Development, Diversity & Health

Around 21,300 people work for HUGO BOSS worldwide  – the Company has a responsibility to each and every one of them. That’s why the Group promotes a fair, open corporate culture where motivation is part of everyday work. To achieve this, we strive to recruit the best employees, inspire and support them, empower them for the transformation, and build a trusting, creative relationship with them. All of these elements are essential for HUGO BOSS and its employees to develop innovative ideas that generate value for all stakeholders.

First and foremost, of course, this involves ensuring that employees develop awareness for sustainability. But it also involves much more: lifelong learning, meaningful actions, and a working relationship characterized by mutual trust. Additionally, a diverse workforce is also important to us. Experience has shown that mixed, inclusive teams find more effective and creative solutions to complex issues and have a positive impact on corporate culture. HUGO BOSS therefore specifically promotes diversity amongst its employees.

WORK-LIFE BALANCE BETWEEN FAMILY AND CAREER

HUGO BOSS provides a wide variety of offers for its employees for balancing work and private life. Among other things, the Group promotes flexible working-time models. In order to simplify the complexities of family life, the Company is committed to the national network Erfolgsfaktor Familie (success factor family) and offers its workforce comprehensive support for families. The company also promotes family friendliness at international locations. For more information, see Working at HUGO BOSS.

THREEDOM OF WORK 

With the mobile work model Threedom of Work, HUGO BOSS has set a new standard in the fashion industry. The concept provides for three days on site from Tuesdays to Thursdays, with employees free to choose their location on the remaining two days of the week. HUGO BOSS is thus offering even more individuality and freedom in the design of each employee’s work model and therefore in the compatibility of work and private life. Learn more here. 

HUGO BOSS wants to create a constructive dialog and relies on a corporate culture that promotes the active engagement of its employees. Our goal is to inspire employees, give them the best possible support, and empower them to take responsibility.

To achieve this, HUGO BOSS employs a variety of communication and transparency measures to promote exchange among employees and empower them to make responsible autonomous decisions. Exemplary of this are our training programs for enabling managers and employees in agile methods and attitudes, self-reflection, and a feedback culture.

In addition, HUGO BOSS conducts regular, global satisfaction surveys as an important tool for employee engagement. The results provide indications of employee needs and give us an incentive to respond to these needs even more. Currently, we have an employee satisfaction level of 69%.

With various benefits at our sites, we honor the commitment of our employees and ensure a productive working environment - be it through a broad sports portfolio, health promotion, and nutrition. 

The systematic vocational training of talents is an important pillar of human resources work at HUGO BOSS. The Company offers a wide range of technical and commercial vocational training and work/study programs, in collaboration with regional, national, and international universities and training centers.

To identify and recruit young talents outside the company at an early stage, HUGO BOSS employs a variety of measures at its locations and works together with external partners. One example is the HUGO BOSS Ticino Ambassador Program at our Swiss location, in which employees are committed to expanding and consolidate collaborations with universities. Another example is the HUGO BOSS Education Assocaitaion. In 2008, HUGO BOSS initiated the HUGO BOSS Education Association at its own production site in Izmir, Turkey. Its goal is to create better educational opportunities for students from socially disadvantaged families in the region. In addition to financial support, the scholarship recipients also receive mentoring for career planning.

Systematic personnel training and development supports employees in continually expanding their knowledge and developing their skills. HUGO BOSS complements the existing extensive offering for individual development with an Employee Development Program (EDP) and Leadership Development Program (LDP). Team leaders and seniors with technical management responsibility go through a specific development program with the EDP in order to support them in their new role in a needs-oriented manner. Experienced middle management executives can deepen their knowledge and skills in leading managers in the LDP. HUGO BOSS also offers a program for top management that prepares them for cross-functional international leadership positions. This high potential program (HIPOSS) makes an important contribution to the internal filling of key commercial positions that are critical to success. In addition, there are so-called excellence programs that provide subject-specific training content aimed at specific employee groups such as IT, purchasing and project management. Moreover, HUGO BOSS places great emphasis on the continuous development of retail employees by offering initiatives like the retail academy. In total of 1273 employees benefited from this training program. HUGO BOSS offers general and specific development offerings at its headquarters and at its subsidiaries. In this way, the company not only succeeds in attracting external applicants as an attractive employer, but also fills vacancies with internal candidates. In 2023, 57% (2022 57%) of our positions (DACH region) were filled internally.

With company-wide events such as our healthcare and sustainability days, we also invite employees to expand their horizons far beyond their department’s boundaries.