High Social Standards
Respect for human rights and compliance with applicable labor standards are integral parts of HUGO BOSS's corporate culture. The HUGO BOSS Supplier Code of Conduct (social standards), which applies to all employees and partners worldwide and is based on the internationally recognized standards of the United Nations and the International Labour Organization (ILO), provides the guidelines for this. The HUGO BOSS Supplier Code of Conduct is supplemented by the HUGO BOSS Code of Conduct and the internal Social Compliance Guidelines on the topics of non-discrimination and freedom of association.
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.
In the future, we will continue to promote gender equality in remuneration and minimize salary differences. As part of the global roll-out of the remuneration system described above, data will also be collected and evaluated for our employees at the other locations.
For more information about fair compensation, see the Sustainability Report.