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Social Responsibility

Royal Robbins commitment to the environment and social responsibility stems from our origins and extends to all aspects of our business.

Royal Robbins and his wife Liz were iconic Sierra Nevada rock climbers during the 1960s. They belonged to a progressive band of climber/philosophers who pioneered the term “clean climbing”: a set of practices and techniques that enabled them to climb big walls with little or no damage to the rock, a literal representation of their lived ethos of deep respect for the natural world.  With that foundation of conservation and our successful business comes the responsibility to contribute positively to society on a global scale as well as in our backyards.

Liz RobbinsOUR CORE VALUES

What’s truly important to us as an organization.

The following list captures the essence of what is truly important to us as an organization. These core values do not change from time to time, or person to person, but rather they are the foundation of our company culture.

LEAD. DON’T FOLLOW. 
This is what we call a “Royalism”.  From his earliest days, he always wanted to be first.  Our reminder to strive for innovation in everything we do.

GROW OUR PEOPLE.
Royal & Liz have always believed it is important to develop the people around them.  We believe the only way to achieve greatness is for us all to learn and grow each day.  We provide training for our employees based on their individual professional development goals that are tied to performance reviews.

BE OUTDOORS.
We believe getting outdoors with friends and family is a key ingredient to a fulfilling life.

KEEP ON CLIMBING.
A common phrase that Royal repeated often.  When we reach one goal, we keep climbing for the next!

NUTCRACKER.
Royal was one of the first and most vocal proponents of clean climbing: using removable climbing nuts for protection rather than pounding pitons into the granite cracks. This practice, minimized damage to the rock. In 1967, he and Liz made a first ascent using this new technique which was revolutionary in the U.S. at the time. Royal named the new route Nutcracker, a classic to this day. It marked an important evolution in climbing and our symbol for sustainable business practices at Royal Robbins.

royal robbins rewear recycle program
Royal’s Rewear Program

“Let’s stop sending clothing to landfills! –Michael Millenacker, Royal Robbins CEO

Fast fashion is killing our planet. At Royal Robbins we encourage you to buy high quality durable clothing so you can actually buy less. As we continue on our mighty journey to sustainability across all facets of our business, one important role is to to shift consumer behavior to make reselling and recycling clothing more common. As an industry leader and new member of bluesign®, we consider all phases of our product lifecycle, including the product’s end point. To that accord, we have launched a clothing recycling initiative with I:CO in the US that makes it easy for our customers and our employees to do their part and reduce the volume of waste being sent to landfills every year. All participants will be given an incentive coupon towards a future purchase and all program proceeds benefit THE YOSEMITE CONSERVANCY, funding projects and programs that are essential to Yosemite’s future.

The items sent back to us will be either reworn, reused or recycled by our partner; I:CO, or be re-sold at our retail stores in our new Royal’s Rewear section. 

Find out more.

Bluesign System PartnerWe are committed to applying the bluesign® system

Royal Robbins is committed to eliminating hazardous chemicals in the production our garments. As a bluesign® system partner, we encourage our suppliers to use bluesign® approved chemical products and raw materials that have undergone a risk assessment and comes with advice on how to use chemicals in a way that minimizes the risk to people and the environment. Substances posing risks to people and the environment are hence eliminated from the very beginning, which is safer for the workers, the environment are hence eliminated from the very beginning, whic his safer for workers, the environment and consumers who enjoy our products. For more information, visit www.bluesign.com

Royal Robbins IntegrityROYAL ROBBINS CODE OF CONDUCT

As Royal Robbins’ sourcing and customer base expands to include more diverse cultures, we must ensure that the business people and companies with which we associate have the same values that we expect from our own employees. To achieve this, Royal Robbins subscribes, and we ask that our business partners subscribe, to the following principles in Royal Robbins LLC, its Subsidiaries, Affiliates, and Divisions, are committed to be good citizens of and to conduct business in an ethical and moral manner in all countries in which we do business.

To assure compliance with these principles, Royal Robbins contracts with independent, certified third party social compliance auditing firms to annually verify adherence to the below standards. Factories who are annually certified by WRAP (Worldwide Responsible Apparel Production) already meet the qualifications of the social compliance audits.

  • Ethical Standards: We respect the ethical and moral standards and beliefs of all peoples and cultures with whom we do business. We, in turn, expect our business partners to respect our rules and procedures. 

  • Legal Requirements: We expect our employees and business partners to abide by the laws of the countries in which we conduct business. We also expect that International law related to the conduct of business between Nations be followed at all times. 

