Build a better business around our people
At HAGS, our people are at the heart of everything we do. We are committed to fostering a healthy, sustainable workplace built on collaboration, respect, and shared values. By supporting wellbeing and development, we create an environment where our team can thrive - and feel proud to be part of HAGS.
Human and Labour Rights
At HAGS, we see human rights as fundamental to ensuring dignity, freedom, and respect across our operations, partnerships, and communities. Our commitment is reflected in our sustainability strategy, human rights policy, and supplier code of conduct.
We regularly review working conditions with a focus on health, safety, and work-life balance. In manufacturing, key risks include physical strain and injury; in office settings, stress and mental health challenges. We prioritize safety and wellbeing, encouraging open feedback to help create a supportive and productive workplace.
Contributing to these global Sustainable Development Goals (SDGs):
3. Good health and well-being
8. Decent work and economic growth
HAGS Long term goals for our people
Establish a company-wide framework by 2034 that ensures decent and sustainable working conditions, using ongoing employee feedback and engagement surveys to continuously improve job security, fair compensation, work-life balance, and overall employee wellbeing.
(ESG: Social, ESRS: S1 Own Workforce)
Embed a culture of equality, inclusion, and continuous learning across the organisation by 2034 through structured succession planning, long-term use of HAGS Academy Online, and regular employee feedback. Ensure all employees have equitable access to training, leadership opportunities, and career advancement pathways.
(ESG: Social, ESRS: S1 Own Workforce)
Eliminate child labour risks across the entire supply chain, including indirect suppliers, through continuous improvement of monitoring systems and risk mitigation strategies. Establish industry-leading practices in ethical sourcing, ensuring all suppliers uphold children's rights, with verified and sustained compliance supported by third-party assessments and international benchmarks.
(ESG: Social, ESRS: S2 Workers in Value Chain)
HAGS Short term goals for our people
Evaluate and enhance working conditions by 2026 through regular employee engagement surveys, focusing on secure employment, fair working hours, and adequate wages, in alignment with international labour standards and internal policies.
(ESG: Social, ESRS: S1 Own Workforce)
Promote equal treatment and opportunities for all employees by 2026, with a focus on gender equality, access to training, and skills development. Launch HAGS Academy Online to support competency growth and use employee engagement surveys to identify gaps and opportunities for inclusive development.
(ESG: Social, ESRS: S1 Own Workforce)
Implement a global risk assessment framework to identify and address child labour risks, using international standards such as UNICEF child labour data. Achieve 100% compliance with child labour provisions in our Code of Conduct among all direct suppliers, and raise Supplier Assessment compliance to at least 95% to ensure greater transparency and accountability.
(ESG: Social, ESRS: S2 Workers in Value Chain)
Current sustainability actions for our people
We will conduct additional employee engagement surveys to benchmark and compare results against prior year survey.
Learning and development
At HAGS, we prioritize building a skilled and confident workforce. We believe people thrive when they understand their roles and see a clear path for growth. That’s why we offer a range of development opportunities - from workshops and webinars to training programs and conferences - delivered with both internal and external experts.
Health and safety
Employee safety is our top priority at HAGS. We maintain safe, hygienic working conditions and are committed to long-term improvements across all our sites. Our QHSE policy in Poland sets high standards for wellbeing and sustainability, applying to all employees and embedded in every decision we make.
We follow international best practices, adhering to ISO 9001, ISO 14001, and ISO 45001 standards. Our safety efforts include regular training, internal audits, emergency drills, inspections, risk dialogues, and safety days—ensuring a strong safety culture and continuous improvement.
Flexible and hybrid working
We aim to be an attractive employer by supporting a healthy work-life balance. We encourage flexible working - including remote work when possible - without compromising operations. This approach builds trust, empowers personal responsibility, and helps our people balance work, family, and leisure in a way that works for them.
Staff wellbeing
At HAGS, we promote a health-conscious lifestyle to support our employees’ wellbeing, creativity, and productivity. We understand that health is shaped by many factors - genetic, social, psychological, lifestyle, and environmental - so we take a holistic approach to improving the work environment.
We actively support wellness initiatives and health promotion to help everyone enjoy a healthy, balanced working life. We have a shared global HAGS Strava group, which we encourage staff to use and be part of to promote healthy living.
Reporting and responding to incidents
Since 2019, we've recorded 884 safety related incidents, mostly reported by our production teams. These reports are vital for identifying and addressing potential risks early, helping us create a safer workplace.
We continuously monitor safety performance and take action where needed. Our efforts include regular training, hybrid work options, daily shared breakfasts, wellness activities, and ongoing improvements to both the physical and psychosocial work environment. Together, these initiatives support a sustainable, inclusive, and caring culture where our people can thrive.
Business conduct and corporate culture
Our leadership’s role
Our leadership teams - administrative, supervisory, and management - ensure we operate ethically, lawfully, and in line with our values. We follow clear internal guidelines, including our Code of Conduct, to stay compliant with legal standards, build a strong organisational culture, and adopt best practices in corporate social responsibility and sustainable development.
Living our values
We embed our values into every part of our business. Our Code of Conduct guides us in complying with laws, acting ethically, and maintaining high organisational standards. We also expect our suppliers to uphold ethical practices, aligned with the UN Universal Declaration of Human Rights, ILO Conventions, and the UN Convention against Corruption.
Supplier integrity
We hold ourselves - and our suppliers - to high ethical and environmental standards. We carefully vet all partners through thorough assessments and regular follow ups, making sure they share our commitment to integrity, social responsibility, and anti-corruption.
Corporate culture
We actively shape and grow our company culture through four key steps:
- Establishing our mission, vision, and values
- Aligning policies and training to those valuess
- Promoting our culture internally and through our brand
- Evaluating progress with feedback, surveys, and metrics
Corruption and Bribery
We have clear policies in place to prevent corruption, bribery, victimisation, harassment, and sexual harassment. Our whistleblower policy ensures safe and confidential reporting. All policies are available on our intranet and Management Systems, with regular updates shared at staff meetings.
Our anti-bribery and anti-corruption policy is part of our onboarding process, and every employee signs an anti-bribery statement. We also maintain a strategic skills supply plan, with managers reviewing and prioritising training needs during annual performance reviews to ensure ongoing professional development.
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