Caring for people and partners

Our commitments

We will ensure that wellbeing, inclusion, and belonging are always a part of the Mint Velvet culture.

We’ll take steps to continuously improve working standards for workers in our supply chain.

We will engage transparently with our customers, employees, and stakeholders on how we are doing.

Our 2030 goal

We will always have inclusion, belonging and wellbeing as a key part of our culture and will seek out and nurture diverse perspectives and talent.

We want Mint Velvet to be a place where we are empowered to learn, share and respectfully challenge one another to create an environment where everyone feels included. We are committed to changing our culture and working practices with this in mind.


- Aggie Mutuma, our expert Diversity & Inclusion partner, helps us put a critical lens over everything we do at MV.

- We have trained all our managers to become more inclusive leaders and more fluent in the language of diversity.


- Improve our reach to talent from socially disadvantaged backgrounds and ensure our hiring process is the best it can be.

- Listen to lived experiences from people within our brands via further listening groups and a questionnaire.


- Develop measures to track our progress in becoming more diverse as a brand.

- Further partnerships within our local community to develop a diverse talent pipeline.

Our Diversity & Inclusion partner: Mahogany
For decades, Mahogany Inclusion Partners have supported organisations across a range of industries and organisational structures in creating engaging and inclusive workplaces.

Our Policies

Anti-slavery & human trafficking policy

We foster an organisational culture that respects dignity and human rights. Therefore, our Anti-Slavery and Human Trafficking policy sets out Mint Velvet’s commitment to ensuring there is transparency in our own business and in our approach to tackling modern slavery throughout our supply chains.

Whistle blowing policy

We are committed to the highest possible standards of openness and accountability. In line with that commitment we expect employees, and others that we deal with, who have serious concerns about any aspect of the Company's work to come forward and voice those concerns without fear of reprisal so we have developed our Whistleblowing policy and require our suppliers to either follow it or have an equivalent policy in place.

Remediation for child & young worker policy

We do not tolerate child labour in our supply chains and so we are committed to improving our transparency by identifying and remediating any instances of child labour found in our factories. We expect our suppliers to adhere to this commitment by implementing this policy in order to protect children.

ETI base code

We use the ETI Base Code as the basis of our supplier code of conduct.
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 new 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; “child” and “child labour” being defined in the appendices.
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 must comply with national laws, collective agreements, and the provisions of 6.2 to 6.6 below, whichever affords the greater protection for workers. Sub-clauses 6.2 to 6.6 are based on international labour standards.
6.2 Working hours, excluding overtime, shall be defined by contract, and shall not exceed 48 hours per week.*
6.3 All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following: the extent, frequency and hours worked by individual workers and the workforce as a whole. It shall not be used to replace regular employment. Overtime shall always be compensated at a premium rate, which is recommended to be not less than 125% of the regular rate of pay.
6.4 The total hours worked in any seven day period shall not exceed 60 hours, except where covered by clause 6.5 below.
6.5 Working hours may exceed 60 hours in any seven day period only in exceptional circumstances where all of the following are met:
this is allowed by national law;
this is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce;
appropriate safeguards are taken to protect the workers’ health and safety; and
the employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.
6.6 Workers shall be provided with at least one day off in every seven day period or, where allowed by national law, two days off in every 14 day period. * International standards recommend the progressive reduction of normal hours of work, when appropriate, to 40 hours per week, without any reduction in workers’ wages as hours are reduced.
7. No discrimination is practiced
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, sub- contracting, or homeworking 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.