Our Board of Directors is one of if not the strongest boards in the world, and its diverse composition mirrors the diversity you find across Esquire. We remain passionately committed to diversity in the workplace. Apart from levelling the playing field by giving our female associates the opportunities and the knowledge to develop multilateral skills, we also aspire in changing the perception of human development by training people beyond their immediate job requirements.
We want to nurture opportunities for our female associates to supplement their main source of income for further economic stability and growth. To support their development further, we provide the opportunity to learn more about personal finance management to ensure that they have a secure future. In recognition of the need to address gender equality and women’s empowerment, 2018 saw the launch of Beyond Borders (BB); an inclusive women’s empowerment project aiming to change the trend of the apparel industry in Bangladesh.
The project will officially commence with the structuring of the four pillars of success; Career Advancement, Work-life Balance, Skills Development and Rewarding Excellence, that centralize this approach, making women’s empowerment an integral part of Esquire’ business strategy. In essence we focus on promoting awareness, leadership skills, attitudinal changes and the ability to achieve a well-rounded life style changing approach.
The women empowerment starts from our production floor. Highly educated (B.Sc. Engineer/ Diploma engineers) girls are selected as ‘Supervisor’ in the production floor. Previously all supervisors or line chiefs were male whereas all the sewing machine operators are female. It is not always possible for the girls to communicate openly with the male about many issues. If a educated girls is there as their supervisor, the sewing operator girls can communicate with them very easily. These supervisor girls are the future production manager or even they can be COO. This is a career path that we are offering them. In our country in RMG sectors, female association as management staff in production are less. We want to ensure more female participation in management level. We strongly emphasize in establishing a workforce gender equilibrium of consisting 50% male & 50% female by 2022.
