At IMI we take this very seriously and are currently exploring many ways to reduce the impact we make on our world and are seeking more harmonious ways of doing business.

At IMI we are committed to managing our impact on the environment.

We aim to use and respect all our resources in order to reduce waste and minimise the impact of our business processes on the natural environment and community. Environment and sustainability are a key part of the IMI way, our guiding principles and business model.

Our commitment to environment includes the following:

Compliance with relevant environmental legislation as an absolute minimum standard for all operations, in addition to meeting the requirements of relevant industry codes of practice and standards and supporting our customers environmental sustainability ambitions.
Incorporating energy efficiency and carbon reduction measures at all levels of the business and use renewable energy sources where possible.
Giving priority to the elimination and minimisation of waste at source and the application of the waste hierarchy. We are committed to continuing to avoid the use of landfill as a disposal route.
Identifying the best packaging choices for our products, balancing the needs of the environment, product protection and goods safety.
Continually reviewing the use of plastics in our suppliers and seeking to reduce, remove or recycle single use plastics. We support initiatives to develop a circular system where plastic is used in appropriate applications and kept out of the natural environment. All plastics is GRS and our packaging blisters are made from RPET. We have taken out all plastic where we can and will continue to do.
Promoting the efficient use of water and encouraging water conservation measures, without compromising hygiene standards.
Managing and maintaining the storage and handling of hazardous materials and essential site infrastructure in order to meet our commitment to prevent pollution.
Recognising the vital role that colleagues play in reducing the environmental impact of our operations, and providing adequate resource, training and information to ensure that the appropriate skills and competences are available within the business to implement this policy.

We expect anyone working for, or with, IMI to maintain the highest environmental standards for themselves and others and adhere to our instructions and policies.

Ethical trading

All suppliers sign a written undertaking that they agree to the IMI Ethical code’s working conditions. In all cases we will visit the factory to ensure the code of practice is implemented properly. We do not tolerate non-compliance by factories and we do not enter into trading with such suppliers.
We work closely with factories that have already attained audit “FAMA” recognition from Disney, and audit approval from Hasbro, for many of the products that we have produced for licensed characters. Membership of Sedex has further enhanced this vital part of our work.

The ETI base code

1. Employment is freely chosen
1.1. There is no forced, bonded or involuntary prison labour.

1.2. Workers are not required to lodge “deposits” or their identity papers with their employer and are free to leave their employer after reasonable notice.
2. Freedom of association and the right to collective bargaining are respected
2.1. Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.

2.2. The employer adopts an open attitude towards the activities of trade unions and their organisational activities.

2.3. Workers representatives are not discriminated against and have access to carry out their representative functions in the workplace.

2.4 Where the right to freedom of association and collective bargaining is restricted under law, the employer facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining.
3. Working conditions are safe and hygienic
3.1. A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.

3.2. Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.

3.3. Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.

3.4. Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.

3.5. The company observing the code shall assign responsibility for health and safety to a senior management representative.
4. Child labour shall not be used
4.1. There shall be no recruitment of child labour.

4.2. Companies shall develop or participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour to enable her or him to attend and remain in quality education until no longer a child;

4.3. Children and young persons under 18 shall not be employed at night or in hazardous conditions.

4.4. These policies and procedures shall conform to the provisions of the relevant ILO standards.
5. Living wages are paid
5.1. Wages and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher. In any event wages should always be enough to meet basic needs and to provide some discretionary income.

5.2. All workers shall be provided with written and understandable Information about their employment conditions in respect to wages before they enter employment and about the particulars of their wages for the pay period concerned each time that they are paid.

5.3. Deductions from wages as a disciplinary measure shall not be permitted nor shall any deductions from wages not provided for by national law be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.
6. Working hours are not excessive
6.1. Working hours comply with national laws and benchmark industry standards, whichever affords greater protection.

6.2. In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7 day period on average. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.
7. No discrimination is practised
7.1. There is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
8. Regular employment is provided
8.1. To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.

8.2. Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of labour-only contracting, subcontracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.
9. No harsh or inhumane treatment is allowed
9.1. Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.

The provisions of this code constitute minimum and not maximum standards, and this code should not be used to prevent companies from exceeding these standards. Companies applying this code are expected to comply with national and other applicable law and, where the provisions of law and this Base code address the same subject, to apply that provision which affords the greater protection.

ZC1002380