Approach
Through our global learning strategy, we invest in programs that expand and enhance our employees’ technical, professional, and interpersonal skills. Our strategy is based on our competency framework, which includes our five core competencies: Adaptability & Resilience, Initiative & Entrepreneurship, Teamwork & Inclusion, Communication, and Work Management. We also have a formalized succession planning process for key positions to help ensure business and leadership continuity.
All networked employees have access to Gildan Academy, our one-stop-shop learning and development system aligned with our competency framework. Course offerings include soft skills, leadership and technical development programs, courses on health and safety, cybersecurity, and diversity, equity, and inclusion.
Leadership Programs
We offer a variety of leadership programs including:
Leading the Gildan Way
Leading the Gildan Way, a ten-month global leadership program. It equips front-line managers with skills to effectively lead and inspire teams in a way that supports Gildan’s core values and Code of Conduct. The program includes online learning through the Gildan Academy, in-person and virtual sessions, and co-development activities with peers.
The Gildan Genuine Training Leadership Certification program
The Gildan Genuine Training Leadership Certification program, trains supervisors in our Central American operations on topics such as productivity, communication, coaching, feedback, conflict resolution, and decision-making.
School of Leadership
School of Leadership is designed to help ensure that management-level positions understand Gildan’s leadership expectations and reinforce our strong culture across the organization. This five-module training program includes topics such as Gildan’s manufacturing leader essentials, human resources policies, productivity, and continuous improvement.
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.
ASPIRE
ASPIRE is an advanced four-month program for middle management leaders. The program helps participants strengthen their skills in driving change, innovation, crisis management, and inclusive leadership. Each individual also participates in a leadership assessment, which includes 360-degree feedback and one-on-one coaching.
MALKIA
MALKIA is an International Labour Organization (ILO) program for front-line female managers to master key managerial skills and confidence in our Latin American operations.
EMPODERA
EMPODERA is a training initiative for female operators (direct labour) aimed to empower women to reach new levels of personal and professional growth, with modules about self-awareness, effective stress management techniques, interpersonal skills, and decision-making abilities.
Technical training
We also provide access to various technical training opportunities including:
Six Sigma Academy helps our employees strengthen their abilities to use data to solve problems, improve processes, and reduce waste. The Academy offers White, Green, and Black-belt level certification.
Mechanic School program is a nine-month program in Nicaragua and the Dominican Republic that provides participants with theoretical and practical training relevant to Gildan production teams. This program is targeted for operators interested in growth within a technical career path.
“Mi Casita” is a seven-month program for women from Gildan’s Dominican Republic operations designed to help women build skills to become a mechanic, electrician, and other technical roles.
Performance management
At Gildan, performance management is an ongoing communication process between managers and employees that promotes transparent and open dialogue.
For direct employees (e.g., operators in our production facilities), the performance appraisal process is based on the competencies and technical skills required by their position. Individual and team performance is assessed against pre-set targets in areas ranging from production efficiency to quality and safety.
For salaried employees, our performance management process links individual objectives with organizational goals and focuses on development opportunities, including a peer-to-peer feedback option. The process is aligned with our competency framework, which transparently outlines what success looks like at every level.
At any point in the year, employees can easily update and modify their development plans. To help ensure they are on track, managers conduct a mid-year review with employees to discuss and realign goals or expectations as needed. The final step involves a year-end review and assessment. The performance evaluation also considers objectives for individual performance-related compensation.