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Working Conditions

Employment Practices

GRI Index

On a global scale, Gildan favours permanent employment positions rather than temporary contracts.

There are many reasons for this practice:

Optimize financial investment in employee training and development:
- Training new employees involves a significant financial cost, therefore, Gildan is most interested in investing in people who will make long-term commitment to the Company
Minimize the costs associated with the recruitment of new employees
Ease of integrating permanent employees compared to temporary contractual employees into the Company’s culture and values

In some cases, hiring temporary employees is necessary. For instance:

To work on a specific project (with a clear end date) assuming we do not have the capacity or expertise internally
To fulfill temporary needs
When experiencing a busier than usual workflow
When it takes longer to find suitable permanent resources and someone is needed in the meantime
Summer interns:
- We believe it is important to offer students real-work experience that provides them with the opportunity to apply what they have learned in their studies.

	PERCENTAGE OF TEMPORARY CONTRACT EMPLOYEES		PERCENTAGE OF PERMANENT CONTRACT EMPLOYEES
	MEN	WOMEN	MEN	WOMEN
ASIA	0		100
	N/A	N/A	30.4	69.6
CARIBBEAN BASIN	0.5		99.5
	57.1	42.9	59.2	40.8
CENTRAL AMERICA	0.7		99.3
	58.3	41.7	52.7	43.7
NORTH AMERICA	10.9		89.1
	44.4	55.6	47.7	52.3

A permanent employment contract is an employee contract for full-time or part-time work for an indeterminate period of time.
Temporary employment contract is defined as a fixed-term contract of employment that ends when a specific time period expires or when a specific task, which has a time estimate attached, is complete.

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Providing Equal Opportunity

In North America, we comply with equal-wage laws, such as the Quebec Employment Equity Act and the U.S. Equal Employment Opportunity law (EEO). In other regions, where no such laws exist we adhere to a policy of non-discrimination based on race, age, color, sex, religion, national origin, disability, citizenship status, and other protected classifications. This policy, in line with our Code of Conduct, clearly stipulates that no employee will be subject to any type of discrimination.