  • Health and Safety: We are committed to have a safe and healthy working environment in all Royal Robbins facilities. We also expect that any business partners to whom we provide work will endeavor to provide a safe and healthy work environment for the employees and also in the living facilities provided to the employees, should such facilities be provided. 

  • Environmental Safekeeping: We believe the environment in which we live is ours to maintain and protect. We subscribe to manufacturing practices which ensure the safekeeping of our natural resources and ecological surroundings, and expect our business partners to also adhere to these principles. 

  • Wages and Benefits: The wage and benefit structure of our business partners must comply with the applicable Country or State laws. 

  • Working Hours: We expect our business partners to operate based on prevailing local work hours. Any time worked over the norm for the area should be compensated at the overtime rate as prescribed by the local labor laws and should be worked voluntarily. Subject to the requirements of local law, a regularly scheduled workweek including overtime should not exceed sixty (60) hours (except in extraordinary business circumstances). All factory workers are entitled to at least one day off in every seven-day period. 

  • Child Labor: The use of child labor is not permissible. For a definition of “child”, we will first look to the national laws of the country in which business is being conducted. If, however, the laws of that country do not provide such a definition or if the definition includes individuals below the age of 15, we will define “child”, for purposes of determining use of illegal child labor, as anyone who is: 
(a) Less than 15; or
(b) If the compulsory age to be in school in the country in which business is being conducted is higher than 15, then anyone younger than the compulsory age for that country. 

  • Prison/Forced Labor: We will not knowingly utilize or purchase materials and/or product manufactured by prison or forced labor – indentured, bonded or otherwise. We also do not condone the practice of involuntary employee “deposits”, withholding of identity papers or any other practice that would restrict free movement of employees. 

  • Discrimination: We recognize and are aware that cultural differences will exist between various peoples. We believe that people should be employed based on their ability to perform a needed function; not on the basis of personal beliefs or characteristics. 

  • Freedom of Association: We recognize and respect the right of employees to exercise their lawful rights of free association, including joining or not joining any association. We expect our business partners to also adhere to these principles. 


 

  • Disciplinary Practices: We will not condone any type of harassment, abuse, and corporal, mental or physical punishment by a business partner or an employee. 


Camber Outdoors OIWCCAMBER OUTDOORS (Formerly OUTDOOR INDUSTRIES WOMEN'S COALITION) PLEDGE

We love being outside and being active, and we treasure the places we play – this is what connects us. We are an innovative industry that welcomes all.

Our individual differences are respected, celebrated, and embraced as essential to the vibrancy of our community.

To preserve and enhance this dynamism, we seek to attract the most talented and skilled employees who reflect the gender diversity of our participants. In making this happen, we:

  • create value for our participants, customers, and communities
  • drive innovation
  • help solve important problems
  • create a competitive advantage

As it is aligned with our company values, we’ve signed the Camber Outdoors Pledge. We also feel this pledge honors Liz Robbins, who co-founded the brand with Royal Robbins and led the design team.

I, Michael Millenacker, CEO of Royal Robbins, commit to promoting the participation of and leadership opportunities for women at my company.

As part of my commitment, I will ensure that gender-diversity is a strategic and visible priority1 for my company by:

  • Providing a statement on our company website,
  • Drafting and communicating a statement to tell employees about this commitment;
  • Fostering a culture where individual differences are respected, celebrated, and embraced; and
  • Advancing women leaders.

As part of my commitment, my company will work with Camber Outdoors to:

  • Establish benchmarks and metrics to measure and report annually on progress toward goals and objectives;
  • Adopt recruiting practices that lead to more gender-balanced candidate pools for key positions;
  • Provide, for women employees, education, training, and mentoring programs targeted at positive career planning and advancement; and
  • Improve support for all employees with families to optimize recruitment and retention of women employees.

Michael Millenacker, CEO, Royal Robbins

 

CAMBER OUTDOOR’S COMMITMENT

Camber Outdoors' goal is for the Industry and its brands to become employers of choice for women, so that:

  • By 2025, the leadership teams of Industry companies mirror the gender diversity of the participants engaged in related activities.

Camber Outdoors will:

  • Provide programming to attract, retain, and promote women; increasing the number of women in leadership and influential positions.
  • Advocate for the Industry as an industry of choice for women and build the systems to support this commitment.
  • Be a valued business partner by helping our members design high-impact strategies that improve both workforce diversity and organizational well-being.
  • Provide a dedicated point person to help our members find relevant information, connections, and advice.
  • Provide pledge-specific materials and tools.
  • Develop research-based reports and tools.
  • Share insights gained from research, best practices, and cutting-edge solutions.
  • Convene partners to exchange ideas and knowledge.