Joslin is committed to the practice of sustainability and caring for the future of the environment in every facet of business.
E – C O M M E R C E
There is a significant hidden cost to the environment with online shopping, from plastic carrier satchels, excess branded packaging and carbon emissions from freight forwarding aircrafts to transport online orders and returns.
With this in mind, the Joslin team practices sustainable servicing of their e-commerce business:
Joslin uses 100% recycled tissue paper (from noissue.) to wrap all orders and 100% recycled card and paper for all branding and invoicing. Joslin avoids excess inner packaging such as boxes for e-commerce in the aid of reducing landfill and virgin paper production from cutting down trees.
All of Joslin’s international e-commerce orders are carbon offset through the DHL GoGreen Climate Neutral shipping service.
R E D U C I N G S I N G L E U S E P L A S T I C
All garments exported worldwide from China come inside 100% plastic bags or poly bags, one of the world's worst hidden uses of soft plastic. Joslin proudly imports all garments into Australia inside 100% compostable plant-based satchels.
The Joslin team works tirelessly to recycle and correctly dispose of all plastic and soft-plastic used by the business, wherever possible the Joslin team finds alternatives to plastic. 100% of the soft plastics used by the Joslin business are recycled weekly by each team member taking turns to deliver our soft plastics to official soft plastic recycling bins, for more information discover REDcycle.
F A B R I C S
There is no sustainability in synthetic
Joslin uses only fabrications derived from natural compositions in each and every design, synthetics and plastics are only used when there is no natural alternative, or when it benefits the natural composition (in Joslin's Knitwear).
Joslin does not use synthetics or plastics due to their ‘non-compostable’ and ‘micro-plastic’ properties that have profound effects on the planet’s land-fill levels and oceans, and furthermore the negative environmental impact and carbon emissions of producing polyesters and acrylics through petroleum.
Fabrications include Joslin’s signature linen and ramie, both naturally occurring and sustainable compositions due to low carbon emissions, ‘zero’ waste and compostable properties. Fabrications also include silks, cottons, organic cottons and yarns such as cotton, cashmere, linen, merino-wool, and recycled cotton and nylon. * Do not confuse bio-degradable with compostable, bio-degradable fabrics still produce micro-plastics in soil
Joslin sources textiles and yarns that are high in quality, planet friendly and traceable to the source wherever possible.
In garment production, it is not always possible to avoid synthetics and plastics, Joslin believes that they still have a long way to come. In 2020, the Joslin design team will commit to designing with (natural) dead-stock fabrics, developing bamboo fabrications, and discovering alternatives to synthetic fusings and plastic zips and buttons.
E M B O D I E D E N E R G Y
Embodied energy is the energy consumed by all of the processes associated with the production of a fabrication, from the mining and processing of crude oil or natural resources, to manufacturing, energy used to run factory machines or equipment, water usage, transport and product delivery.
75% or more of Joslin products are made from linen and ramie. Linen uses approximately 92% less embodied energy in its manufacture than polyester -'fast fashion's' most common fabric. The production of polyester, acrylic and nylon from petroleum is the biggest reason why the fashion industry contributes to 8% of the world's carbon emissions, this is almost equivalent to the entire world’s transportation system.
The fashion industry's approximate 8% is contributed collectively from crude oil, agriculture, landfill, livestock and wastewater.
Energy use in MJ per KG of fibre by composition:
Flax (Linen) | 10 MJ
Cotton | 55 MJ
Wool | 63 MJ
Viscose | 100 MJ
Polyester | 125 MJ
Acrylic | 175 MJ
Nylon | 250 MJ
D E S I G N
Enduring design and timelessness
A garment has a manufacturing lifecycle of 12 + months to design, develop and produce, with great cost to the environment. Joslin believes in transeasonal and enduring design elements to give their garments longevity, with the belief that no garment is ever designed to be worn once.
Joslin values qualities such as traditional detailing, natural fabrications and minimalism, in every Joslin garment you will discover signature detailing and multiple ways to style your garment. Collections present timeless colour palettes of optical-white, ivory-white and black that can be worn for seasons, and even years to come.
