We are a Vancouver, Canada based jewelry company that handcrafts sustainable jewelry with meaning.

Pyrrha is a member of the Responsible Jewellery Council (RJC). 

The RJC is a standard-setting organization established to advance responsible ethical, human rights, social and environmental practices throughout the gold, silver, platinum group metals, diamond, and colored gemstone jewelry supply chain. 

The RJC has developed a benchmark standard for the jewelry supply chain and credible mechanisms for verifying responsible business practices through third-party auditing. This policy document outlines those responsible business practices that we have adopted. 

As an RJC member, we commit to operating our business in accordance with the RJC Code of Practices. We commit to integrating ethical, human rights, social and environmental considerations into our day-to-day operations, business planning activities and decision-making processes.  

Pyrrha is committed to respecting human rights and conducting human rights due diligence by identifying, assessing, preventing, and mitigating human rights impacts in our supply chain. 

Human rights are universal rights and freedoms that belong to all people without discrimination. They are relevant to all businesses, regardless of size, sector, or country of operation. Human rights include social, cultural, and economic rights, labor rights, and civil and political rights. 

Pyrrha commits to performing a Human Rights due diligence risk assessment process annually, conducted by our Operations team. This risk assessment will be used to identify any areas we have breached, directly or indirectly, our human rights standards and highlight any areas where we can do better.

We acknowledge all vulnerable groups characterized by their higher risk and reduced ability to cope with shock or negative impacts. Their vulnerability may be based on socio-economic condition, gender, age, disability, ethnicity, or other criteria that influence people’s ability to access resources and development opportunities. 

We bridge our standards with that of the Universal Declaration of Human Rights(i) and the International Labour Organization’s Declaration of Fundamental Principles and Rights at Work(ii). We promise to hold these standards for both our internal operations and for any of our business relationships including but not limited to: 

• Human rights issues related to sourcing materials from conflict-affected and high risk-areas around the globe.

• Supporting the elimination of forced or compulsory labor.

• Supporting the abolition of child labor.

• Supporting the abolition of human trafficking 

• Supporting the elimination of discrimination with respect to employment and occupation. 

• Company-wide health and safety procedures that support employee’s right to just and favorable work conditions. 

Should any employees, partners, or vendors suspect Pyrrha has breached our commitment to supporting and respecting human rights, we urge them to raise this grievance with Pyrrha’s Director of Operations. Retaliation against those bringing forth good-faith grievances is strictly and expressly prohibited. Pyrrha commits to remedy any transgressions brought to our attention. 

Pyrrha strives to create a work environment and hiring process free from discrimination and harassment based on race, color, ethnicity, caste, national origin, religion, disability or genetic information, gender, sexual orientation, union membership, political affiliation, marital status, parental or pregnancy status, physical appearance, HIV status, age, or any other personal characteristic unrelated to the inherent requirements of the work as prescribed by the Canadian Human Rights Act and the Responsible Jewellery Council. 

Pyrrha reviews its non-discrimination efforts at least annually.

A grievance is a complaint or whistleblowing tactic made by an employee or stakeholders concerning any matter related to employment with the Company or third-party suppliers. 

All grievances must be in writing. The employee must state clearly and concisely all the known facts related to their grievance, including “who, what, where, when and the why.” 

The employee must clearly explain why they disagree with the act or omission that forms the basis for the grievance or whistle blow. An explanation must be provided for what remedy is being requested to resolve the issue at hand. 

The grievance must be signed and dated.

In addition, we support the prohibition of bribery in all business practices and transactions.  

Bribery means giving or offering (as well as demanding or receiving) any undue advantage to (or from): 

• A public or government official (politically exposed persons):

• A political candidate, party or official; or

• Any private sector employees, director or officers, or their agents or representatives.

At Pyrrha, employees only consist of directly employed workers. Pyrrha prohibits and refuses to participate in bribery within or related to all our business practices and transactions carried out by the Company. We will provide training and procedures to applicable employees on how to identify suspected bribery and how to handle and report such circumstances. 

Should any employee or other stakeholder suspect an instance of bribery, they are strongly encouraged to report their concerns to the Director of Operations. All good-faith reports will be addressed and investigated thoroughly and expediently. 

Gifts to/from Pyrrha and our partners and vendors, often given in good faith, can potentially be perceived as a form of bribery. To combat this, Pyrrha has instated a Gifting Policy.

Pyrrha and its employees shall not accept or give gifts of notable material value (>$500.00 MRSP) from/to suppliers, potential partners, or any other parties who stand to gain by association to Pyrrha.  This policy excludes products gifted by Pyrrha for promotional purposes. All significant gifts (>$200.00 MRSP) must be recorded in Pyrrha’s Gift Log. 

Should any employees, partners, or vendors suspect a breach of our Gifting or larger Bribery policy, they are urged to bring the matter forward to Pyrrha’s Director of Operations. All good-faith reporting will be investigated thoroughly, and retaliation is strictly and expressly prohibited. 

As per the Canadian Labour Code, every employee is free to join the union of their choice and participate in its activities(iii). Moreover, Pyrrha is bound by Canadian law to not interfere with the creation of a trade union or retaliate, directly or in-directly, against any employee for seeking to join or start a collective bargaining unit(iv). 

Pyrrha commits to receiving any attempts at collective bargaining in good faith. 

As part of Pyrrha’s Responsible Business practices, Pyrrha commits to forbidding false or misleading statements about the quality, consistency, or contents of our products. In service of this commitment, the grade, carat, and origin of our materials (precious metals, especially) is prominently displayed on our customer facing and wholesale point of sale websites. Further, there is a contact provided for customers to reach out should they wish to know further details. 

Lastly, environmental stewardship is one of Pyrrha’s core values. Responsible interaction with our environment is at the forefront of every business decision Pyrrha makes. As such, Pyrrha naturally and enthusiastically commits to responsible environmental management and to identify and resolve any environmental issues material to the Company to the best of our ability with what resources we have.

(i) https://www.un.org/en/about-us/universal-declaration-of-human-rights

(ii)https://www.ilo.org/declaration/lang--en/index.htm

(iii) Canada Labour Code, section 8

(iv) Canada Labour Code, section 94