Ralph Lauren displays a strong commitment to gender equality and women’s empowerment. In addition to being a signatory to the UN Women’s Empowerment Principles (WEPs), the company has established a gender strategy that goes beyond general support for diversity and inclusion to include an organisation-wide commitment to gender representation, aimed at achieving gender parity in senior leadership by 2023. It also specifies time-bound targets for women’s empowerment efforts in the supply chain, for example increasing female representation to 25% in factory management by 2025. Furthermore, the company has identified the Nominating Committee as responsible for its sustainability efforts, including gender-related topics. The committee reports to the board of directors at least annually.
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. Additionally, Ralph Lauren recently launched a hotline that is open to supply chain workers with information available in 42 languages. It also requires suppliers to have their own grievance mechanisms in place for workers to raise concerns without fear of retaliation.
The company screens for gender-related issues among its suppliers as part of its audit processes. These audits monitor compliance with sexual harassment, gender-based violence, discrimination against women based on their pregnancy or marital status as well as discrimination against trade union members. Furthermore, the company requires suppliers to take corrective action if these issues are identified.