EXECUTIVE UPDATE

ZIMMERMANN has committed to it’s staff, clients and communities worldwide to take meaningful steps to advance diversity, equity, and inclusion in our workplaces and the markets in which we operate. As part of that commitment, we recognised the importance of holding ourselves accountable through the publication of regular reports on our actions and progress. Our first diversity and inclusion report was published in August 2020, followed by updates in November 2020, May 2021, October 2022 and December 2023. Thank you to everyone in our team who has contributed to this, our 2024 Annual Diversity Report.

Since our last report was published, we have continued to drive the implementation of ZIMMERMANN’s D&I Roadmap. The D&I Roadmap has four core objectives: (i) attract, develop, and engage a diverse workforce, (ii) build a culture that promotes diverse perspectives and voices, (iii) establish meaningful partnerships to support our local communities, and (iv) transparency in communication (internally & externally) on our diversity and inclusion progress. We pleased to share our progress with you in our December 2024 Diversity Report.

While we take pride in the progress we’ve made toward fostering diversity and inclusion within our workplace and communities, and in recognising our team’s dedication and accomplishments, we acknowledge that there is still more to achieve. We are committed to continuous listening, learning, and enhancing our efforts. To stay updated on our journey, visit the People and Culture section of ZIMMERMANN.COM, where you can also explore our diversity and inclusion statement and commitments.

 

Regards,

Chris Oliver, CEO

Simone Zimmermann, Founder and COO

Nicky Zimmermann, Founder and Creative Director

 

DIVERSITY AND INCLUSION STATEMENT

At ZIMMERMANN, we are on an ongoing journey to build a socially responsible brand.

We are committed to empowering diverse perspectives and voices, both within our company and in the communities in which we operate. We value creativity and know that great creativity requires different voices and perspectives. We seek to create a working environment that is diverse, supportive, respectful, and encouraging, and that values uniqueness. We take meaningful action to advance the diversity of our workforce and to promote an inclusive culture, providing resources and training to our talented teams to develop their diversity and inclusion capability. We regularly review our policies, practices, and employee benefits for inclusivity. We endorse a zero-tolerance approach to racism and discrimination.

As a global brand, we recognise we have an opportunity and a responsibility to disrupt prejudices and promote equity beyond our workplace. We continue to seek diverse and inclusive representation in our content, campaigns and shows. We recognise the diversity of our clients and seek to understand and meet their varied needs, preferences and sensitivities within a viable commercial framework. We partner with organisations that share our commitment to improving the employment of traditionally underrepresented talent and the wellbeing and security of marginalised groups in the communities in which we operate.

We know that meaningful change requires honest reflection, genuine commitment, and ongoing learning. We continue to actively listen to and learn from our staff, clients, and communities and engage with experts on how we can advance diversity and inclusion both as an employer and as a brand. To drive accountability, we track and regularly report on our progress to our teams, partners, and communities.

 

OUR COMMITMENT

As previously announced as part of our June 2020 Diversity and Inclusion Statement, ZIMMERMANN has made the following commitments:

•  Reinforcing zero tolerance for racism or discrimination in our workplaces

•  Increasing diversity in recruitment across our business

•  Ongoing training for all our teams – corporate and retail – to support our commitment to diverse and inclusive workplaces

•  Ensuring we have diverse representation in our campaigns and shows – both behind the scenes and on the runway

•  Partnering with other organisations in the communities we operate to improve the participation of diverse talent in our industry and to promote safe, respectful and equitable communities

•  Encouraging our partners to make similar commitments and to be active in the conversation about how brands can be a force for change

•  Establishing a Diversity and Inclusion Group (D&I Group) to lead and drive our actions

Our commitments are supported by substantive actions, initiatives, and projects to drive measurable results, and are reviewed and extended over time to advance our progress.

 

OUR PROGRESS

Governance

D&I Group

In July 2020, we established the ZIMMERMANN Diversity & Inclusion (D&I) Group. Chaired by our Chief Operating Officer, the D&I Group leads, drives, and tracks the delivery of our commitments to diversity, equity and inclusion. The D&I Group is composed of individuals across the key functions of the organisation and is reflective of our footprint and the diversity of our workforce, including but not limited to gender, generational diversity, nationality and ethnicity, disability, geography, and office location. In the current reporting period, the D&I Group further extended its membership to ensure that we continue to provide a diverse perspective that reflects the diversity of our global workforce as we extend our geographical footprint and grow our team. We have also established a revolving observer seat to provide more employees from our business with an opportunity to contribute to the group.

