Mavi

Cüneyt Yavuz (M)

CEO

Mavi is a 30-year-old jeans-centered fashion brand that aims to be a leader in its markets. With this vision, we built our global All Blue strategy on sustainable growth through quality, drawing strength from our team as part of our four pillars, Humans, Innovation, Dynamism, and Nature. To future-proof our position, we steadily work to advance our unique company culture while striving to enrich and diversify our young and bright workforce by bringing in new talent. We take great pride in ranking among the top companies where women aspire to work. I believe that our female employees, who constitute 54% of our workforce, contribute significantly to sincerity, innovation, and quality focus, the values that define Mavi’s brand identity. Women hold key C-level roles and a high percentage are in management positions, a testament to Mavi’s commitment to gender equality. This commitment goes beyond the organization and extends to social responsibility projects that support women. In our pursuit to attract talent with a strong respect for our brand culture and alignment with our principles, we adhere to best practices to ensure gender equality across the workforce. As we proudly pledge our support to Women’s Empowerment Principles, our efforts to remain a preferred employer will continue through a range of projects developed to benefit communities.

General Information

WEPs signatory since 19 February 2021
Public
1001-5000 employees

Baseline

Between 51% and 80% women employees.

Between 30% and 50% women at management level.

Less than 30% women on boards/executive team/partners.

Industry

Textiles

Location

United States of America
Global

Progress - 2022

Percentage of women and men employees
  • 54.00
  • 46
  • 51 - 55%
  • 46 - 50%
Percentage of women and men in senior management positions
  • 60.00
  • 40
  • 55 - 60%
  • 35 - 40%
Percentage of women and men on the company board
  • 33.30
  • 66.7
  • 31 - 35%
  • 66 - 70%
Percentage of new hires, women and men
  • 56.00
  • 44.00
  • 56 - 60%
  • 41 - 45%
Has a confidential grievance, resolution, reporting and non-retaliation mechanism and procedure to respond to incidents of violence and harassment
Last updated on: 29 April 2022

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