Known for ANTA Kids, FILA, FILA Kids, Descente, Sprandi, Kingkow, Kolon Sport
Headquartered in China’s Fujian province, ANTA Sports Products is a leading sportswear company offering performance and fashion footwear, apparel and accessories across 10,057 stores. The company employs 25,000 people and had $4.9 billion in revenue in 2019.
No publicly available information was found regarding ANTA’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.
There is little information available with regard to how ANTA considers the fair representation of women in the workplace. While its workforce is 64% female, there are no women represented on the company’s board of directors or among its senior executives. The company does, however, disclose the gender composition of its workforce across three occupational functions: office staff, retail staff and factory staff.
No publicly available information was found regarding how the company promotes gender equality in leadership across its workplace or in the supply chain. Neither were details found on whether the company offers professional development programmes or equal promotion opportunities to its women employees. However, the company is preparing to disclose the number of women employees participating in its development trainings in the future.
In the supply chain, there is no information regarding how the company addresses the systemic discrimination that women face, for example by requiring suppliers to have a policy in place that explicitly protects pregnant and married women workers or creating an enabling environment for women to exercise their rights to freedom of association and collective bargaining. Neither is information disclosed concerning whether the company actively procures from women-owned businesses or takes specific actions to increase the procurement spend directed to these businesses.
No publicly available information was found regarding how ANTA 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 ANTA covers any additional costs surrounding the maternal, mental or sexual and reproductive health needs specific to its women employees. Neither were details available regarding the company’s efforts to address the specific health, safety and hygiene needs of women workers in the supply chain, for example by requiring suppliers to provide adequately lit factory facilities, toilets separated by gender and personal protective equipment that considers pregnant and nursing women’s needs. Furthermore, ANTA 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.
No publicly available information was found on how ANTA prevents violence and harassment in its workplace and supply chain. Neither were details found regarding the company’s 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 publicly available information was found regarding how ANTA 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.