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REDESIGNING THE DESIGN PROCESS FOR (ALMOST) ZERO WASTE

Ever thought about where clothing comes from and what goes into making it? Even today, with the help of highly efficient machinery, the textile production process is no simple feat.
Historically, a person would have to plant and harvest a crop or gather fibres from an animal. They would then clean, comb, spin, and dye the fibres before threading them onto a loom. After many days of hand-weaving, the fabric could be removed to create a garment.

The first cut into that piece of cloth — which by now has taken months of effort to produce — might have been a slightly nerve-wracking experience. And every part of the cloth would surely be put to good use.
Nowadays, textile production requires all the same steps, but thanks to high-speed industrial machinery, a lot more fabric can be made much quicker. Fabrics are produced at incredible speeds, pattern pieces are cut out of the fabric, and the leftover scraps are usually discarded— hopefully for recycling. Inundated with an overabundance of material and clothing, throwing out leftover pieces of fabric may seem harmless. But these days, we know better. Small amounts of textile waste can add up to major negative impacts on our environment.

“Waste reduction has always been a cost concern, not one of sustainability. Usually 85%–90% of the fabric is used,” says Creative Room Italia’s Massimo Munari. Thinking about cost efficiency, paper patterns are created to waste as little fabric as possible, but 10%–15% can still end up in landfill.

But what if we adopted the attitude of our ancestors? What if we ensured that every possible part of that precious, high-quality, durable, and sustainably made textile would be used in our garment?
ISKO’s Creative Room Italia posed this question and researched a variety of solutions through design exploration trials. With sustainability in mind, the team explored how iconic garment designs could accommodate small tweaks in the patterns and how leftover parts of the cloth could be used for details in the clothing, such as reinforced elbows or patch designs. “Even the selvedge of the fabric was used to attach the hangtag to the garment,” Massimo says.
The result? All garments in the Rad Rags | Zero Waste capsule collection use more than 98% of the fabric — some pieces use 99.7%, which is usually impossible. And thanks to RE&UP, ISKO’s new venture in textile recycling technologies: yes, the remaining 0.3%–2% of remaining material will be recycled. But Massimo admits that the material-saving design process is not easy. Designers are not usually experts in patternmaking. This approach requires the design and engineering teams to work together. Each design requires creative thinking, and size adjustments affect how the pattern pieces are placed. The Rad Rags | Zero Waste capsule collection was also particularly challenging for the team because they began with iconic denim designs, such as the “trucker” jacket, and worked to preserve the designs’ integrity. Beginning with a completely new design could have been somewhat less restrictive. But restrictions can also lead to innovation. “Forcing the patterns to change also created new discoveries in the shape and fit.”
In addition to this material-saving approach, all the fabrics in the collection use ISKO’s Ctrl+Z fabric technology. These fabrics are made from recycled cotton and polyester with regenerated cellulosic fibres. The wash processes also minimize water-use and utilize non-hazardous techniques.

With the Rad Rags | Zero Waste collection, Creative Room Italia hopes to inspire brands to think differently and focus on less waste. Brands can adopt the process or think of other ways to approach the same challenge. According to Massimo, it’s not easy, but it is possible. “We sent a message to the world that there is another way to work on design.”

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SA 8000 SOCIAL RESPONSIBILITY POLICY

Our factory applies with the “human first” principle at every stage of production and management. We comply with the Labor Law No. 4857, Occupational Health and Safety Law No. 6331, ILO Conventions and the principles of the SA 8000 Social Responsibility Standard stated below.

Prevention of Child Labor and Youth Labor

To act in accordance with the procedures and principles of employing children and young workers, not to employ people who have not completed the age of 15 and who have not completed their legal compulsory education, to seek the same sensitivity in business partners and stakeholders and to encourage them in this direction.

Prevention of Forced Labor

Not to force their employees to work and to stay in the workplace, not to work with such illegal labor providers, not to be a recruiter, carrier, intermediary, owner of any person who is smuggled to work.

Health and Safety

To comply with the applicable Laws and Regulations, to ensure the participation of all employees by making Occupational Health and Safety a corporate culture, to prevent occupational accidents by taking all necessary precautions.

Freedom of Association and Right to Collective Bargaining

To protect the social and employment rights of the employees by strictly complying with the terms and conditions of the employment contract, Turkish labor laws and regulations, not to interfere with the employees in meeting, organizing, expressing their opinions and defending their individual rights and freedoms.

Non-Discrimination

All employees; religion, language, race, age, creed, gender, disability, sexual orientation, nationality, political preference, marital status, skin color, including employment, wages and benefits, promotion, discipline, dismissal or retirement, To employ without discrimination on HIV, AIDS, Pregnancy Status, Union Membership, Family responsibilities, Conscious and Unconscious prejudice, social group or ethnic origin.

Disciplinary Practices

Mistreatment of employees, verbal, physical, psychological harassment, pressure, violence, mobbing, etc. not to allow such activities, not to tolerate corruption, fraud, discrimination, embezzlement or bribery, to act with a zero tolerance approach, to continue its activities in a fair, honest, legal and ethical manner, not to impose arbitrary penalties, not to deduct wages from personnel salary for disciplinary punishment.

Working hours

Working and overtime hours; to determine in a humane manner, based on applicable laws and obligations.

