Our Corporate Social Responsibility


Evas garment – Corporate Social Responsibility

CSR Philosophy

Evas garment. fully appreciates the importance of socially responsible management and endeavors to fulfill its duties with a strong sense of willingness and management philosophy. Evas also promises accompanied growth with its stakeholders and clients by actively expanding its range of CSR activities that exceed standards on the current compliance level.

“a professional manufacturer of knit products

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TabLabor-Management Communication

Labor-Management Communication

Evas garment. strives to establish a mutually beneficial labor-management relationship between labor and management based on active communication so that employees find their work rewarding as they progress towards the Company goal. We are committed to respecting local labor laws, where our business sites are located. We also strive to communicate with employees to raise their awareness of employee rights. Evas renews its labor-management agreement in accordance with the local labor laws and procedures on a regular basis. The complaint Registration System, Labor-Management Dialogue, and other communication channels have also enabled the company to facilitate clear and effective communication between labor and management.

Advisory Service

The Advisory Service is a program led by both the management and labor to improve Yakjin’s work environment by approaching issues from both parties’ perspectives.

Major Participants

Site WorkersThis group plays a key role for building and executing improvement plans and it is necessary for them to collaborate
with the management.
ExecutivesThis group establishes and controls regulations for improving welfare benefits.
Advisory ServiceThis group provides advice on establishing and maintaining a balanced relationship between workers and the

Results of the program

1. At the initial stage, concerns were raised over aggravating workers’ grievances. However, both parties were able to appreciate the fact that the meeting
itself was a substantial step to resolve labor issues.
2. Labor union leaders changed their authoritative stance and allowed workers’ representatives to play their roles. This ultimately led to a better
understanding of the worker’s most desired demands.
3. Workers realized that the management is not solely responsible for all issues identified after the analysis and that both the management and labor
need to come together in resolving conflicts. Also, it was agreed that the management and labor should cooperate together as to create a better
working environment.

Outline of the Advisory Service Program

Together with our employees and partners around the globe, Evas strives to become the No.1 apparel manufacturer to produce top notch products in the knit apparel industry (Garment menufacture knit).

Employee Policy

Evas Garment’s Human Resources are the company’s
core and foundation in attaining corporate competence.

Evas provides substantial support to its employees for the improvement of their life quality and personal value and operates training programs at each manufacturing facility to enhance productivity. Evas is also fortifying its competence through embedding a sense of belonging to each of its employee by respecting their diversity, fostering youthful talents and providing them with adequate rewards regardless of their race, nationality or gender.

Improving Employees’ Quality of Life

Evas endeavors to provide a comfortable working environment for its employees by supporting them to enjoy a healthy, affluent, and peaceful life. To enhance productivity and to motivate workers, Yakjin also implements welfare policies for its employees. Moreover, to prepare against accidents, Evas not only operates a medical office at each of its worksite, but also holds an emergency contact network for the local medical facilities, ambulance services, public offices, and the police. Evas also operates an eco-friendly cooling system for workers at humid and hot regions to provide the best working condition.

Food Program

BFC/ILO selected several businesses to provide light breakfast for workers as a pilot program. Having been aware of the importance of providing its employees with the proper nutrition, Evas took part in this program as a vendor company.

Food Program Subjects and Methodology

Participating as a pilot vendor for the ILO/BFC’s Food Program, Evas has successfully completed the program in two of its overseas facilities. Thereafter, Evas has been continuously provided morning breads and fresh water to its workers in order to make sure of the basic nutritional needs for its employees.

Talent Development Program

Global human resource development is the foundation of Evas’s competence as it strives to rise as a global leading company. As such, Evas runs human resource education programs to strengthen employee’s capabilities. Given the nature of the industry with a greater number of female employees, Evas has actively invested in programs tailored for women’s capability development and social status enhancement. Evas will continue to invest in human resource development programs to improve employees’ work efficiency and productivity.

The P.A.C.E.(Personal Advancement & Career Enhancement) Program

The PACE program is a training program tailored for female employees, as women represent approximately 80% of the global workforce in the clothing industry. However, most of them come from less-developed socio-economic backgrounds. Thus P.A.C.E. works to encourage women to enhance their quality of living.
Thus P.A.C.E helps to encourage women to improve their quality of living, and ultimately assists them to discover their potentials so that they could change their own lives as well as their communities. Every week, 10 teams consisting of 26 female employees attend for a total of 75.5 hours of class. The topics cover financial management, health, psychology, dialogue skills, and other disciplines. They also learn about resolution of conflicts at workplaces, women’s status at home, women’s role in the society, and many other customized topics to enhance women’s quality of life.

Training program contents

Under the provision of Yakjin, P.A.C.E. started as a pilot program in Vietnam back in 2017. The program initially consisted of 3 modules, but has expanded to 7 by including topics, such as dialogue, time management, finance and law in 2018. Evas focuses on encouraging its female employees to have a stronger sense of identity and demonstrate leadership within their community. The program was formed so that the independent modules connect organically to provide efficient training.

Training program effects

According to the P.A.C.E. satisfaction survey results, a majority of participants experienced positive changes both at work and outside of the work. The survey results revealed that the program was most effective in improving the confidence of female employees upon engaging in conversations with line leaders, colleagues, or family members. In addition, the participants noted that they were able to cope with problems in a more rational manner.

Local Community Engagement Policy

Environmental Management Policy

Evas always endeavors to raise its awareness of safety issues

Safety and Environment are the issues heavily emphasized around the world these days. Consequently, companies are asked to take greater responsibilities. Having recognized the significance of global environmental issues including climate change, pollution, resource depletion, and waste water treatment, Evas has taken preemptive actions including reinforcement of environmental management system and initiating a variety of programs to protect local environments. Meanwhile, Evas has also raised its safety standards to ensure the employees’ health and continuously endeavored to raise awareness of safety issues across all the production sites.

Eco-friendly management

Evas has embedded eco-friendly management, in accordance with environmental regulations, into its business process by raising employees’ awareness. Having set the eco-friendly management strategies and goals, Evas has implemented educations and corporate activities; the results are reviewed by the management on a regular basis to come up with corrective measures. Evas will continue to reinforce its company-wide efforts to make sure that the entire firm becomes familiar with Evas’s eco-friendly management system.

Environmental Management System

Major activities

Evas has implemented energy-saving policies across all the manufacturing facilities. For example, Evas has minimized heat loss by installing sensor lights and waste incineration boilers. Moreover, heat energy generated from incinerating garment at Vietnam work sites is recycled to run the boilers, which minimizes the usage of fossil fuel, GHG emissions, and saves energy costs. Lightings have also been replaced with energy-efficient LED lamps* to improve the work environment. In addition, the Vietnam work site strictly prevents pollutant leakage through its in-house wastewater treatment system and saves energy by utilizing its heat exchangers to heat wastewater before dyeing and to cool wastewater before discharging it.

Heat Exchange System

Natural Sun Light Roof

For Evas Jaya, the system has saved about 30%* of power used by fluorescent lights within the factories.
(* in terms of 1,018 36W-fluorescent lights)

Safety & Health

As such, Evas has regularly conducted education on safety accident prevention and first aid in order to raise Evas employees’ awareness of safety and to prevent occupational accidents.