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Beyond compliance, built into the product

Compliance is our floor, not our ceiling

For us, an audit is where responsibility starts, not where it ends. We run continuous due diligence at every operational level and share the results with you. It is the right thing to do, and it protects your order: informed, engaged factory owners with a people-first mindset means lower staff turnover, reduced absenteeism and better productivity on your programme.

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  • Certifications and approvals: Our partner factories hold WRAP Gold, Sedex (SMETA), Higg and GRS, and are approved for Asda (George) and previously Walmart production. Certificates accessible here

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  • Due diligence, beyond the audit: Compliance is a floor, not a finish line. Our in-country team works with factories every day to enforce policies and run beyond-compliance programs with proper monitoring and evaluation. We also assess against our own Social Compliance Improvement tool: 100+ criteria across four phases, drawn from ILO, ETI, SMETA, WRAP, SA8000, BSCI and Higg. We share these assessments with clients regularly, and they are periodically validated by external bodies.

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  • Standards we hold to: We are a signatory of the Social & Labor Convergence Program, which reduces audit fatigue so resources go to improving workers' lives rather than repeating audits. All our partner factories adhere to the Ethical Trading Initiative (ETI) Base Code.

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  • Zero tolerance for forced labour: EAA has zero tolerance for forced labour of any kind. In line with the UK Modern Slavery Act 2015, our formal statement sets out how we implement, monitor and train against these commitments across our factory network, and we review it every year. Read our full statement here.

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  • Responsible by design: Responsibility is not a department here, it runs through the operating model, and investment in workers is what drives the reliability you buy.  

 

Our decisions are driven by data, and focused on creating model operations for impact in four key areas:

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WOrker voice & engagement

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  • Democratically elected worker committees at every level, floor, middle management and senior, give workers a real say and give you a functioning grievance mechanism, not a poster on a wall.

  • Over 70% of our workforce and 50% of managers are women, and we train women into high-skill roles usually closed to them, mechanics, cutting and digital patterns.

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Fair Compensation

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  • We triangulated a living wage for the area using the Poverty Probability Index and a cost-of-living tool developed with the Ethical Trading Initiative, surveying 150+ workers.

  • We're in range of a living wage locally and committed to raising it, the kind of wage evidence your due-diligence team can rely on.

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Worker health, safeguarding & wellbeing

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  • We start from what workers tell us they need, then deliver: on-site healthcare, health and education programs, and safeguarding through clear policies, training and grievance channels.

  • We measured whether this is genuinely a best place to work through a three-year wellbeing study with the Levi Strauss Foundation, because lower turnover and absenteeism show up directly in your quality and on-time delivery.

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sustainability

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  • Ghana's largest solar-powered garment factory, avoiding an estimated 120,000 kg of CO2 every quarter, building to EDGE green-building standard, with a worker-led waste task-force and a circular, fibre-to-garment vision for the region.

  • Paired with direct US shipping, a real carbon story for your supply chain.

© 2026 EAA

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