D&I Roadmap

In 2023, the D&I Group implemented ZIMMERMANN’s inaugural D&I Roadmap to assist in the prioritisation, coordination and tracking of the success of diversity and inclusion initiatives across the group. The D&I Roadmap has four core objectives: (i) attract, develop, and engage a diverse workforce, (ii) build a culture that promotes diverse perspectives and voices, (iii) establish meaningful partnerships to support our local communities, and (iv) transparency in communication (internally & externally) on our diversity and inclusion progress.

Learning and Development

Foundational Learning

Our global learning management solution, Z.Learning, covers mandatory workplace behaviour content tailored to each region in our business. Every team member, whether in our stores or offices, is required to complete courses relevant to their region and these courses form part of the onboarding of every new team member joining us at ZIMMERMANN. Topics include anti-racism and EEO, modern slavery, wellbeing, anti-bullying and harassment, and diversity and inclusion.

The diversity and inclusion modules include understanding diversity and inclusion, creating value through diversity and inclusion, understanding unconscious bias, strategies for tackling unconscious bias, your unique diversity in the workforce, identifying diversity in others, and allyship. Also, recognising our commitment to Aboriginal and Torres Strait Islander inclusion, our learning management solution has a module on Acknowledgement of Country and Indigenous cultural awareness. In the current reporting period, a new training module on Disability Awareness was added to our mandatory content. More recently, we launched a new mandatory learning module to support the implementation of our new sexual harassment and bullying policy.

We track completion rates of our e-learning modules and seek to engage staff through regular reminders and manager communications. 

Immersive Learning

In the current reporting period, we offered virtual Manager Information Sessions on identifying mental health in the workplace through our Employee Assistance Program provider in Australia.

Diversity Council of Australia

In addition to in-house diversity and inclusion learning and development, as a Diversity Council of Australia (DCA) corporate member, all ZIMMERMANN employees have access to a broad range of learning programs, events, research, and practical resources to develop their own and others' diversity and inclusion capabilities. 

ZIMMERMANN Leadership Series

The ZIMMERMANN Leadership Series is a bespoke leadership program designed for our valued executives and emerging leaders. The series is run annually for new executives and managers. Since its implementation in 2021, approximately 265 leaders and managers from Australia, the US and Europe have completed the ZIMMERMANN Leadership Series. Looking ahead, we are implementing an extension module for leaders who have completed the series to refresh and embed their leadership learning and development as they progress in their careers.

Recruitment

Inclusive Hiring Practices

Reflecting our commitment to increasing the diversity of our recruitment, we have implemented processes to ensure all job advertisements are welcoming to diverse talent. Also, all hiring managers must undertake unconscious bias training tailored to their role, and our retail hiring managers undertake mandatory best-practice recruitment training. In the previous reporting period, we extended our commitment to inclusive hiring by seeking to improve accessibility during recruitment through awareness-raising initiatives and targeted hiring.

Partnerships

ZIMMERMANN is proud of its partnerships with organisations committed to the employment of traditionally underrepresented talent, including CareerTrackers and The Social Outfit in Australia.

CareerTrackers is an Australian non-profit with a mission to build Aboriginal and Torres Strait Islander representation across sectors of professional employment and nurture emerging leaders for our future. The organisation works with students from Year 12 through to university, linking them to multi-year paid professional internships in relation to their dreams and aspirations. Partnering with employers, universities, and a broader ecosystem of Indigenous services, CareerTrackers create a long-term sustainable pathway for students to enter professional employment. ZIMMERMANN’s partnership with CareerTrackers supports Fashion Textiles Design students with the goal to create a full-time role at the completion of their studies. The first design student commenced their placement in November 2020. In the 2021-2022 and 2022-2023 reporting periods, ZIMMERMANN continued its partnership with CareerTrackers, offering two paid internship programs and covering travel costs for two Indigenous university students in its design department for each year. In the current reporting period, ZIMMERMANN offered an additional paid summer internship program.

The Social Outfit provides employment and training to people from refugee and new migrant communities, with a particular focus on female humanitarian migrants. In previous periods, ZIMMERMANN partnered with The Social Outfit to source candidates for open roles in production and quality assurance, which led to two offers of permanent employment. ZIMMERMANN has also engaged The Social Outfit trainees for seasonal e-commerce roles. We continue to engage with The Social Outfit as suitable opportunities arise.

