Code de conduite des fournisseurs

To ensure that our expectations are clear, our standards are specifically outlined in our Supplier Code of Conduct.

The Supplier Code of Conduct sets forth standards – in addition to all relevant laws, regulations and conventions - that apply to suppliers and their factories, sub-suppliers and subcontractors. Nos fournisseurs doivent adhérer à ces normes et faire en sorte que tous leurs employés des pays où nous exerçons nos activités en soient informés. The Code is reviewed periodically to ensure alignment to our social compliance program and industry standards and best practices.

The Supplier Code of Conduct is based on core ILO Conventions, the Universal Declaration of Human Rights, and Principles 1-6 of the UN Global Compact.

FAIR & RESPECTFUL WORKPLACES

Forced Labor, Slavery, & Human Trafficking

Forced, prison, indentured, bonded, and slave labor as well as labor obtained through human trafficking are prohibited throughout our supply chain. Employers must not require workers to provide deposits or recruitment fees. If recruitment fees exist, the employer is responsible for payment of all employment eligibility and recruitment fees. The employer is not entitled to retain workers' personal identity documents and all workers must have freedom of movement. [ILO Conventions 29 and 105]

Child Labor

All workers shall be at least the local minimum legal working age or ILO standard, whichever is higher. The facility must take all necessary precautions to ensure that authorized young workers, under the age of 18, are protected from working conditions that could pose a danger to their health, safety, or development. [ILO Conventions 138 and 182]

Discrimination

Workers must be selected only on the basis of their ability to do the job. Employers must not discriminate in employment, including hiring, compensation, advancement, termination, or discipline, on the basis of sex, gender identity, race, religion or belief, age, disability, illness, sexual orientation, pregnancy, marital status, civil partnership, nationality, political opinion, social or ethnic origin, or other protected status. All workers, regardless of gender, shall receive equal pay for work of equal value. [ILO Conventions 100 and 111]

Harassment or Abuse

Workers must be treated with respect and dignity. No worker shall be subject to humiliating or corporal punishment, and the workplace must be free from all forms of physical, sexual, psychological, or verbal punishment, coercion, intimidation, harassment or abuse. [ILO Convention 190]

Freedom of Association, Right to Organize, & Collective Bargaining

Workers' rights to freedom of association and collective bargaining must be respected, as well as rights to refrain from participating in organizations of their choosing. Facilities must not interfere with, harass, or intimidate workers who lawfully and peacefully associate, organize, or bargain collectively. [ILO Conventions 87, 98, 135, and 154]

Wages & Benefits

Employers must compensate workers with at least the minimum wage prescribed by local law, the prevailing industry wage or the wage negotiated in a collective bargaining agreement, whichever is higher. Employers shall compensate all overtime work at a premium rate and provide benefits as stipulated by local laws. Suppliers should strive to pay a wage sufficient to meet workers' basic needs and provide some discretionary income. Illegal or disciplinary deductions are not permitted. [ILO Conventions 1, 95 and 131]

Working Hours

Overtime must be limited to a level consistent with humane and productive working conditions. Workers shall not work more than 48 regular hours (or lower if required by local laws or local industry standards) and shall not exceed 60 hours a week on a regularly scheduled basis. Workers must be given at least one day off in seven. All overtime must be voluntary. Workers must be provided with adequate breaks as legally required. [ILO Conventions 1, 14, and 30]

HEALTH & SAFETY IN THE WORKPLACE

Health & Safety

Employers must provide a clean, safe and healthy work environment and take steps to prevent accidents, illness, and injury arising out of or occurring during the course of work. All workers must have access at all times to sanitary facilities, which should be adequate and clean. Workers must be provided at no cost with all the appropriate personal protective equipment. Where dormitories and canteens are provided to workers, the same standards apply. [ILO Convention 155]

Environnement

Facilities should have policies and procedures in place to ensure environmental impacts are reasonably minimized with respect to energy, air emissions, water, waste, hazardous materials and other significant environmental risks. Facilities are expected to make sustainable improvements in environmental performance.

OPEN & HONEST COMMUNICATION

Transparency & Traceability

Our company, subcontractors and authorized agents must be given unrestricted access to all workers, production facilities and dormitories and be granted access to all relevant records related to production facilities and sub-suppliers, whether or not notice is provided in advance.

Subcontracting

We do not allow unauthorized subcontracting and require all suppliers to formally request the use of new facilities and subcontractors. Suppliers, sub-suppliers and subcontractors must not use any form of home working arrangement for the manufacturing of our products.

Anti-Corruption/Anti-Bribery

Suppliers must comply with all applicable anti-corruption and anti-bribery laws, rules and regulations.

The Code is reviewed periodically to ensure alignment to our social compliance program and industry standards and best practices.

