Mission Statement

 

Páramo’s Mission Statement:

Internationally respected suppliers of innovative and ethical outdoor products that combine both comfort and performance – endorsed by Outdoor Professionals and aspired to by recreational outdoor enthusiasts.

Páramo’s Cultural Statement:

The Structure of the Páramo organisation is orientated towards continuous growth. Growth is only justified if the organisation has benign features, which seek to achieve the following:

  • The provision of quality products and services which improve the quality of life for the user
  • Encourage the growth of individuals within the company’s environment in terms of skills, confidence and ability to take responsibility
  • Promote innovation and creativity at all levels within the company’s environment
  • Safeguard the environment by taking a responsible approach to ethical manufacturing and environmental issues
  • Maintain sufficient profitability to ensure the above principles can be achieved and sustained.
Ethical & Environmental policy:

Páramo Ltd produce high performance, durable outdoor clothing.  The majority of Páramo manufacturing is based in Bogotá, Colombia. Working as part of a social program with the ‘Miquelina Foundation’, Páramo provides valuable skills to ‘at risk’ women seeking an improvement in their life.

Páramo Head Office, including sales and marketing, is based in Wadhurst, East Sussex, in the United Kingdom.

Click here to see our standard enviromental policy...

Legislative Requirements

Páramo will endeavour to meet and exceed all legislative requirements determined by all countries that we source manufacturing in and sell in.

Environmental policy

Páramo will endeavour to develop environmentally friendly products wherever possible:

  • Páramo garments are developed to be durable and long-lasting and all come with a life time guarantee to militate against ‘built-in obsolescence’.
  • Páramo garments are made using Nikwax Directional Textiles, the unique construction of which provides both weatherproofing and insulation and removes perspiration and condensation without using fluorocarbons, membranes, laminates or coatings.
  • Páramo works closely with sister company Nikwax Waterproofing who spearheaded the development of water-based products. Páramo waterproofing can be indefinitely renewed using Nikwax aftercare products. Nikwax products are always recommended for use when treating Páramo waterproof garments.

In terms of manufacturing, packaging, distribution and communications:

  • Páramo will encourage Páramo Limitada, in Bogotá, Colombia to monitor, regulate and improve the Páramo manufacturing process to cause the least practical impact on the environment.
  • When other manufacturing sources are used, Páramo will encourage each manufacturer to monitor, regulate and improve their manufacturing processes to cause the least practical impact on the environment.
  • Páramo will endeavour to source additional manufacturing with a similar ethic to Miquelina and will monitor manufacturing operations carefully.
  • In UK operations, Páramo will:
    • Seek to reduce the consumption of raw material and endeavour to use recycled material where economically feasible.
    • Seek to reduce impact on global climate change by reducing our carbon footprint.
    • Reduce, wherever practical, emissions to the environment through minimising waste and reducing energy.

Páramo undertake to:

  • When possible seek advice from appropriate authorities on how to reduce environmental impact.
  • Review the environmental objectives and targets of the company periodically.
  • Review the contents of this policy annually and amend if necessary.

It is the responsibility of all employees and contractors to fully support this policy through active participation and co-operation. This environmental policy will be displayed at all sites and may be distributed to clients, suppliers or any person, group or organisation.

Ethical policy 

1. EMPLOYMENT IS FREELY CHOSEN

  • There is no forced, bonded or involuntary prison labour.
  • 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

  • Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively.
  • The employer adopts an open attitude towards the activities of trade unions and their organisational activities.
  • Workers’ representatives are not discriminated against and have access to carry out their representative functions in the workplace. 
  • 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

  •  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.
  • Workers shall receive regular and recorded health and safety training, and such training shall be repeated for new or reassigned workers.  
  • Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.
  • Accommodation, where provided, shall be clean, safe, and meet the basic needs of the workers.
  • The company observing the code shall assign responsibility for health and safety to a senior management representative.

4.CHILD LABOUR SHALL NOT BE USED

  • There shall be no new recruitment of child labour.
  • Companies shall develop, participate in and contribute to policies and programmes which provide for the transition of any child found to be performing child labour. This will enable her or him to attend and remain in quality education until no longer a child.  
  • Children and young persons under 18 shall not be employed at night or in hazardous conditions.  
  • These policies and procedures shall conform to the provisions of the relevant ILO standards.

5. LIVING WAGES ARE PAID

  • 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.
  • 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.  
  • Deductions from wages as a disciplinary measure shall not be permitted. Any deductions from wages not provided for by national law, shall not be permitted without the expressed permission of the worker concerned. All disciplinary measures should be recorded.

6. WORKING HOURS ARE NOT EXCESSIVE

  • Working hours will comply with national laws and benchmark industry standards, whichever affords greater protection.  
  • In any event, workers shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off for every 7-day period on average. Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a regular basis and shall always be compensated at a premium rate.

7. NO DISCRIMINATION IS PRACTISED

  • 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 

  • To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.
  • Any supplier has obligations to employees under local labour/social security laws and regulations arising from the regular employment relationship. This shall not be avoided through the use of labour-only contracting, sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment. Also, any such obligations will not be avoided through the excessive use of fixed-term contracts of employment.  

9. NO HARSH OR INHUMANE TREATMENT IS ALLOWED

  • Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.  

10. ALL OTHER SUPPLIERS USED MUST CONFORM TO OUR ETHICAL POLICY

  • Any other suppliers that are used by our Contracted Supplier to create our products must work within the Policy Standards written above.