One of Spectre´s fundamental ambitions is to ensure that our employees have working conditions that are “above average” comparing with local standards in the countries of our operations. Working in a labor-intensive industry like garment production with the vast majority of our employees located in Latvia and Vietnam – and with many suppliers located in Asia – it has become increasingly important to find a structured and professional way of working with CSR.
As a company we believe in taking part in the responsibility for the local society. We believe that employees spending a large part of their life working for the company are to be treated with respect and dignity. Therefore, providing proper working conditions is an obvious place for the company to aim its focus.
Our starting point is to view the business with “Danish eyes” in terms of external environment and working environment. Our standards will be set as close to Danish standards as realistically possible.
When people care for their job they are motivated to perform the best they can. This is beneficial for the employee, for the company and for the customers.
- Employees performing well in terms of both quality and efficiency are able to earn a good salary and they generate more output for the company.
- The customer will receive a top-class product at a competitive price.
A part of the operational profit will be re-invested in current CSR activities and a constant upgrade of the working environment standards. The aim for Spectre is to create lighthouses in the garment industry within CSR measures in the countries we operate.
Examples of people-related activities and benefits:
- The physical working environment is much above average standard offering free medical treatment, modern machinery and equipment in the factory, proper lighting, air condition systems, proper chairs for an ergonomically correct working position, height adjustable office desks and machinery, clean drinking water, proper lunch etc.
- We carry out several training courses on different levels of the operation such as language, vocational training, technological knowledge and understanding, administrative duties and commercial understanding. Providing skills to employees will give them a greater chance to keep the job, make a career and to earn an attractive salary.
- The company formulates at present - in an “easy-to-understand” - language the company policy in terms of employees’ rights and human rights. The most essential parts are published on information boards around the factory, and they are an integral part of our training efforts.
- The company has established local Company Cooperation Councils that handle the dialogue between management and employees on topics related to working conditions and work-related issues such as wages and working time, physical working conditions, health and safety in the work place, training and productivity.
- HIV/AIDS prevention and awareness campaigns, as well as bi-annual health examinations are an obligatory part of the employment in the Vietnamese production unit. Health examinations are also carried out in Latvia.
- Several social events are organized every year at each production site to connect employees better and create unities that extends beyond the working relationships and helps creating the particular “Spectre spirit”.
- Individual aid to employees with particular needs (including children’s needs).
In 2010 we applied for a membership of the UN’s Global Compact to confirm and show the surrounding world that we mean it seriously when we say we have a strong CSR profile. It is also a simple and efficient way to acknowledge our loyalty to the ten basic principles of the Global Compact.
The UN Global Compact supports companies to:
- Do business responsibly by aligning their strategies and operations with Ten Principles on human rights, labor, environment and anti-corruption
- Take strategic actions to advance broader societal goals, such as the UN Sustainable Development Goals, with an emphasis on collaboration and innovation.
Another important step was made in 2012 when we began establishing a CSR team across borders, managed from Denmark to make sure our company “DNA” will remain intact and with team members locally in our production countries to help implementing the activities and strategies. After a thorough screening and analysis of existing CSR standards it was decided in 2012 to certify all our factories according to the strictest social standard globally, the SA8000.
With this standard we are certain that we will be able to fulfill any customer requirement no matter which social standard they have chosen. In 2013 we received the SA8000 certificate at our four factories in Latvia, and in 2014 the SA8000 certificate was obtained at the Vietnamese factory.
 SA8000 was created in 1997 by Social Accountability International (SAI) and it is an international standard for managing and improving working conditions around the world. It is an auditable standard for a third-party verification system, setting out the voluntary requirements to be met by employers in the workplace, including workers’ rights, workplace conditions, and management systems. The normative elements of this standard are based on national law, international human rights norms and the conventions of the ILO.