Graduate Training Program

We have introduced a structured and paid Graduate Training Program in Australia to introduce talented young people to our industry more effectively than traditional short-term work experience programs.

Careers Day

Supplementing our external recruitment initiatives, our annual Careers Day provides all team members with an opportunity to learn more about the varied opportunities available to them across our business so that they can continue to acquire new skills and develop their careers at ZIMMERMANN.

Workforce Diversity

We recognise that to create substantive and enduring changes in the diversity of our business, we must be clear about where we stand today. In order to hold ourselves accountable and make quantifiable changes, we must also be more transparent.

We have taken the time to review our organisation and learn more about our team to ensure that we better reflect the diversity of our clients and our communities in different parts of the world. In the US, collecting information on the gender, race and ethnicity composition of our workforce is required as part of the Equal Employment Opportunity survey and data (EEO-1 Data). In Australia and Europe, organisations may only compile this information through voluntary disclosure. To gain more visibility beyond the US, we conducted an optional and anonymous survey in July 2020. To track our progress, we repeated the survey in May 2021, August 2022, July 2023, and August 2024.

A summary of the diversity information we have collected about our team is set out below.

 

ZIMMERMANN’s GLOBAL WORKFORCE

ZIMMERMANN has 20 retail stores in Australia, 30 in the USA, 20 in the UK and Europe, 2 in China and 2 in the United Arab Emirates. ZIMMERMANN’s head office is in Sydney. We have operations and sales offices in Paris and New York City. ZIMMERMANN also operates a digital business globally.

Approximately 1269 people are employed by ZIMMERMANN in Australia (57%), the USA (20%), the UK (1%), France (9%), Spain (3%), Italy (3%), China (2%), and UAE (2%). Regarding organisational function, 40% of our team is employed in Corporate/Office roles and 60% in Retail/Store roles.

Employees participated in our 2024 voluntary survey from each of our corporate offices located in Sydney, New York and Paris, as well as our 74 stores globally. In total, 651 of our employees globally completed the survey (Australia 49% of respondents, USA 25% of respondents, EU/UK 21% of respondents). Respondents comprised 390 retail (60%) and 259 corporate (40%) employees.

Currently, our team is made up of people from more than 55 nationalities. The largest nationalities represented are Australia (201 employees), US (92), Italy (46), France (25), Spain (22), China (22), and the UK (14).

Data for gender, age, race and ethnicity are provided below. Due to reporting or systems constraints, some gender diversity data is presented using binary categories of male and female. ZIMMERMANN respects that gender is non-binary and adopts a more inclusive identification in our voluntary global survey.

Gender Diversity

Gender ratios of ZIMMERMANNS’s global workforce overall (Source: Self-identification data from employee survey)

 

	August 2024	July  2023	August 2022	May 2021	June 2020
Female	85%	87%	87%	94%	94%
Male	13%	12%	13%	6%	5%
Non-Binary/Other	<1%	1%	<1%	<1%	<1%
Prefer Not To Say	<1%	<1%	1%	1%	1%
Other	<1%	<1%	N/A	N/A	N/A

 

Gender ratios of ZIMMERMANNS’s global workforce by market (Source: HR system)

	AU	CN	Europe*	UAE	UK	US
Female employees	91%	86%	80%	90%	92%	84%
Male employees	9%	14%	20%	10%	8%	16%

*(including Saint Barthelemy, a French overseas country and territory)

 

Gender ratios of ZIMMERMANNS’s highest governance body (Source: HR system)

	% of female members	% of male members
Board Of Directors	67%	33%
Shareholder Commitee	30%	70%

 

Gender ratios of ZIMMERMANNS’s offices by rank (Source: HR system)

	FY2024		FY2023
	% of female employees	% of male employees	% of female employees	% of male employees
Upper Management[1]	57%	43%	67%	33%
Middle Management[2]	91%	9%	86%	14%
Lower Management[3]	89%	11%	93%	7%
Other functions[4]	85%	15%	86%	14%
	FY2022		FY2021
	% of female employees	% of male employees	% of female employees	% of male employees
Upper Management[1]	60%	40%	67%	33%
Middle Management[2]	82%	18%	93%	7%
Lower Management[3]	96%	4%	96%	4%
Other functions[4]	86%	14%	92%	8%

