Due to high demand, shipments from the Giving Thanks Sale may be delayed 7-10 days.
Due to high demand, shipments from the Giving Thanks Sale may be delayed 7-10 days.

2021 Resolutions

Our mission is to create lasting, beautiful collections while supporting women-identifying individuals in all aspects of our organization, supply chain, and community. To this end, we produce timeless, high quality garments in partnership with ethical manufacturers who share our vision and core values. We believe that change starts within -- from tracing every fiber we use to examining how we can be a part of closing the gender gap and advocating for equality at all levels of our supply chain. We are committed to a course set out before us -- one that will evolve with knowledge and expand with innovation. In order to share details of our work, we’ve created The DÔEN Resolutions Report. The following is an update on our progress and learnings in 2020, and our newly established goals for 2021. 

 

Each of our resolutions reflects and honors our mission. We recognize that this continuous journey won’t truly be over until all of the products we make give more back to the planet than they take from it, and every single aspect of our supply chain and organization upholds our mission. 

 

We invite you to join us in this work. If you follow us, please consider reading our online Journal features detailing the work we are involved in, such as our ongoing anti-racism accountability, long-term partnerships that support closing the gender gap and maternal mental health. 

Together, let’s resolve to make the world better than how we found it.

The Resolutions

01.

Environmental Impact

Understanding and managing our environmental impacts, from sourcing to sewing to shipping, is a critical part of our mission of creating lasting, heirloom quality collections.

MATERIALS

2021 Goals:

  • - 60% of our cotton & cotton blend unit volume will be GOTS Certified organic, as measured as a percentage of units, as well as printing, dyeing and embroidery. We are currently tracking at 76%.
  • - Reexamine our sourcing methods for recycled yarns and recyclable fabrics in order to benchmark upcoming goals for future years.
  • - Introduce regeneratively farmed cotton to our supply chain by 2022.

In 2020, we pledged to begin our transition to organic cotton and recycled fabrics and yarns. Here is what we accomplished:

  • - 31% of 2020 cotton & cotton blend product, by unit volume as measured as a percentage of units, was organic.
  • - 34% of 2020 machine knit sweaters, as measured as a percentage of units, used reycled yarn.

When founding DÔEN in 2016, one of our first commitments was to the use of natural fibers, from cotton and ramie to silk and alpaca. Their softness, strength, and natural qualities help us create lasting, heirloom quality garments that can be worn for many years, and help avoid the need to purchase many items that get tossed out and replaced every season. We reject the notion of fashion as fast and disposable; in stark contrast, our process takes a year from design to your door, and our intention is always to design long-lasting products that transcend the trend cycle, and are as considered as can be.

To this end, we are advocates of and believers in secondhand sales of clothing and the creation of a circular economy. In 2020, we launched an ongoing program with TheRealReal to encourage secondhand sales by establishing our Brentwood Country Mart store as a drop-off location for your pre-loved pieces.

Our goal is to launch our own branded resale site in 2022 whereby our
customers can sell and shop beloved secondhand styles from past collections.

The best possible outcome of our designs is their continuous use, and this is crucial while textile recycling options are still limited. However, we also support ongoing learning around recyclability and the real impact of our fabric’s lifecycle. We are actively reviewing all of our fabrics, particularly blends, for recyclability, and look forward to providing future updates on our goals in that area. We also are working towards sourcing more responsible fabrications, including non-mulesed sheep wool, responsible viscose, and silk substitutes that are more environmentally responsible. This will be one of the primary goals for a new Director of Impact hire who will focus on responsible sourcing as well as quantifying our current impact. With dedicated expertise in this area, we will be able to not only source the highest quality recycled and recyclable yarns and fibers for future collections, but adhere to specific goal-setting as we incorporate them.

For example, we know viscose has been a challenge when it comes to environmental responsibility: While it’s a natural fiber made from biodegradable wood pulp, it is considered a semi-synthetic due to the amount of processing required to turn wood cellulose into a textile.

Our goal is to transition 50% of our viscose assortment, both solid
and printed, to responsible viscose by the end of 2022.

If we are not satisfied with responsible viscose alternatives, we will revise our goal to transition out of viscose entirely.

We also know certain fabrics such as ramie -- quite prevalent in our collections -- are advantageous over cotton when it comes to water usage. With our new Impact role, we plan to source and benchmark our growing assortment of low water use fibers.

We are working closely with Bureau Veritas, an auditing and certification company, on a restricted substances list that we expect to be put into effect by the end of 2021.

SOURCING WHERE WE PRODUCE

By sourcing and producing in the same place, we are able to reduce our impact from transportation and have visibility into all tiers of our supply chain -- as well as support the local economies. We largely base our sourcing on raw materials and regional techniques for precisely these reasons.