Independent Production Services (IPS) Compliance Guidebook

IPS, a compliance function within VS&Co, publishes a Compliance Guidebook (Guidebook) annually and distributes it to all of our suppliers worldwide. The Guidebook is a collection of policies and standards with which our suppliers are expected and legally obligated to comply. The Guidebook provides additional clarification to supplier partners and their factories regarding a broad range of compliance standards and requirements that we are committed to as an enterprise and expect our suppliers to follow. Included in the Guidebook are the VS&Co’s Supplier Code of Conduct, compliance standards related to forced labor and human trafficking, the Cotton Policy and the Conflict Minerals Policy, among others.

The Guidebook is made available to all suppliers and associates involved in the production and purchasing process and outlines the requirements each must meet to work with VS&Co.

*IPS is a compliance function within VS&Co that works with suppliers to ensure goods are sourced from factories that meet or exceed VS&Co's compliance standards. IPS is responsible for monitoring and enforcement of VS&Co's social compliance program and has been supporting global compliance for more than two decades, enabling improvement in working conditions, supply chain security and trade compliance in our supply chain through monitoring, remediation, capacity building and training.

Politique concernant le coton

VS&Co is committed to ensuring the traceability of cotton in our supply chain, and we align ourselves with suppliers who share this commitment.

We conduct chain of custody audits on all cotton fiber, yarn, fabric and finished goods manufacturing of cotton products and products containing cotton components to ensure they are from approved countries listed on the VS&Co Cotton Policy.

We expect our suppliers to undertake appropriate due diligence to confirm compliance with this Policy. Suppliers are required to retain all documentation for the origin of raw material, processing and manufacturing to ensure transparency and traceability of our cotton supply chain.

Politique relative aux minerais de conflit

VS&Co prohibits its suppliers from using conflict minerals which may directly or indirectly finance or benefit armed groups in the Democratic Republic of the Congo and its nine adjoining countries in accordance with the Dodd-Frank Act's Conflict Minerals Provisions. We periodically survey suppliers to conduct reasonable country of origin inquiries regarding conflict minerals.

According to U.S. federal law (Dodd-Frank Act, Section 1502), all U.S. public companies, including VS&Co, are required to perform a country of origin (COO) investigation for any 3TG (tin, tungsten, tantalum, and gold) in their products, including whether sourcing of those metals may have benefited non-state armed groups in the Democratic Republic of Congo (DRC) or its nine adjoining countries (collectively known as the “DRC+9”). We require our suppliers to retain records related to conflict minerals supply chain inquiries for a minimum of 5 years and make them available to VS&Co or its designee during audits or upon request. This includes but is not limited to declarations from sub-suppliers, purchasing records, and other supporting documents to substantiate where the 3TG material originated. Form SD and Conflict Minerals Reports previously filed by VS&Co can be viewed as part of our SEC filings.

Politique relative aux travailleurs migrants étrangers

VS&Co's Supplier Code of Conduct clearly states that prison, indentured, bonded, involuntary or slave labor or labor obtained through human trafficking shall not be used. Experts report that foreign migrant workers who travel across country borders to obtain employment are most at risk for human trafficking and forced labor and, therefore, we have established a Foreign Migrant Worker Policy to ensure that we reduce the risk of human trafficking or forced labor within our supply chain. In order to use a factory that employs foreign migrant workers, the sourcing team must obtain executive approval which can only be given if the factory receives positive results on a Foreign Migrant Worker Risk Assessment in accordance with the International Labour Organization’s handbook on Combating Forced Labour. 

Human Rights Policy

At VS&Co, we understand that our impact on human rights reaches beyond our own supply chain and extends to all the communities in which we operate. We proactively engage with stakeholders to strive to be a responsible corporate citizen everywhere we operate. We continuously evaluate our processes and activities to ensure that human rights are respected throughout our business operations. Transparency is a priority in our practices, demonstrating that respect for human rights in our products and raw materials is paramount for our customers, employees, investors, and other stakeholders. VS&Co is committed to respecting human rights and while we continue to improve our human rights protections throughout our value chain, there are several key milestones worth noting:

• In 2022*, our first VS&Co ESG materiality assessment identified Human Rights as a risk to the company.
• In 2023, VS&Co completed a Human Rights Impact Assessment (HRIA) to further assess enhancements needed in identified areas of impact.
• In 2025, VS&Co published a Human Rights Policy, which highlights key initiatives through which we integrate our commitment to human rights into operations and the areas of impact or salient risks.

*Note: This was VS&Co's first full year as a standalone, publicly traded company.

Politique relative aux pays où nous nous approvisionnons

VS&Co will not source product from any country prohibited or restricted by law as sanctioned by the Office of Foreign Assets Control of the U.S. Department of the Treasury.