Fees and Payments

Fees; To determine the standards of living of its employees and their families in accordance with the laws and the Collective Bargaining Agreement, respecting their fair wage rights, seeking the same sensitivity in our business partners and stakeholders.

Management system

Establishing a management system in accordance with the SA 8000 Social Responsibility Standard, providing equal opportunities and opportunities for the training, orientation and development of our employees, Studies of the Social Performance Team, consisting of management and worker representatives, to develop, maintain and implement the social rights, occupational health and safety issues of the employees and the top management to meet the resource needs in this regard.

In accordance with the Social Responsibility Policy, employees have knowledge and awareness about the subject and can directly contact the Social Performance Team when necessary.

COMMITTED



Fabrikamız üretim ve yönetimin her aşamasında “önce insan” ilkesini uygulamaktadır. 4857 sayılı İş Kanunu, 6331 sayılı İş Sağlığı ve Güvenliği Kanunu, ILO Sözleşmeleri ve aşağıda belirtilen SA 8000 Sosyal Sorumluluk Standardı ilkelerine uymaktayız.

Çocuk İşçiliğinin Önlenmesi ve Genç İşçiliği

Çocuk ve genç işçi çalıştırma usul ve esaslarına uygun hareket etmeyi, 15 yaşını doldurmamış ve yasal zorunlu eğitimini tamamlamamış kişileri çaıştırmamayı,iş ortakları ve paydaşlarında da aynı hassasiyeti aramayı ve bu yönde teşvik etmeyi.

Zorla Çalıştırmanın Önlenmesi

Çalışanlarını zorla çalıştırmamayı ve iş yerinde kalmaya zorlamamayı, çalıştırılmak üzere kaçakçılığı yapılan hiçbir insanın işe alıcısı, taşıyıcısı, aracısı, sahibi olmayıp bu tür yasadışı emek sağlayıcı firmalarla hiçbir şekilde çalışmamayı.

Sağlık ve Güvenlik

Yürürlükteki Kanun ve Yönetmeliklere uymayı, İş Sağlığı ve Güvenliğini şirket kültürü haline getirerek tüm çalışanların katılımını sağlamayı, gerekli tüm tedbirleri alarak iş kazalarını önlemeyi.

Dernek Kurma Özgürlüğü ve Toplu İş Sözleşmesi Hakkı

İş sözleşmesinin hüküm ve koşullarına, Türk iş kanunlarına ve yönetmeliklerine kesin biçimde uygunluk sağlayarak çalışanların sosyal ve istihdam haklarını korumayı, çalışanlara toplanma, örgütlenme, fikirlerini beyan etme ve bireysel hak ve özgürlüklerini savunma konusunda müdahale edilmemesini.

Ayrımcılığın Önlenmesi

Tüm çalışanları; işe alınma, ücret ve yan haklar, terfi, disiplin, işten çıkarılma veya emeklilik konuları dâhil olmak üzere, din, dil, ırk, yaş, mezhep, cinsiyet, bedensel engel, cinsel tercih, uyruk, siyasi tercih, medeni durum, Ten rengi, HIV, AIDS, Hamilelik Statüsü, Sendika Üyeliği, Aile sorumlulukları, Bilinçli ve Bilinçsiz önyargı, sosyal grup veya etnik köken hususlarında ayrımcılık gözetmeden istihdam etmeyi.

Disiplin Uygulamaları

Çalışanlara kötü muamele, sözlü, fiziksel, psikolojik taciz, baskı, şiddet, mobbing vb. yapılmasına izin vermemeyi, yolsuzluk, dolandırıcılık, ayrımcılık, zimmet veya rüşvete müsamaha göstermemeyi, sıfır tolerans yaklaşımı ile hareket ederek faaliyetlerini adil, dürüst, yasal ve etik kurallara uygun bir şekilde sürdürmeyi, keyfi cezalar vermemeyi, disiplin cezası amacıyla personel maaşından ücret kesintisi yapmamayı.

Çalışma Saatleri

Çalışma ve fazla mesai saatlerini; yürürlükteki kanun ve yükümlülükleri esas alarak, insana yakışır şekilde belirlemeyi.

Ücret ve Ödemeler

Ücretleri; kanunlara ve Toplu İş Sözleşmesine uygun olarak, çalışlarının ve ailelerinin yaşam standardını gözetip adil ücret haklarına saygı göstererek belirlemeyi, İş ortaklarımız ve paydaşlarımızda da aynı hassasiyeti aramayı.

Yönetim Sistemi

SA 8000 Sosyal Sorumluluk Standardına uygun olarak bir yönetim sistemi kurmayı, çalışanlarımızın eğitilmesi, yönlendirilmesi ve geliştirilmesi için imkân ve fırsat eşitliği sağlamayı, Yönetim ve işçi temsilcilerinden oluşan Sosyal Performans Takımının çalışanların sosyal haklarını, iş sağlığı ve güvenlik konularını geliştirmeye, sürdürmeye ve uygulamaya yönelik çalışmalar yürütmesini, Üst yönetimin ise bu konuda kaynak ihtiyaçlarını karşılamasını.

Sosyal Sorumluluk Politikası gereği çalışanlar konu hakkında bilgi ve bilince sahip olup gereken durumlarda doğrudan Sosyal Performans Takımı ile iletişime geçebileceklerini.

TAAHHÜD EDER.