 

Gender ratios of ZIMMERMANNS’s stores by role (Source: HR system)

	FY2024		FY2023
	% of female employees	% of male employees	% of female employees	% of male employees
Managers	96%	4%	97%	3%
Assistant Managers	90%	10%	85%	15%
Back Of House	51%	49%	72%	28%
Sales	95%	5%	95%	5%
	FY2022		FY2021
	% of female employees	% of male employees	% of female employees	% of male employees
Managers	91%	9%	98%	2%
Assistant Managers	91%	9%	100%	0%
Back Of House	61%	39%	50%	50%
Sales	94%	6%	94%	6%

 

Age Diversity

Percentage of employees by age and rank in ZIMMERMANN’s offices (Source: HR system)

	FY2024			FY2023
	% of employees under 30 years old	% of employees between 30 and 50 years old	% of employees over 50 years old	% of employees under 30 years old	% of employees between 30 and 50 years old	% of employees over 50 years old
Upper Management	0%	43%	57%	0%	50%	50%
Middle Management	0%	91%	9%	3%	86%	11%
Lower Management	11%	78%	11%	16%	76%	8%
Other Functions	55%	37%	8%	52%	40%	8%
	FY2022			FY2021
	% of employees under 30 years old	% of employees between 30 and 50 years old	% of employees over 50 years old	% of employees under 30 years old	% of employees between 30 and 50 years old	% of employees over 50 years old
Upper Management	0%	40%	60%	0%	33%	67%
Middle Management	0%	89%	11%	0%	87%	13%
Lower Management	16%	78%	7%	15%	73%	12%
Other Functions	57%	35%	8%	55%	34%	11%

 

Percentage of employees by age and role in ZIMMERMANN’s stores (Source: HR system)

	FY2024			FY2023
	% of employees under 30 years old	% of employees between 30 and 50 years old	% of employees over 50 years old	% of employees under 30 years old	% of employees between 30 and 50 years old	% of employees over 50 years old
Managers	39%	57%	4%	44%	51%	5%
Assistant Managers	51%	48%	1%	54%	42%	4%
Back Of House	44%	54%	2%	69%	30%	1%
Sales	62%	35%	3%	69%	29%	2%
	FY2022			FY2021
	% of employees under 30 years old	% of employees between 30 and 50 years old	% of employees over 50 years old	% of employees under 30 years old	% of employees between 30 and 50 years old	% of employees over 50 years old
Managers	43%	53%	4%	55%	45%	0%
Assistant Managers	65%	35%	0%	75%	25%	0%
Back Of House	55%	41%	4%	54%	46%	0%
Sales	71%	28%	1%	76%	24%	0%

 

ZIMMERMANNS’s global workforce overall (Source: self-identification data from employee survey)

	August 2024	July   2023	August 2022	May   2021	June 2020
White	55%	58%	66%	66%	66%
Asian or Pacific Islander	14%	14%	16%	17%	15%
Multiple/Two or More Races	6%	10%	7%	10%	11%
Hispanic or Latinx	9%	8%	7%	3%	4%
Black or African American	4%	6%	2%	2%	2%
Aboriginal or Torres Straight Islander	0%	0%	0%	0%	0%
Other	5%	3%	2%	2%	2%
Prefer Not To Say	7%	4%	2%	2%	1%

 

ZIMMERMANN in the USA

In the United States, we collect diversity data to comply with EEO-1 reporting requirements of the Federal Government. A summary of our most recent EEO-1 Report is provided below.

Gender Diversity

	August 2024	August 2023	August 2022	April 2021	June 2020
Female	84%	81%	82%	86%	87%
Male	16%	16%	18%	14%	13%
Not Specified	0%	3%	0%	0%	0%

 

Race/Ethnic Diversity

	August 2024			August 2023	August 2022	April 2021	June 2020
	Retail	Office	Overall	Overall	Overall	Overall	Overall
American Indian or Alaskan Native	0%	2%	1%	1%	<1%	1%	1%
Asian	13%	8%	12%	12%	9%	9%	11%
Hispanic or Latinx	23%	10%	20%	22%	21%	15%	15%
Black or African American	12%	11%	12%	12%	12%	9%	5%
Native Hawaiian or Pacific Islander	1%	0%	0%	0%	<1%	<1%	1%
Two or More Races	7%	12%	8%	23%	9%	15%	16%
White	44%	57%	47%	46%	48%	51%	48%

 

Content Diversity

Shows and Campaigns

We have committed to ensuring that our shows, campaigns and brand content reflect the diversity of the different communities we operate in.

