DIVERSITY,
EQUITY &
INCLUSION

Living our values

At HUGO BOSS, we believe that an inclusive company culture is a source of creativity, strength, and innovation. As an international fashion and lifestyle Group with 17,000 employees around the globe, we experience every day that differences are  accelerators and  the base for a better future. We are fully committed to our goal to actively contribute to an inclusive and equitable world.

DIVERSITY, EQUITY & INCLUSION (DE&I) ARE AT THE HEART OF OUR JOURNEY TO CHANGE FASHION

We want to actively contribute to an inclusive and equitable world and we need organizations that can help to shape the discourse. The fashion industry has a big societal impact. It has the ability to use its platforms to challenge the status quo and design a better future.
Rashmi Verma

STRATEGIC PILLARS OF OUR DE&I AMBITION

  • Our People: Ensure diverse representation at all levels across our teams.
  • Our Company: Make everyone feel welcome, connected, and treated fairly.
  • Our Consumers: Stay relevant to our diverse consumers around the globe, and further expand our appeal to different groups.
  • Our Business Partners: Embrace diverse business partners by providing them with opportunities to be part of our successful journey.
  • Our Community: Stay closely connected to the community around us, giving back and celebrating its diversity. 

We will design and craft our journey with the close involvement of our employees, being truly authentic to our HUGO BOSS spirit and having fun together!

MIX & MATCH

Our DE&I ambition lives and breathes through MIX & MATCH. Commonly used in the fashion industry, the term MIX & MATCH is about combining very different things that nevertheless go well together. Achieving maximum creativity and results by mixing styles, colors and fabrics.

The same applies to our people. By bringing together diverse individuals and combining their different talents and strengths, we achieve the perfect mix.

At HUGO BOSS, we want to empower people by embracing their differences and making everyone part of our journey.

Here are two of many ways how our people can engage:

  • Diversity Task Force: This is a voluntary group of employees who want to actively engage with and contribute to the DE&I topics at HUGO BOSS. It provides an active employee voice and feedback on various activities, helping to drive change. 
  • Communities: A group of employees who come together based on shared characteristics, interests, or life experiences to create a safe space to exchange openly, provide support, and get inspired. At HUGO BOSS, our communities are referred to as CREWCreating a Really Equitable World.

Together with our people, we achieve the maximum and change fashion!

OUR KEY FACTS & FIGURES

Nationalities Worldwide
131
Countries
38
Generations of Employees
4

59.9
Female employees (59.9%)
40.1
Male employees (40.1%)

49.6
of females in leadership positions (49.6%)
50.4
of males in leadership positions (50.4%)

HOW WE ARE DOING

Our employees worldwide are comprised of 131 nationalities with rich cultural backgrounds and professional expertise. We believe in a multigenerational and diverse workforce. At HUGO BOSS 4 generations of employees co-exist and co-create future fashion together. We strive for more balanced leadership with dedication and empathy. Currently about 50% of our leadership positions are held by women.

Spotlight on

SUPPORT WOMEN TO RE-ENTER WORKFORCE

With 4,700 employees, Izmir (Turkey) is the largest HUGO BOSS production site. In cooperation with the local labor agency, the "Doors open for Women" program supports women re-entering the workforce.

EQUAL OPPORTUNITIES FOR ALL

We are committed to providing all employees with a working environment that is free of discrimination and to enabling equal opportunities. We support the LGBTQIA+ by hearing the call for equity and giving space to their voices.

STAY HEALTHY

HUGO BOSS has declared a target of continually improving the physical and mental health of its employees. Corporate health management is embedded in the organization at many locations.

Corporate Citizenship

Promoting equal opportunities is a priority for us. It starts with us and continues in our society. Through various initiatives and charities, we are committed to promoting diversity and supporting women in particular.

OUR GLOBAL COMMITMENTS

For us it is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual – from race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies.  

Charta der Vielfalt

Committed to an inclusive company culture, we have signed the Charta der Vielfalt (Diversity Charter) in 2008. This initiative promotes diversity in businesses and institutions and advocates for acknowledgment and appreciation of all employees. 

UN Women's Empowerment Principles

The subject of diversity also encompasses equal opportunity between genders. This is why we have signed the UN Women's Empowerment Principles. The seven principles contribute to the empowerment of women in business. 

Partnership for Global LGBTI Equality

We support the Partnership for Global LGBTI Equality (PGLE), a coalition of organizations committed to leveraging their individual and collective advocacy to accelerate LGBTI equality and inclusion globally, supported by the Office of the UN High Commissioner for Human Rights. 

More about our commitment to Diversity & Inclusion

Engagement, Development & Diversity

HUGO BOSS wants to actively involve its employees in the Company, recognizing that the inspiration they gain is crucial to our growth. This also includes supporting employees and offering them possibilities for continuing education. A diverse workforce is also important to us.

Promoting Equal Opportunities

The diversity of people not only enriches the private sphere, but also and above all the business sphere. The fashion industry in particular thrives on diversity and openness. What we value when it comes to our own employees, we also want to develop further in our value chain and therefore have a focus on in our social engagement.