There is little information available to indicate that HanesBrands considers the fair representation of women in the workplace. Women are underrepresented on its board of directors (25%) and among its senior executives (13%). No information was found regarding the gender balance of the company’s overall workforce, senior management or middle management. Neither were details available regarding the gender composition of its workforce across occupational function or the gender breakdown of employee turnover or absenteeism rates.
The company offers professional development programmes with specific support for women through its annual Global Women’s Leadership Conference and the Women Mentoring Women programme. The latter provides networking opportunities and develops mentor relationships between women students at a local college and HanesBrands employees.
In the supply chain, HanesBrands addresses the systemic discrimination that women face and requires its suppliers to have a non-discrimination policy that explicitly protects married women workers. However, no details were available concerning gender equality in leadership in the supply chain or whether the company actively procures from women-owned businesses or takes specific actions to increase the procurement spend directed to these businesses.
Though no details were available 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.