Our target
Achieve gender parity for the collective group of employees representing director-level and above positions by 2027.
We are working to achieve our 2027 goal through targeted talent acquisition, talent management, training and development, and retention strategies. Senior leadership reviews our progress regularly through a live global demographic analytical dashboard.
Governance
Our Executive Vice-President, Chief Administrative Officer has strategic oversight and responsibility for DEI. Our approach is guided by our DEI Policy and our Global Anti-Harassment, Anti-Discrimination, & Anti-Violence Policy.
Additionally, principles of fair treatment and diversity, as well as compliance with the standards of the International Labour Organization and the Fair Labor Association, are embedded in our Code of Conduct and Code of Ethics.
The Compensation and Human Resources Committee of our Board of Directors oversees the implementation of our DEI Policy and progress.
Our DEI strategy
Gildan is committed to fostering a workplace where everyone feels a strong sense of belonging and has opportunities to grow and thrive. We embrace the differences that each employee brings to the Company, including gender, gender identity and expression, ethnicity, race, nationality, religion, sexual orientation, socio-economic status, physical ability, age, language, political affiliation, family or marital status, veteran status, experience, education, and perspective. This diversity helps inspire new ideas and solutions to challenges we may face.
Accountability
The ownership and acceptance of responsibility for equitable and inclusive behaviours across all levels of the organization
Transparency
Ensuring that information regarding DEI is shared truthfully within and outside the organization
Data-driven decisions
The collection and analysis of DEI metrics to generate genuine insights and drive decision-making
Objectivity
Actions and decisions are guided by equitable and impartial processes that are free of bias or favouritism
Formalize DEI
Apply a strategic approach to increase diverse representation and equity throughout the Company
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Build an inclusive environment through the application of policies related to DEI, and monitor compliance through procedure audits
Cultivate a DEI culture
Create and strive to improve our inclusive culture to promote a sense of belonging among all employees
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Undertake tangible actions to build capacities and awareness throughout the workforce on DEI topics, as well as learning and communications initiatives
Share the journey and celebrate
Ensure transparency, visibility, and accountability throughout Gildan’s DEI process
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Set targets and measure progress towards DEI goals, and participate in external reporting and benchmarking initiatives
Increasing diverse representation
We recruit employees who can bring a range of experiences and skill sets to our teams. For all leadership positions, we aim to ensure there is a diverse candidate slate for new hires and also when identifying internal candidates through our succession planning process. We also provide training for our recruiters to help ensure inclusive hiring practices.
We work to cast a wide net for talent. We hire from technical schools, colleges, and universities with quality and diversity across the student body. We also offer summer internships. Other strategic initiatives include conducting comprehensive DEI training across the organization and sponsorship programs for high-potential candidates and diverse talent.
Supporting growth and development of women
We support the advancement of women in our workforce through various programs, including:
Gildan’s Women in Leadership program – Ignite Your Impact
Gildan’s Women in Leadership program – Ignite Your Impact – brings together a diverse group of women at the manager-level and above for hands-on training, development assignments, and networking opportunities with Gildan executives and Board members
Malkia – Women Managers Rise Up: Skilling for Success program
The International Labour Organization’s Malkia – Women Managers Rise Up: Skilling for Success program – is open to front-line managers from Honduras, Nicaragua, the Dominican Republic, and the United States. This self-paced, five-week program helps participants build managerial skills and confidence. Participants explore concepts such as gender bias through interactive learning opportunities, coaching, and access to a library of resources
EMPODERA
EMPODERA – is an empowerment and education program developed jointly by World Vision and Gildan to help our female employees in our sewing facilities in Honduras, Nicaragua, and the Dominican Republic reach their full potential. Topics explore finance, gender bias, and entrepreneurship
Building a culture of inclusion
Gildan strives to create a culture that brings the power of DEI to life, where employees from different backgrounds and countries can come together and showcase their strengths and contributions to the Company. We do this through internal communications, training, and special events. We also offer Inspiring Respect: DEI at Gildan, a two-part training program that seeks to raise awareness of Gildan’s DEI policy and explores topics such as unconscious bias and microaggressions.