Summary
PVH ranks seventh in this year’s Gender Benchmark, with a score of 45.6 out of 100. It displays leading practice across 9 out of 34 indicators and is ahead of industry peers on governance and strategy and violence and harassment in the supply chain. However, the company lags behind on representation and compensation and benefits, particularly in the workplace.
PVH has strong senior leadership accountability over its gender efforts, with the SVP of Corporate Responsibility having responsibility for the implementation of its global Forward Fashion strategy, which includes gender equality and women’s empowerment. It also discloses two gender-related targets, aiming to achieve gender parity in leadership positions in the company by 2030 and make professional and life skill development programmes and services available to 500,000 women across the supply chain by 2030. Moreover, the company actively prevents violence and harassment in the supply chain, requiring its suppliers to provide training on harassment and abuse, workplace violence and bullying to its managers and workers.
However, there is no evidence that the company offers professional development programmes to women employees. While PVH actively supports its suppliers in paying workers a living wage through its participation in ACT, for example, by conducting wage assessments in factories and supporting suppliers through customized training for the facility’s needs, it does not require suppliers to pay their workers a living wage . Furthermore, the company does not disclose the gender pay gap among employees globally or provide them with at least 14 weeks paid primary carer leave to employees, as recommended by the ILO, or at least two weeks paid secondary carer leave .
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