The casting of our runway shows continues to evolve to present greater diversity as we have moved from our first presentations in Australia, to shows in Paris and New York over the past several years, to digital presentations during the pandemic. To view our most recent runwayshows, you may visit our Spring 2025 Collection Presentation and our Resort 2025 Collection Presentation.

Like our shows and presentations, our campaigns are an important opportunity for us to express the creative vision for our season, as well as our commitment to diversity, and we continue to work to increase diverse representation across our campaigns. To view our most recent campaigns, please visit our Resort RTW 2025 Campaign, Resort Swim 2025 Campaign, Fall RTW 2024 Campaign and Summer Swim 2024 Campaign. 

Social Media

We are committed to providing more consistent racial, ethnic, and cultural representation and diversity in our social media feeds, the content of which is commonly derived from our shows, presentations, campaigns, and brand events. As part of this commitment, we have set a benchmark of ensuring at least 25% of online images reflect models with a minority racial or ethnic background, which we exceeded in the current reporting period.

 

Inclusive Workplace & Culture

Workplace Conduct

At ZIMMERMANN, business is conducted to the highest standards of integrity, honesty, respect and fairness when dealing with employees, customers and business partners. Our expectations regarding integrity, legality, honesty and ethical conduct extend to our employees globally and all third parties engaged in commercial relationships with us. The standards of behaviour are established in our Code of Ethics which is provided upon hiring alongside the company’s Policies & Procedures. We have also implemented employee education regarding reporting inappropriate workplace behaviour. In this regard, we have in place anonymous reporting hotlines to raise workplace incidents and seek advice in all regions. We expect our employees to act in compliance with the law and to report any violation following the procedure detailed in our Whistleblower Policy. For any concerns raised, an initial investigation is undertaken by the Human Resources department, and the leadership team is kept informed throughout the process. Care is taken to protect the confidentiality and safety of the whistleblower.

Employee Survey

As part of our ongoing efforts to foster a more diverse and inclusive workplace, we implemented an annual Diversity and Inclusion survey in 2020 to measure workforce diversity and tap perceptions of inclusion, equity, and belonging. The survey is used to track our progress and provide us with insights into areas where we can improve.

The latest survey conducted in August 2024 and completed by over 50% of the workforce reported:

• 62% of respondents rated their team highly in diversity (average score 7.74 on a scale of 1 (not diverse at all) to 10 (very diverse)
• When considering the organisation more broadly, 59% respondents rated ZIMMERMANN as an organisation high in diversity (average score of 7.31 on a scale of 1 (not diverse at all) to 10 (very diverse)
• Regarding perceptions of inclusion, 94% of respondents rated their team highly in inclusion (average score 8.38 on a scale of 1 (not inclusive at all) to 10 (very inclusive).
• When considering the organisation more broadly, 60% respondents rated ZIMMERMANN as an organisation high in inclusion (average score of 7.74 on a scale of 1 (not inclusive at all) to 10 (very inclusive).

While we are pleased that most of our staff hold positive perceptions of diversity and inclusion year on year, survey results highlighted some areas of opportunity for us to further strengthen inclusion at ZIMMERMANN and we continue to explore and implement targeted solutions. As an example, in the current reporting period, we also surveyed staff on perceptions of disability inclusion and reported 47% of respondents rated their team highly in disability inclusion (average score 7.17 on a scale of 1 (not accommodating at all for people with disabilities) to 10 (very accommodating). In response, we implemented mandatory disability inclusion learning to develop capability in this area.  

Inclusive Policies and Benefits

Actions we have taken to date to foster an inclusive workplace and culture include reviewing our internal training materials and employee policies and benefits to ensure that these are inclusive and aligned with our core values. As an example, as a result of this review, we implemented inclusive uniform guidelines in our stores.

In addition, in response to a review of our employee benefits, every full-time employee at ZIMMERMANN is now entitled to an Annual Personal Day, being an additional day of paid leave per calendar year, to celebrate or observe an event of personal or cultural significance.