Joslin’s Signature Collection is a line of pure white and classic black dresses and separates, aesthetically recognisable to the Joslin label and loved by women of all ages and body shapes. Pieces from the Signature Collection are based on longevity and are designed to be cherished for a lifetime.
E T H I C S + S O C I A L C O M P L I A N C E
Joslin only works with suppliers and manufacturers that incorporate ethical manufacturing and social compliance.
The Joslin team visits their factories four to eight times a year to maintain a high standard and ensure safe and healthy working conditions for their makers, Joslin ensures strict Worksafe standards and working hours, with correct rates of pay.
Joslin's suppliers are currently based in Jiangyin and Suzhou in the Jiangsu Province, and Guangzhou and Changping in the Guangdong Province of China.
Because of the complex nature of Joslin's suppliers’ supply chain, it is not always possible for the team to monitor and control the conditions of each individual involved in the production of Joslin products. As Joslin's business continues to grow, the team recognises the importance of being proactive to support the rights of those involved in the manufacture of their garments, and just as importantly, the environmental impact of how the garments are made.
Joslin's major suppliers are certified and accredited with WRAP Compliance (Worldwide Responsible Accredited Production)
The WRAP Principles are based on generally accepted international workplace standards, local laws and workplace regulations, and include the spirit or language of relevant conventions of the International Labor Organization (ILO). The Principles encompass human resources management, health and safety, environmental practices, and legal compliance including import/export and customs compliance and security standards.
The WRAP Certification Program’s objective is to independently monitor and certify compliance with these standards, to ensure that sewn products are being produced under lawful, humane and ethical conditions. Participating facilities voluntarily commit to ensuring that their manufacturing practices will meet these standards, and further commit to passing along, on their part, the expectation that their contractors and suppliers likewise comply with these standards.
1. Compliance with Laws and Workplace Regulations
Facilities will comply with laws and regulations in all locations where they conduct business.
All facilities will comply with the legal requirements and standards of their industry under the local and national laws of the jurisdictions in which the facilities are doing business, along with any applicable international laws. This will cover all labor and employment laws of those jurisdictions, as well as laws governing the conduct of business in general, including rules and standards of ethics dealing with corruption and transparency, and any relevant environmental laws.
2. Prohibition of Forced Labor
Facilities will not use involuntary, forced or trafficked labor.
Facilities will maintain employment strictly on a voluntary basis. Facilities will not use any forced, prison, indentured, bonded or trafficked labor. This will include ensuring that any workers they hire will be under labor contracts that fully comply with all relevant legal requirements and do not impose any form of coercion (including imposing substantial fines or loss of residency papers by workers leaving employment or restricting a worker’s ability to voluntarily end his/her employment). In addition, when hiring workers through an employment broker or agency, facilities will ensure that the workers’ passports are not withheld, all written contracts are in the native language of the workers, and recruitment fees are not borne by the workers themselves.
3. Prohibition of Child Labor
Facilities will not hire any employee under the age of 14 or under the minimum age established by law for employment, whichever is greater, or any employee whose employment would interfere with compulsory schooling.
Facilities will ensure they do not engage in any form of child labor, including, but not limited to, the internationally recognized worst forms of child labor. Facilities may not employ any person at an age younger than the law of the jurisdiction allows and in any case not below the age of 14, even if permitted by local law. In addition, facilities will adhere to local legal requirements regarding mandatory schooling. Further, if, where permitted by local law, a facility employs young workers (defined as workers whose age is between the minimum age of employment and 18 years), the facility will also comply with any applicable legal restrictions on the nature and volume of work performed by such young workers, as well as any other requirements imposed by law, including ensuring that such young workers do not perform any hazardous work (e.g., chemical handling or operating heavy machinery).
4. Prohibition of Harassment or Abuse
Facilities will provide a work environment free of supervisory or co-worker harassment or abuse, and free of corporal punishment in any form.
Facilities will ensure a workplace that is respectful of a worker’s rights and dignity. This includes ensuring that no corporal punishment or physical coercion be used. Facilities will not engage in or tolerate sexual harassment, indecent or threatening gestures, abusive tone or language or any other kind of undesired physical or verbal contact, such as bullying. In particular, facilities will ensure proper training at all levels - including management, supervisors and workers - to secure a workplace free of harassment or abuse.
