Veronica Beard Human Rights Policy

Veronica Beard Human Rights Policy

Introduction

At Veronica Beard, we recognize the power of our brand and business to be a beacon for uplifting people everywhere and championing causes that strengthen communities. Respect for human rights is part of how we seek to operate responsibly and build long-term value.

Our Commitment

At Veronica Beard, we are committed to respecting human rights throughout our operations and value chain, guided by the UN Guiding Principles on Business and Human Rights (UNGPs). The UNGPs are the internationally accepted framework for preventing and addressing adverse human rights impacts involving business activity.

Our commitment includes respect for the human rights reflected in the International Bill of Human Rights and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. The ILO Declaration covers freedom of association and collective bargaining, elimination of forced labor, abolition of child labor, elimination of discrimination in employment and occupation, and a safe and healthy working environment.

This Policy applies to individuals and communities who may be impacted by Veronica Beard’s own operations and business relationships, including our value chain.

Our Approach

Through our human rights due diligence process we seek to:

  1. Identify, assess and prioritize any potential and actual negative human rights impacts that Veronica Beard may cause, contribute to, or be directly linked to through our operations or business relationships. We collect information through a variety of methods, including general screenings based on human rights risks salient to our business and sector, supplier assessments, audits, internal and external questionnaires, feedback channels, and grievance mechanisms. We prioritize impacts based on: (1) their severity and likelihood, (2) our relationship to the potential impact, (3) our ability to influence outcomes and (4) existing control measures. Prioritized concerns are escalated to our Ethics & Compliance Committee.

  2. Help prevent and mitigate any identified potential impacts on human rights. Actions may vary based on the nature of the risk, where it arises in our value chain, our relationship to the potential impact, and our ability to influence the outcome.  Actions generally fall into two primary categories: (1) strengthening our own internal systems to help prevent and mitigate potential negative impacts caused or contributed to by our operations; and (2) working with our suppliers to help prevent and mitigate potential negative impacts to which our operations may contribute or be linked.  

  3. Remediate or, where appropriate, participate in remediation efforts for harm that Veronica Beard has caused or contributed to. Where impacts may be directly linked to our operations, products, or services through a supplier or other business relationship, we seek to use appropriate leverage to support prevention, mitigation, and, where appropriate, remediation. For impacts within our own activities, we review relevant information, escalate concerns to appropriate internal stakeholders, and evaluate proportionate corrective actions based on the nature and severity of the harm. For supply chain impacts, Veronica Beard seeks to work collaboratively with suppliers to support continuous improvement and, where appropriate, remediation of identified harms. Veronica Beard may suspend or terminate a supplier relationship where the supplier fails to engage meaningfully in remediation efforts or where continued engagement is inconsistent with our standards.

Grievance Channels

We provide Veronica Beard employees and all external stakeholders with channels for raising grievances and seeking remedy. Internal representatives are responsible for investigating all concerns raised. We expressly prohibit any form of retaliation for reports made in good faith. You can access more details about our process for managing grievances here.

This policy has been approved by the Board of Directors on [May 11, 2026] and our senior leadership provides oversight, business alignment, and championing of this policy and related programs.