We believe everyone should be treated fairly and with dignity. We are committed to using our brand’s influence to have a positive impact on our employees, the workers in our supply chain and our communities.
Dr. Martens culture is rooted in our approach of 'doing the right thing' which goes back to the origins of the brand as a family business and continues to guide our approach to decision making. Our management and employees are custodians of the Dr. Martens brand. We want to take care of, protect and improve it for the next generation. As such, we are committed to upholding fair working conditions and increasing the scope of our social compliance programme throughout our supply chain and our own operations.
We select the right person for the job regardless of age, gender, race, ethnicity or sexual orientation. We take all reasonable steps to ensure equality of opportunity in recruitment, training, development and conditions of work. These are our gender pay gap results for this year.
As part of our culture first approach, we have a range of initiatives and perks which support the mental, social, physical and financial wellbeing of our employees. Some of the initiatives offered include access to our Employee Assistance Programme (free and confidential advice service) and our Perks and Discounts Scheme, an annual volunteering allowance and regular Lunch and Learn sessions. In 2019, Dr. Martens was awarded “Best Place to Work” by Drapers, as well as the “Business Culture Achievement (Medium Business)” by the Business Culture Awards and the “Employee Engagement and Experience” award by the HR Distinction Awards, which is a reflection of our highly engaged culture.
In 2019 we signed the Time to Change Employer Pledge and with the help of our Mental Health Champions, we are showing our ongoing commitment to change the way we think about mental health in the workplace. Together, we are ensuring Dr. Martens is a place where mental health is talked about freely and without judgement.
Our global compliance and training platform ‘How We Do Business’ allows consistent and relevant policies and training materials to be distributed to all of our employees across all regions in relevant languages. It also provides live views and up to date reporting and monitoring of the business’ progress rate, therefore allowing targeted training and communication where needed. Training modules for all Dr. Martens employees includes modules on Human Rights, Anti-Bribery and Corruption, Acceptable Usage and Cyber Security. All employees are also required to read and agree to our Anti-Bribery and Corruption Policy at the beginning of their employment and whenever it’s updated.
CSR monitoring programme
We have a robust factory approval process, which includes third party CSR audits, which must be completed before engagement with new suppliers. We also have an ongoing monitoring programme to frequently monitor active Tier 1 and key Tier 2 factories in our supply chain. We partner with Intertek to deliver our social compliance monitoring programme. The Workplace Conditions Assessment (WCA) is an on-site verification programme intended as an overall risk assessment for social compliance issues across a range of topics from modern slavery, child labour, wages and hours, health and safety, environment, and management systems. Ratings are assigned to the questions which rank the severity of the requirements within the category from minor, moderate, major and zero tolerance (ZT). These standardised severity ratings support the recommended corrective action timeframes and help to improve scoring on the Performance Index as ZTs and Majors have the most impact on the score. Severity ratings are reviewed regularly, to encourage continuous improvement and as important issues evolve in the industry. The WCA ratings are assigned by Intertek based on their vast experience in social compliance auditing, as well as comparison of requirements across other social compliance industry programmes.
We take a collaborative approach with the suppliers and, when issues are found, a corrective action plan is agreed to remedy non-conformances in a timely manner. We then carry out further follow-up checks to verify the corrective actions have been taken. Should a supplier fail to remediate issues identified by an audit during an agreed timeframe, the supplier partnership is reviewed and may be terminated.