Stuttgart, Germany

For international fashion lingerie and swimwear supplier, Hop Lun (HK), it is imperative to supply products that cater to consumers of all shapes and sizes. But such focus on diversity isn’t just restricted to its business – Hop Lun is equally dedicated to building an environment of diversity, equity, and inclusion (DE&I) for its 33,000 employees globally.

This young company, founded in 1992, believes in respect and fairness for everyone. This was especially relevant, given 83% of its workforce comprises women; 18 nationalities represent different cultures, backgrounds, and ethnicities; and the average years of service tallies in at 5.1 years.

A DE&I roadmap was rolled out to ensure the value was immersed in all people processes, including the policies in support of a family-friendly culture, such as above-standard annual leave policies, hybrid working & work-from-home options, lactation break policies, and ‘Summer Fun’, an annual incentive trip for all staff (which was subsequently postponed due to the pandemic).

Beyond policies, DE&I was adopted as a core competency in the organisation’s new competence model launched in 2021. As Angel Kwok, Global People & Culture Director, says, it allowed everyone the opportunity to “progress purely based on their performance”.

Tying all of this together was a range of activities – such as, a 16-day ‘Orange Campaign’ initiated by UNWomen, marking the International Day for the Elimination of Racial Discrimination, unconscious bias training for all office employees and factory management team, and more.

Kwok points out: “We changed the name of our team globally from ‘HR’ to ‘People & Culture’. This is a better reflection of what we are now doing. We focus more on our people and culture building.”

This focus on people has certainly paid off. Half of the C-suite positions on Hop Lun’s management team comprise women. The team has set clear goals to close its gender gap in five years and is making good progress. Employees agree – with 89% saying they feel included and respected, and four in five (80%) affirming the company is committed to D&I.

Kwok affirms: “Hop Lun highly treasures our people and social sustainability. We believe that DE&I is one of the core focuses of the group as we operate in multiple countries with a diverse base of stakeholders including our people, our customers, suppliers, and business partners.”

Going forward, the team will continue utilising its global network to move the needle on DE&I from internal to external, by sharing its best practices with customers and suppliers.

HOW HOP LUN CREATES AN ENVIRONMENT WHERE EVERYONE FEELS INCLUDED

合隆如何打造一個讓所有人都感到被包容的職場環境

This international fashion lingerie supplier launched a new competence model in 2021 which ensures everyone can “progress purely based on their performance”. 這家國際時尚內衣公司於2021年推出新評核標準，確保所有員工都能「純粹根據 自身表現獲得晉升」

國際時尚內衣和泳衣公司合隆﹙香港﹚有限公司一直致力 為不同消費者提供合身的產 品 。該公司不僅在業務上追 求豐富多元，更致力為其全 球33,000名員工建立多元、 公平與共融（DE&I）的職場 環境。 合隆有83%的員工是女 性，員工來自18個國家，有不 同文化、背景和種族，平均服務年資達5.1年。這家成立於1992年的 年輕公司秉承公平尊重的原則對待每個人，致力打造一個讓所有人 都感到獲包容的職場環境。 合隆推出DE&I路線圖，確保所有人事流程均能實踐體現這套 價值觀，並推出政策以支持家庭友善文化，包括高於市場標準的年 假福利、混合工作選項、母乳餵哺友善措施、以及為所有員工而設 的年度暑假獎勵旅遊（因疫情關係延期）。 除政策外，該公司於2021年推出的新評核標準也突顯了DE&I 的重要性，正如其Global People & Culture Director Angel Kwok表示，讓每位員工都有機會「純粹根據自身表現獲得晉升」。 該公司亦舉辦一系列活動來宣揚這重要理念，例如響應由聯 合國婦女署發起的16天「橙色運動」、慶祝國際消除種族歧視日、 以及為所有辦公室員工和工廠管理團隊提供無意識偏見培訓等。

Angel指出：「我們將全球『人力資源』團隊改名為『人才與 文化』團隊，更好地反映出我們更專注於員工和文化建設的目標。」 該公司以人為本的努力，顯然得到回報。現時合隆管理團隊有 一半高管人員職位由女性出任，團隊亦已制定在五年內縮窄性別差 距的明確目標，並正取得良好進展。員工對此表示認同，89%的員 工指感到獲包容和受到尊重，八成人認同公司致力推動DE&I。

Angel堅定表示：「合隆非常珍視我們的員工和社會可持續發 展。我們的業務遍佈多個國家，涵蓋多元化的持份者，包括員工、 顧客、供應商和業務合作夥伴，因此DE&I絕對是集團的核心價值 之一。」 展望未來，合隆團隊將繼續善用其全球網絡，與顧客和供應商 分享最佳實踐，致力從內而外推動多元、公平與共融。