The following tables provide an overview of HUGO BOSS’ main social targets in the areas of own workforce, workers in the value chain, and consumers and end-users. For each target, the tables set out the target description, the respective target year, and the current progress. The targets provide a structured framework for translating our social ambitions into measurable objectives.
Target |
|
Target year |
|
2025 |
|
2024 |
|---|---|---|---|---|---|---|
Sustain an employee satisfaction level of at least 75% across the Group in the annual employee survey |
|
Ongoing |
|
78% |
|
69% |
Reduce employee-related turnover to below 30% in retail and below 8% in corporate functions |
|
2030 |
|
31% (retail), |
|
32% (retail), |
Achieve a share of at least 40% women in top management positions (first management level below the Managing Board), and at least 50% women in the second management level below the Managing Board |
|
2030 |
|
24% (top management), |
|
27% (top management), |
Achieve an 85% agreement rate on the equity index and 79% agreement rate on the inclusion index in the annual employee survey |
|
2030 |
|
87% (equity), |
|
80% (equity), |
Target |
|
Target year |
|
2025 |
|
2024 |
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|---|---|---|---|---|---|---|---|---|---|---|---|---|
Source at least 90% of business volume from Tier 1 suppliers (including own production) that achieve one of the two highest social-compliance performance levels (“good” or “satisfactory”)1 within the Company’s five-level grading framework |
|
Ongoing |
|
94% |
|
93%2 |
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|
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Target |
|
Target year |
|
2025 |
|
2024 |
|---|---|---|---|---|---|---|
Rule out any contraventions of applicable data protection laws as far as possible |
|
Ongoing |
|
Conclusion of one data protection-related |
|
No violations |