Corporate Social Responsibility
The Organic Lifestyle Group
Corporate Social Responsibility
Refined Looks. Conscious Living.
Our Commitment
The Organic Lifestyle Group (OLG) is committed to responsible, ethical, and sustainable business practices. Founded in Leicester, we exist to make conscious living accessible through carefully curated products, ethical partnerships, and a corporate membership model that supports employee wellbeing without financial or administrative burden to employers.
Corporate Social Responsibility is embedded into our commercial strategy, supplier relationships, and operational decision-making.
Environmental Responsibility
We prioritise organic and environmentally responsible products across food, beverages, clothing, cosmetics, and lifestyle categories. Our approach focuses on:
- Responsible sourcing and ingredient integrity
- Reduced and recyclable packaging where possible
- Efficient, low-impact logistics and fulfilment
- Continuous improvement in environmental standards
We work with suppliers who share our commitment to reducing environmental impact while maintaining premium quality.
Ethical Supply Chain
OLG maintains strict standards across its supply chain. We partner only with brands and manufacturers that demonstrate:
- Fair labour practices
- Transparent sourcing and production
- Compliance with UK legislation
- Zero tolerance for modern slavery or exploitation
Ethical trading is a non-negotiable requirement for all partners.
People, Wellbeing & Social Impact
Wellbeing is central to our business model. Internally, we foster an inclusive, respectful, and supportive working environment. Externally, our Corporate Membership programme enables organisations to offer meaningful wellbeing benefits to employees—at zero payroll cost—supporting healthier lifestyle choices through access to sustainable and organic products.
Community & Local Engagement
As a Leicester-based business, we actively support UK and local suppliers wherever possible. We believe responsible businesses should contribute positively to their communities through ethical partnerships, employment opportunities, and sustainable economic participation.
Governance & Compliance
The Organic Lifestyle Group operates transparently and in full compliance with UK law and HMRC guidelines. Our Corporate Membership model is designed to be compliant, responsible, and supportive of partner organisations’ own CSR and ESG objectives. CSR practices are reviewed regularly to ensure ongoing improvement and accountability.
The Organic Lifestyle Group
Refined Looks. Conscious Living.
What makes employees happy?
13%
Having a sense of belonging
Being part of a community in the workplace can promote
feelings of goodwill between employees, as well as
encourage better wellbeing at work.
13%
Having purpose
Everybody is looking for purpose; purpose keeps us going
and is the reason we do what we do. Employees whose
purpose is fulfilled are happier.
16%
Feeling energised at work
The leading cause behind workplace happiness. Keeping
employees' lives enriched and exciting can-do wonders for
their workplace attitude.
EMPLOYEES HAPPY
86% of millennials would take a pay cut to work at a company whose mission and values aligned with their own.
47% Would rather work in a friendly workplace than have a 3% pay rise.
64% of millennials Consider a company's social and environmental commitments when deciding where to work
73% workers would work harder for an employer that cared about their
Good leadership----Good leadership is followed in turn. If
managers lead by example and do their best to engage their employees at a
fundamental level, this will then trickle down into other aspects of work.
We’re seeing, over and over, how offering support can boost employee engagement. Giving your employees something to work towards that will make them feel good is the best thing you can do for them, which is how an effective CSR policy begins to form.
By embracing well-rounded leadership that puts employee wellbeing at the forefront, this will then, in turn, inspire employees to view leadership not as an insurmountable title but rather a goal to aspire to. By inspiring them in this
WORKPLACE
ATTITUDES this way, there is the hope that, as the next generation of leaders, they will
uphold the same values that are generated by your company’s CSR
policy and exemplified through already-existing leaders.
Of employees are less likely to leave their jobs than their disengaged counterparts of employees would work harder if their work was better recognised of employees will stay with a company for more time if it invests in their development
87% Of employees are less likely to leave their jobs than their disengaged counterparts
94% Of employees will stay with a company for more time if it invests in their development
69% of employees would work harder if their work was better recognised
What’s your vision (where you want to be)?
What’s your mission (how do you want to get there)?
What are your values (what do you embody)?
When you have these figured out, written down, shared, edited, and confirmed,
make sure you keep asking yourself the question: what values you want to
exemplify while you strive for your goals? Don’t be afraid to take your time with this –
understanding your company values can take work, but figuring it out is the key to
your success.
Create strong company values
Once you have your values figured out, don’t be afraid to shout them from the rooftops. Being authentic is key – potential employees don’t just want to see the job parameters; they want to see the company behind them. They want to understand the environment they might be joining and whether that aligns with their own values. Being transparent with your values can play a huge part in attracting new talent whose views fit with your already-existing company culture.