5. Compensation and Benefits
Facilities will pay at least the minimum total compensation required by local law, including all mandated wages, allowances & benefits.
Facilities will ensure proper compensation for their employees for all the work done, by providing in a timely manner all the wages and benefits that are in compliance with the local and national laws of the jurisdiction in which they are located. This will include any premiums for overtime work or work done during holidays, as well as any other allowances or benefits, including any mandatory social insurance, required by local law.
6. Hours of Work
Hours worked each day, and days worked each week, should not exceed the limitations of the country’s law. Facilities will provide at least one day off in every seven-day period, except as required to meet urgent business needs.
Facilities are required by local law to adhere to any limits set on regular working hours as well as any limits set on overtime work. Long term participation in the WRAP Certification Program is contingent upon meeting the limitations set by local law. WRAP recognises that this can be a particularly challenging requirement, especially when taking into account local enforcement norms and customs. In light of this reality, WRAP will permit full compliance with local laws on working hours to be achieved incrementally, provided that a given facility meets the following conditions: is fully transparent about its working hours; ensures that those hours are all being worked voluntarily, in conditions that protect worker safety and health; compensates all employees in keeping with WRAP Principle 5; and shows improvement toward meeting the working hours requirements from one audit to the next.
7. Prohibition of Discrimination
Facilities will employ, pay, promote, and terminate workers on the basis of their ability to do the job, rather than on the basis of personal characteristics or beliefs.
Facilities will ensure that all terms and conditions of employment are based on an individual’s ability to do the job, and not on the basis of any personal characteristics or beliefs. Facilities will ensure that any employment decision - involving hiring, firing, assigning work, paying or promoting - is made without discriminating against the employees on the basis of race, color, national origin, gender, sexual orientation, religion, disability, or other similar factors (pregnancy, political opinion or affiliation, social status, etc.).
8. Health and Safety
Facilities will provide a safe and healthy work environment. Where residential housing is provided for workers, facilities will provide safe and healthy housing.
Facilities will provide a safe, clean, healthy and productive workplace for their employees. Facilities shall prioritise worker health and safety above all else, and proactively address any safety issues that could arise. This will include a wide variety of requirements, such as, ensuring, among other things, the availability of clean drinking water (at no charge to workers), adequate medical resources, fire exits and safety equipment, well-lighted and comfortable workstations, clean restrooms. Further, facilities shall adequately train all their workers on how to perform their jobs safely
9. Freedom of Association and Collective Bargaining
Facilities will recognise and respect the right of employees to exercise their lawful rights of free association and collective bargaining.
Facilities will respect the freedom of each employee to choose for him- or her-self whether or not to join a workers’ association. Facilities cannot discriminate against workers based on whether or not they choose to associate. Both the facility and the workers shall ensure they conduct themselves in accordance with all relevant laws in this regard. Facilities will ensure an effective mechanism is in place to address any workplace grievances.
Facilities will comply with environmental rules, regulations and standards applicable to their operations, and will observe environmentally conscious practices in all locations where they operate.
Facilities will ensure compliance with all applicable legally mandated environmental standards, and should demonstrate a commitment to protecting the environment by actively monitoring their environmental practices. In particular, facilities will ensure proper waste management, including monitoring the disposal of any waste material - whether solid, liquid or gaseous - to ensure such disposal is done safely and in a manner consistent with all relevant laws.
11. Customs Compliance
Facilities will comply with applicable customs laws, and in particular, will establish and maintain programs to comply with customs laws regarding illegal transshipment of finished products.
Facilities will ensure that all merchandise is accurately marked or labeled in compliance with all applicable laws. In addition, facilities will keep records for all materials and orders, as well as maintain detailed production records.
Facilities will maintain facility security procedures to guard against the introduction of non-manifested cargo into outbound shipments (i.e. drugs, explosives biohazards and or other contraband).
Facilities will ensure adequate controls are in place to safeguard against introduction of any non-manifested cargo. In this regard, WRAP recognises the United States Customs and Border Protection (CBP)’s C-TPAT Guidelines for Foreign Manufacturers as a best practice program, and has adopted those guidelines under this Principle.