High Social Standards
Respect for human rights and compliance with applicable labor standards are an integral part of the corporate culture at HUGO BOSS. The fundamental requirements for cooperation within the Company and for our relationships with our partners are laid down in the HUGO BOSS Code of Conduct. It provides guidance on key ethical and legal issues with binding rules. The Human Rights Policy and the HUGO BOSS Supplier Code of Conduct, which is based on internationally recognized standards of the United Nations and the International Labour Organization (ILO), are also of central importance for human resources management.
In the event of potential human rights violations, HUGO BOSS employees and employees of HUGO BOSS partners have access to clearly defined complaint mechanisms. If a HUGO BOSS employee has worries or questions, they can contact their direct superior, the central compliance department, the local compliance officer, Human Resources and the Works Council (for HUGO BOSS AG employees) or a whistleblower hotline (for employees in the USA) at any time. In addition, there is an independent ombudsman who is available to employees worldwide to answer questions about the Supplier Code of Conduct and to deal with any complaints. They can contact him anonymously online or by telephone. Details can be found here.
A well-structured, easily understood compensation policy ensures equal opportunity and freedom from discrimination. It also makes the company more competitive, because it motivates employees and demonstrates respect for employee rights.
Adequate remuneration of our employees is of huge importance to us. It is our goal to ensure fair, competitive compensation around the world. The core of the company’s program is a fair, transparent compensation system that observes industry and collective wage agreements. It is based on the qualification and performance required for a specific position, regardless of gender or other diversity factors. This principle is also embedded in the HUGO BOSS Code of Conduct.
To achieve this goal, we introduced a transparent and objective remuneration system for our employees in Germany last year. Through this system, we want to create the basis for fair and market-oriented remuneration practices. As an employer, we strive to compensate all employees within this system. In each individual case, however, specific market conditions, experience (employment-biographical factors) and performance are still the main factors in defining individual remuneration.
Nevertheless, we must note that there are differences in the remuneration of our female and male colleagues.