CODE OF CONDUCT
Since 1993, PUMA’s Code of Conduct has set clear standards. PUMA’s supply chain partners agree to adhere to our Code of Conduct as soon as they enter a purchasing contract with us.
At the heart of our sustainability strategy is our respect for human rights. As a core principle of our Code of Conduct, this affects us and all players of our supply chain. There, we have identified the high-risk areas that need to be addressed
During the financial year 2021, PUMA purchased from 134 independent suppliers in 27 countries worldwide. Asia remains the strongest sourcing region overall with 95% of the total volume, followed by the Americas with 3% and EMEA with 2% (thereof Europe with 1% and Africa with 1%). PUMA discloses 304 T1 factories (product manufacturers) representing around 98% of our apparel, footwear and accessory products business value and 47 core T2 factories (material, component manufacturers) representing around 80% of our business volume.
PUMA also collaborates with the Open Apparel Registry, an open source map and database of global apparel facilities.
To make sure that our suppliers play along with our strict standards for working, social and environmental conditions, our PUMA Team and external partners audit the facilities on a regular basis.Performance Analysis
Just like all trainings, our capacity building programs and projects intend to strengthen the knowledge, abilities, skills and behavior of our suppliers. This is how we set a groundwork upon which our suppliers can build.
PUMA factories, that are enrolled in the ILO / IFC Better Work Program, go through a process of learning in the fields of assessments, advisory services, industry seminars and training.
The program covers areas such as child labor issues, discrimination, forced labor, freedom of association, collective bargaining and national labor law regulations on compensation, contract and workplace relations, occupational safety and health, working hours and more.
PUMA initiatives support suppliers in reviewing existing policies and practices or establishing new ones to realize women’s empowerment.
We help to conduct workshops in factories where local NGO representatives train workers on human and women’s rights. In the past, we have teamed up with local non-governmental organizations to support women workers in our suppliers’ factories in Turkey, Georgia and Egypt. More recently, we have expanded our program into Bangladesh.
Since 2008, more than 5000 factory workers have participated in women empowerment and human rights capacity building projects organized by PUMA.
Everyone deserves fair compensation for their work and PUMA is committed to the payment of fair wages on a global scale. We affiliate with the Fair Labor Association and have implemented the FLA Fair Compensation strategy. This is a multi-year project with three phases and we benefit from their know-how on how to operationalize our commitment for fair compensation.
In addition, we are working with the Fair Wage Network, who has conducted fair wage assessments at our core suppliers in Cambodia and Bangladesh.
Our participation in the Indonesia Freedom of Association Protocol officially began June 7, 2011. An historic protocol on freedom of association was signed by Indonesian trade unions, employers and multinational sportswear brands including PUMA. The protocol supports the rights of women and men producing for global brands in Indonesia to join unions and bargain collectively for better working conditions. In turn, we as a company are given a practical set of guidelines on how to uphold and respect the rights of workers.
Suppliers are encouraged to achieve good compliance and sustainability ratings – an A or B rating within our auditing program. With the appropriate rating, the International Finance Corporation (IFC) and banking group BNP Paribas offer attractive financing conditions to them.