A backpack can be inspected in a matter of minutes. The stitching is either straight or it is not. The zippers work, the fabric feels right and the finished product passes quality control. The more difficult questions are hidden behind the seams. Who made it? Under what conditions? How many hours did they work? What happens when a worker raises a concern? And when a factory falls short of an agreed standard, who makes sure something changes?
These questions cannot be answered by a label alone. Responsible production requires rules, independent scrutiny and relationships strong enough to support uncomfortable conversations.
At Ucon Acrobatics, that process begins before the first product enters production.
Clear Rules for Every Manufacturing Partner
Our Code of Conduct is based on the International Labor Organization’s Core Labor Standards. It prohibits forced and child labor, protects freedom of association and collective bargaining and requires equal treatment regardless of race, gender, religion, political affiliation, union membership, nationality, social background or disability.
It also sets specific requirements for working hours. Regular working time must not exceed 48 hours a week, with at least one day off in every seven-day period. Overtime must be voluntary, limited to 12 hours a week and compensated at a premium rate.
Factories must provide safe and hygienic working environments, take measures to prevent accidents and address risks connected to their work. Physical abuse, intimidation, sexual harassment and other forms of workplace harassment are strictly prohibited.
The Code also requires legally binding employment relationships. Suppliers may not use temporary arrangements, false apprenticeships or other employment structures to avoid obligations under labor and social-security laws.
Being Precise About Wages
Our Code requires wages and benefits for a standard working week to meet at least legal or industry minimum standards. It also states that wages should cover workers’ basic needs, support their families and provide some discretionary income.
Unauthorized or disciplinary wage deductions are prohibited, and workers must receive clear information about their wage rates and pay periods.
These are firm requirements for our suppliers. However, we do not use “fair wages” as a general marketing claim. Verifying a living wage requires detailed information for specific roles, regions and household circumstances. We therefore distinguish between the standards set by our Code of Conduct and the outcomes we can currently document.
Independent Audits and Corrective Action
Every Ucon Acrobatics manufacturing partner holds a valid amfori BSCI social audit conducted by an independent auditing organization such as Intertek.
The audits examine areas including working hours, remuneration, occupational health and safety, labor rights and employment practices. When shortcomings are identified, they are documented in the audit process and require corrective action before the next assessment.
Workers also have access to factory-level grievance mechanisms, including anonymous complaint channels. These provide them with a way to report concerns outside the formal audit process without revealing their identity.
Independent assessments are complemented by direct contact. Martin, our co-founder, visits every manufacturing partner at least once a year to review conditions, discuss outstanding issues and understand where further progress is required.
“A Code of Conduct is important, but what matters is whether you can actually see it in the factory. That's why we keep coming back.” Martin, Co-Founder
Responsible production is not defined by a single document or audit result. It depends on clear expectations, independent scrutiny and the willingness to act when improvements are needed.
The bag is the visible result. The conditions behind it matter just as much.