American Eagle Outfitters

No publicly available information was found regarding American Eagle’s overall commitment to gender equality and women’s empowerment across its full value chain. The company does not disclose how it integrates these issues into its governance structure, strategy, processes or management systems, or how it engages with stakeholders to manage and improve its gender impacts.

The company has a gender-responsive grievance mechanism that considers the specific needs of its women employees, for instance guaranteeing confidentiality, allowing concerns to be reported anonymously to someone other than the direct supervisor via a telephone line, website or email, and ensuring non-retaliation and protection of the aggrieved party. While the company aims for each factory to have its own internal grievance procedures in place, no information was found to demonstrate that suppliers are required to establish grievance mechanisms for workers to raise gender-related concerns. Neither were details available to indicate that supply chain workers have access to the company’s grievance mechanism.

The company screens for gender-related issues among its suppliers as part of its audit processes, including sexual harassment, gender-based violence and discrimination against women based on their pregnancy or marital status. However, there are no details about whether corrective action must be taken if these issues are identified.

There is little information available to indicate that American Eagle considers the fair representation of women in the workplace. The company’s board of directors has 38% female representation while its senior executives comprise 29% women. No information was found regarding the gender balance of the senior management, middle management, workforce across occupational function or the gender breakdown of employee turnover or absenteeism rates. Neither were there details about professional development opportunities that offer specific support to women employees.

In the supply chain, American Eagle requires its suppliers to have a non-discrimination policy that explicitly protects pregnant and married women workers. However, no details were available about how the company promotes gender equality in leadership in the supply chain or whether it actively procures from women-owned businesses or takes specific actions to increase the procurement spend directed to these businesses. While no information was found regarding recognition agreements with local trade unions or collective bargaining agreements currently in place, the company expects suppliers to respect the rights of workers to establish and join organisations without risk of discrimination, harassment, interference or retaliation.

No publicly available information was found regarding how American Eagle considers the fair compensation of women in either its workplace or supply chain or specifically addresses the gender pay gap. Neither were details found on how it considers key family-friendly benefits to support the unpaid care burden carried by its employees or workers in the supply chain.

No publicly available information was found to suggest that American Eagle covers any additional costs surrounding the maternal, mental or sexual and reproductive health needs specific to its women employees.

In the supply chain, no details were found regarding American Eagle’s efforts to address the specific health, safety and hygiene needs of women workers, for example by requiring suppliers to provide adequately lit factory facilities and toilets separated by gender. Furthermore, the company has not made a public commitment to provide workers with gender-responsive health information and services, for example by requiring suppliers to have an on-site clinic with credentialed health providers. It does, however, promote the health and well-being of women workers in Cambodia, Bangladesh and Vietnam through its involvement with the HERproject run by BSR (Business for Social Responsibility), where it helps train peer educators and develop a nurse training programme.

In the workplace, American Eagle seeks to prevent violence and harassment through its zero-tolerance policy. In the supply chain, the company requires its suppliers to ensure workers are not subjected to violence or harassment, including sexual harassment, and that workers are free to raise concerns without risk of retaliation. Through its partnership with the BSR-run HERproject, American Eagle also has a programme focused on addressing sexual harassment in the supply chain.

However, no details were found regarding effective remedy for violence and harassment grievances reported by its employees or supply chain workers, such as not requiring private arbitration or silencing agreements.

No information was found regarding how American Eagle addresses non-discriminatory practices in marketing and advertising, for example by committing to avoid harmful gender stereotypes or ensuring gender-responsive communications and engagement with its customers to support gender equality and women’s empowerment.

No publicly available information was found regarding American Eagle’s broader efforts to drive gender equality and women’s empowerment in the communities where it operates.

American Eagle has responded to the COVID-19 pandemic through temporary store closures and the donation of more than 1 million masks for public health workers in communities most in need. Further, the company and its subsidiary Aerie have aligned on supporting America’s Food Fund and its beneficiaries to help ensure that people have reliable access to food.

Is the company included in the following gender frameworks?