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COMPARISON TOOL

Hugo Boss 45/100

(ETR:BOSS) 13 of 20 (2016)

Hugo Boss AG (Hugo Boss) ranks 13th on the benchmark, with an overall score of 45 out of 100. The company trains internal decision makers on risks, policies, and standards on forced labor and assesses forced labor risks of potential suppliers. It also audits most of its first-tier suppliers and, via self-assessment tools, some of its second-tier suppliers and discloses the outcomes of the audits. The company can improve by training its suppliers, engaging local stakeholders, tracing its entire supply chain, assessing forced labor risks in its supply chain, putting in place practices to avoid exploitation of supply chain workers through recruitment agencies, and disclosing those efforts.

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45 /100

2016 Ranking: 13 of 20

HOW DO THEY COMPARE?

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45

Hugo Boss was evaluated both in 2016, when it ranked 13th out of 20 companies, and in 2018, when it ranked tenth out of 43 companies. The company improved by 17 points to score 62/100. Since 2016, the company has improved its performance and disclosure by training its suppliers; disclosing a supplier list; joining the Better Cotton Initiative, YESS: Yarn Ethically & Sustainably Sourced, and the 2018 Accord on Fire and Building Safety in Bangladesh; improving its purchasing practices; strengthening its corrective action plan processes; and disclosing worker engagement and evidence of its grievance mechanism in use by its suppliers' workers.

METHODOLOGY

62

The average score for the sector was 37/100 compared to 49/100 in 2016. The number of companies assessed in 2018 increased from 20 to 43. Since 2016, the methodology has been strengthened, making it more difficult for companies to achieve the same score. The 19 companies benchmarked in both 2016 and 2018 saw their average score increase from 49/100 to 56/100, which is significant given the changes to the methodology.

2018 BENCHMARK

2016

45

Hugo Boss was evaluated both in 2016, when it ranked 13th out of 20 companies, and in 2018, when it ranked tenth out of 43 companies. The company improved by 17 points to score 62/100. Since 2016, the company has improved its performance and disclosure by training its suppliers; disclosing a supplier list; joining the Better Cotton Initiative, YESS: Yarn Ethically & Sustainably Sourced, and the 2018 Accord on Fire and Building Safety in Bangladesh; improving its purchasing practices; strengthening its corrective action plan processes; and disclosing worker engagement and evidence of its grievance mechanism in use by its suppliers' workers.

METHODOLOGY

2018

62

The average score for the sector was 37/100 compared to 49/100 in 2016. The number of companies assessed in 2018 increased from 20 to 43. Since 2016, the methodology has been strengthened, making it more difficult for companies to achieve the same score. The 19 companies benchmarked in both 2016 and 2018 saw their average score increase from 49/100 to 56/100, which is significant given the changes to the methodology.

2018BENCHMARK

THEME AND INDICATOR SCORE

The benchmark methodology has seven themes, selected to capture the key areas where companies need to take action to eradicate forced labor from their supply chains. There are a total of 22 indicators across the seven themes. For each theme, a company can score a total of 100 points.

Commitment and Governance

The company's top-level commitments on forced labor, supply chain standards, management processes, training programs and stakeholder engagement

OVERALL 72
INDICATORS
Awareness and Commitment
100
Supply Chain Standards
60
Management and Accountability
100
Training
50
Stakeholder Engagement
50

Traceability and Risk Assessment

The extent to which the company traces its supply chain and conducts forced labor risk assessments, and discloses information about these processes.

OVERALL 13
Traceability
25
Risk Assessment
0

Purchasing Practices

The company's awareness and action on purchasing practices that can exacerbate forced labor risks, and its process for selecting suppliers, integrating standards into contracts and cascading them down the supply chain.

OVERALL 69
Purchasing Practices
25
Supplier Selection
100
Integration into Supplier Contracts
50
Cascading Standards through the Supply Chain
100

Recruitment

The company's approach to reducing exploitation by recruitment agencies and eliminating workers' payment of fees for their jobs.

OVERALL 0
Recruitment Approach
0
Recruitment Fees
0
Recruitment Audits
0

Worker Voice

The extent to which the company proactively communicates with workers through the supply chain, enables freedom of association and ensures access to effective and trusted grievance mechanisms.

OVERALL 11
INDICATORS
Communication of Policies
25
Worker Voice
0
Worker Empowerment
0
Grievance Mechanism
20

Monitoring

The company's process for auditing (including whether it includes non-scheduled visits, document review, worker interviews) and disclosure about the audit process and findings.

OVERALL 90
Auditing Process
100
Audit Disclosure
80

Remedy

The extent to which the company has corrective action plans for non-compliant factories, as well as processes for remedying workers who are victims of forced labor, and reports on remedies provided.

OVERALL 63
Corrective Action Plans
75
Remedy Programs
50

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