ICTI Code of Business Practices

ICTI is an industry association; ICTI CARE is the historical name of a social responsibility programme. It became the ICTI Ethical Toy Program in January 2018 and the Ethical Supply Chain Program (ESCP) in 2024. Current projects should confirm ESCP and customer requirements.

ESCP — programme history

ICTI, an association of toy-industry associations, promotes lawful, safe and healthy factory operations. Its Code rejects underage, forced and prison labour, discriminatory hiring and breaches of environmental law. Supply agreements with manufacturers working for member companies should also address these principles.

ICTI’s role is to inform, educate and review member practices so companies can follow its Code. It also encourages authorities to enforce wage, working-time and factory health and safety requirements.

The following operating conditions summarize the Code presented in the original article. Member companies are expected to obtain contractors’ agreement before work begins.

1. Labour

• a. Weekly hours, wages and overtime pay should meet legal requirements. Where no specific law exists, conditions should be humane, safe and productive. The Code provides for one rest day each week in line with relevant ILO principles.
• b. No person below the legal minimum age should be employed in toy manufacturing. The historical Code also states an absolute minimum of 14 and refers to ILO Conventions C138 and C182. This historical clause is not permission to employ a 14-year-old where applicable law or the current programme requires a higher age.
• c. Forced or compulsory labour for private individuals, businesses or associations is prohibited, in line with ILO Convention C29. Workers should be free to leave at the end of their shift, and guards should serve ordinary security purposes.
• d. Men and women should receive equal remuneration for work of equal value, consistent with ILO Convention C100. Remuneration includes basic or minimum wages and additional payments or benefits, paid directly or indirectly in cash or in kind because of employment.
• e. Workers should receive legally required sickness and maternity benefits.
• f. Employment practices must not impair equal opportunity or treatment through discrimination based on race, colour, sex, religion, political opinion, national origin or social background, in line with ILO Convention C111.
• g. Workers should be free to exercise representation rights provided by applicable law.

2. The workplace

• a. Factories should provide safe conditions and meet or exceed applicable sanitation and hazard-protection requirements.
• b. Lighting and ventilation should be adequate, and aisles and exits must remain accessible.
• c. Emergency medical assistance should be available, with designated personnel trained in first aid.
• d. Emergency exits should be adequate and clearly marked, and workers should be trained in evacuation procedures.
• e. Protective equipment should be available and workers trained in its use.
• f. Machine safeguards should meet or exceed applicable legal requirements.
• g. Toilets should be sufficient, hygienic and properly maintained.
• h. Appropriate facilities or arrangements should be provided for meals and other breaks.
• i. Employer-provided dormitories and sanitary facilities should meet basic needs, have sufficient ventilation and comply with fire safety and other local requirements.
• j. Mental or physical disciplinary abuse is prohibited.

3. Compliance

• a. The Code aims to establish performance expectations, educate and encourage responsible manufacturing rather than punish.
• b. Member companies should review their own and contractors’ facilities, examine records and conduct on-site inspections. Contractors should apply equivalent practices to subcontractors.
• c. A responsible officer of each manufacturer or contractor should sign an annual statement of compliance.
• d. Manufacturing contracts should identify a material failure to follow the Code or promptly implement corrective action as a contractual breach that may lead to cancellation.
• e. The original Code refers to annexes supporting compliance evaluation. Their application should reflect the variety of toys, processes, factory sizes and workforces and use reasonable judgement.

Supporting annexes listed in the original article

The original article refers to the following supporting annexes:

• Appendix I: Methodology for Evaluating Compliance
• Appendix II: Audit Checklist
• Appendix IIa: Guidance Document
• Appendix III: Corrective Action Plan

The original article lists annex titles without attached download links. Consult ICTI’s source for the applicable documents and programme.

ICTI — Code of Business Practice