We have also implemented initiatives to support the well-being of our employees, including a flexible work policy that aims to provide team members with increased flexibility with their work schedule and location of work, while allowing ZIMMERMANN to maintain a collaborative, progressive and productive work environment.  In Australia and the US, we continued our summer hour program whereby staff may finish their week at 2pm Friday during the summer months. Also to support mental health and wellbeing, all employees have access to our Employee Assistance Program (EAP) and in the current reporting period, we engaged in initiatives connected to R U OK? Day to promote positive connections among staff. 

Engagement

Aligning with our commitment to fostering an inclusive workplace and culture, ZIMMERMANN’s D&I Group has established and actively monitors a diversity and inclusion email box (diversityandinclusion@zimmermann.com) to receive employee suggestions and feedback regarding diversity and inclusion. In addition, awareness of the D&I Group is included in onboarding modules and a D&I section is included in the quarterly sustainability newsletter.

The D&I Group maintains a communications plan encompassing regular D&I communication across different channels and incorporating a D&I calendar of events to drive awareness and engagement in diversity and inclusion across the workforce.

We continue to seek and develop opportunities for engaging our workforce in diversity and inclusion and look forward to sharing new initiatives in future updates.

 

Inclusive Design

Aligning with our core values of integrity and authenticity, we have reviewed and strengthened processes to prevent inadvertent cultural appropriation in our design process. We have also extended our commitment to inclusion to our clients, expanding our sizing range in response to a regular review of clients' needs.

 

Corporate Social Responsibility & Community

At ZIMMERMANN, our commitment to inclusion in the broader community is reflected in our partnerships and philanthropic activities.

Philanthropy

With conflicts, health emergencies and natural disasters increasingly affecting people globally, ZIMMERMANN has established a Philanthropic Group led by the Chief Executive Officer to continue supporting communities in need across the pillars of environment, diversity and creativity.

In March 2022, we mobilised resources to help the communities impacted by the catastrophic floods in Queensland and New South Wales.  Along with other brands in the wider Australian fashion industry, we worked to send suitable and needed clothing supplies via Thread Together^[5] and donated to the Queensland and New South Wales Flood Appeal to help the Australian Red Cross provide vital humanitarian support to the people and communities affected by the floods. Concurrently, we donated to The World Food Programme, a global humanitarian organisation which launched an emergency operation to provide food assistance for people affected by the war in Ukraine.

In the previous reporting period, we continued our humanitarian efforts with a donation to the International Committee of the Red Cross in support of its efforts in Israel and the Occupied Territories. We also made a three-year commitment to support the Doctorial Fellowship Program of the Sydney Institute of Marine Science (SIMS) Foundation. SIMS’s a partnership between Macquarie University, the University of NSW, the University of Sydney and the University of Technology for collaborative marine research and innovation, provision of marine research for policy makers and managers, and research training and teaching in the marine sciences to promote the future health of our ocean, and in turn, the health of the planet and its people. The objective of the Doctorial Fellowship Program is to increase the supply of highly qualified marine scientists by encouraging more people to proceed towards a PhD degree in the marine sciences. 

In the current reporting period, we entered in a new partnership with RED, an organisation dedicated to the fight against AIDS, whereby we created a classic beach tote and carrier of which 100% of sale proceeds went to REDs efforts to give women and girls in communities in need affected by AIDs.

Acknowledgement of Country

In Australia, in 2021, we engaged with members of Aboriginal and Torres Strait Islander communities to work with us on developing an Acknowledgement of Country for display in our Australian stores and on our emails and website. An Acknowledgement of Country is a way of showing respect for Traditional Custodians of land across Australia and the continuing connection of Aboriginal and Torres Strait Islander peoples to those lands. As part of the adoption of an Acknowledgement of Country, we began our indigenous cultural awareness journey by implementing mandatory training across our retail and corporate workforce.

Supplier Diversity and Inclusion

We are committed to promoting diversity, equity, inclusion and equal opportunity for employees in our supply chain and continue to drive the implementation of our Supplier Code of Conduct and support suppliers through training and capacity building to ensure our supply chain is a safe and respectful environment, and our business partners are transparent and trustworthy, and conduct their business ethically and with integrity.

We are also progressing our supply chain mapping to continue assessing social risks across all tiers, including the risk of forced, bonded and child labour. We have mandatory modern slavery training for all employees globally and additional training sessions for teams with procurement responsibilities.

