Engagement, Development & Diversity
Our employees make us strong
Employee engagement
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.
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 is setting 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.
Flexible work in practice
Diversity
At an international company like HUGO BOSS, diversity is a natural component of our corporate culture and a living reality. All employees are guaranteed equal opportunity and a working environment free of discrimination – regardless of nationality, gender, religious or political beliefs, sexual orientation, age, or potential disability. With our Anti-Discrimination and Anti-Harassment Commitment, we want to contribute even more to creating an inclusive work environment to support the personal growth, dignity and self-respect of all HUGO BOSS and potential employees.
HUGO BOSS supports the Diversity Charter
HUGO BOSS has been a member of the Charta der Vielfalt (Diversity Charter) since 2008. This initiative promotes diversity in businesses and institutions and advocates for acknowledgment and appreciation of all employees.
Success driven by internationality
Having a diverse workforce contributes significantly to corporate success. This includes the international backgrounds and cultural diversity of our employees all over the world. At HUGO BOSS, employees from a total of 112 countries work together – an incredible range that we’re very proud of. Experience has shown that mixed, inclusive teams find more effective creative solutions to complex issues. HUGO BOSS therefore specifically promotes the diversity of its employees. A detailed overview of all nationalities and their share of the total workforce and management can be found here.
Equal opportunity: a central issue
The subject of diversity also encompasses equal opportunity between genders. This is why we have signed for instance the Women's Empowerment Principles. The seven principles contribute to the empowerment of women in business. Women comprise the majority of the workforce at the HUGO BOSS Group, with a 59% share. In management – that is, at all four management levels – 50 % of the positions were staffed by women at the end 2019 (2018: 48 %).
Vocational training and employee development
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.
A systematic approach to continuing education and career development supports employees in continually increasing their knowledge and expanding their skills. HUGO BOSS has implemented an employee development program in addition to the existing extensive options for individual development. Future managers and team leads follow this specific development plan. HUGO BOSS offers individual development programs for managers with special training options, both at headquarters and in the subsidiaries. The Excellence Program, for example, provides specialized training content for employees in IT, procurement, or project management.