We have engaged an independent third party to conduct supplier audits, which assess social and environmental compliance and the implementation of our Supplier Code of Conduct in our main production facilities. New sites undergo an audit during the onboarding period if they do not have a recent audit, meet a certain risk profile, or are sites used by ZIMMERMANN Tier 1 and 2 suppliers by spend (irrespective of their risk profile). These suppliers account for over 70% of Zimmermann’s spend.

To support our supply chain efforts, the ZIMMERMANN Ethical Capacity Building Programme is delivered in partnership with third-party experts who provide training to the mill management in the implementation of corrective action aimed at the resolution of non-compliance. The most common types of non-compliance addressed span minor health and safety issues, overtime and wage-related non-compliances. The facilities are expected to implement the necessary corrective actions by the end of the programme. Where outstanding issues remain, the facility may be re-enrolled in the programme for a second year.  

Worker engagement is integral to our audit process, and we use technology-supported anonymous surveys to collect the workers’ viewpoints across four indicators—labour, health and safety, environment, and management systems. As part of this survey, workers are asked to give their perspectives on the availability and effectiveness of grievance mechanisms, equal treatment between women and men, wages, benefits, and hours of work. The survey results are reviewed alongside the audit reports and inform decisions regarding corrective actions or the facilities’ enrolment in the ZIMMERMANN Ethical Capacity Building Programme. Since its launch in December 2020, the survey has been completed by 2192 supply chain workers. There were 1173 respondents during the reporting period, 65% of whom were women. 

We have also initiated the rollout of an independent grievance mechanism in key factories in China to provide the workers with a confidential channel to raise complaints. The hotline is currently available in eleven factories, accounting for approximately 50% of our finished goods spend. In addition to providing insight into working conditions at the factories, the provision of an independent grievance mechanism can become a driver of continuous improvement in the factory, providing the factory management with the tools to proactively address issues before they escalate and, ultimately, prevent their reoccurrence. 

We have also partnered with the non-profit organisation Nest to conduct wage and workplace diagnostics to ensure worker wellbeing for the artisans we work with. Predominantly women, hand workers in informal supply chains are often unrecognised, and the implementation of their social protections is the exception rather than the norm. Through programmes that support their well-being, responsible growth and creative engagement, Nest aims to build a world of greater gender equity and economic inclusion for the artisan and maker economy.

Additionally, we have been Better Cotton members since December 2020 to improve cotton farming practices globally. Better Cotton’s mission is to help cotton communities survive and thrive while protecting and restoring the environment. Its capacity building programme puts farmers and farm workers front and centre, ensuring they can access the necessary tools, training and support they need to continuously improve their practices.

We are also proud signatories to The Fashion Pact and actively participate in the work of this coalition of companies that strive to systemically transform the fashion and textile industry for the better of our planet and people.

Human Rights Working Group

In the previous reporting period, we extended our commitment to corporate social responsibility with the establishment of the ZIMMERMANN Human Rights Working Group. As detailed in our Human Rights Policy, ZIMMERMANN is committed to respecting all internationally recognised human rights according to the principles set out in The Universal Declaration of Human Rights, The International Covenant on Civil and Political Rights, The International Covenant on Economic, Social and Cultural Rights, The International Labour Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work, and the ILO Core Conventions. We follow the UN Guiding Principles on Business and Human Rights to guide our due diligence approach and access to remedy. Our assessment of the salient human rights risks and impacts includes our key stakeholder groups, such as our employees, supply chain workers, customers, suppliers, business partners and the broader community in which we operate.

Advocacy

We share the steps we are taking towards positive change with our business partners, advocating to drive diversity and inclusion in the fashion industry through collective change efforts.

Community Feedback

While we regularly receive encouraging and positive feedback from our community, we equally appreciate the feedback on what we can do better. Any complaint or unpleasant experience with our brand from any person is welcomed.  We are listening and we are acting. To contact us, please email clientservices@zimmermann.com.

Future Updates

We recognise there is much work to do, and effective change takes time, but we are committed to taking the actions necessary to create a more diverse and inclusive ZIMMERMANN. As our D&I Group continues its work, we will provide regular updates on our progress and the initiatives we are implementing here and in the People and Culture section of ZIMMERMANN.COM

 

 

[1] C-level

[2] Directors and Heads of department

[3] Managers

[4] Coordinators, Assistants, Analysts and other technical functions

[5] https://threadtogether.org/