  • Cotton in India: Our use of intricate handwork and traditional print techniques are sourced primarily in India, and our cotton comes from Southern India
  • Silks in Asia: All of our silk apparel is sewn in China or India.
  • Alpaca and Pima Cotton in Peru: Our alpaca knits and pima cotton tees are from Peru, where we have visibility and traceability into the origin of the fibers and the practices of our Fair Trade Certified knitters.
  • Italian fabrics and yarns in the EU: These fabrics and yarns, chosen for their lasting quality, are sewn and assembled within the EU in Romania, Portugal, and Turkey.

Traceability is the ability of a brand to trace, or map, the production of its products throughout the supply chain. For example, a fully traced cotton product would include the farm where the cotton is grown (Tier 4), then to the processor that spins cotton into yarn (Tier 3), onto to the mills where the yarn is woven or knit into fabric (Tier 2) -- and lastly, to the manufacturer that cuts and sews the fabric into a finished product (Tier 1). When a brand knows their full supply chain in this way, it can work with each vendor to ensure that those working within the supply chain are respected and all vendors are following environmental compliance practices. This is crucial to managing environmental and social impacts, and why we’re committed to documenting our entire supply chain.

This year, we are embarking on traceability
throughout all four tiers of our supply chain.

2021 Traceability Goals

Tier 1: 100% of unit volume
Tier 2: 100% of unit volume
Tier 3: 90% of unit volume
Tier 4: 80% of unit volume
Finished goods, assemblers, and subcontractors
Dyers and printers, finishers, weavers, knitters
Fibers, spinners, recycled materials collectors / processers
Raw material (farm, forest, ranch)

2020 Traceability Actuals

Tier 1: 100% of unit volume
Tier 2: 94% of unit volume
Tier 3: 18% of unit volume
Tier 4: 2% of unit volume
Finished goods, assemblers, and subcontractors
Dyers and printers, finishers, weavers, knitters
Fibers, spinners, recycled materials collectors / processers
Raw material (farm, forest, ranch)

A standardized meaning of “sustainability” within the apparel industry has never been clearly defined, which has left room for multiple interpretations and greenwashing. As the industry has embarked on a rapid evolution in terms of understanding and applying this terminology, our understanding is continually evolving as well.

We are resolved to continue our work toward environmental and social responsibility, focusing on areas of impact where we can be responsible and innovative.

Making lasting, timeless styles that will live in your wardrobe for years to come -- even becoming treasured heirlooms -- is a critical aspect of mitigating our impact and fulfilling our mission of environmental responsibility.
INDUSTRY PACKAGING

The industry standard for fashion and apparel is such that all garments shipping from vendors to brands are packed in polybags for protection against the elements during transit. Transitioning away from these polybags has long been an industry-wide challenge: Shipping garments unprotected can result in damages and even further waste, and is not a solution. We have been using biodegradable bags to ship from our vendors, but still consider these bags problematic as their breakdown process emits greenhouse gasses even while they degrade into organic compounds. We have been working on solutions to this problem.

Our larger goal is to eliminate plastic on all levels of the supply chain -- and to introduce glassine bags, as a clear, paper-based alternative to polybags, as part of this initiative. In addition, we are tracking our goal for an in-home compostable bag by 2023. The cost of transitioning to glassine bags is, on average, $0.75 per garment, versus $0.02 for a polybag.

By October 2021, we expect our finalized glassine bag to be complete and
our transition to replace all polybags will be underway.

Glassine is made from paper pulp, which is composed of cellulose fibers derived from wood, cotton remnants, grasses, and other vegetable sources. The smooth, translucent quality of glassine is created by a manufacturing process called supercalendering. The paper pulp is beaten to break down the fibers, and after pressing and drying, the paper web is passed through a stack of hard pressure rollers. This pressing of the paper fibers in the machine direction “buffs” the paper, producing a very smooth, enamel-like, acid-free surface. The smooth, glossy appearance is the result of this process, rather than created from waxes or coatings -- and, as the bags are not waxed or chemically finished, they are fully recyclable and biodegradable.

Our cartons used for shipping products from our vendors to our warehouse in Burbank, CA will still require 1 polybag each to protect the contents from the elements, and we are working to use the same single biodegradable polybag that we have developed. This type of bio polybag degrades into only organic compounds, in contrast to other plastic and bioplastic polybags that degrade into microplastics.

Plastics have become a crisis, particularly in our oceans. Studies estimate that there are currently about 14 million tons of microplastics littering the ocean floor. While some plastic is tiny by design, such as microbeads previously used and now banned in beauty products, other plastic is tossed out and then degrades, breaking down into microplastics, which are particles that are five or less millimeters in length. These microplastics are consumed by the smallest animals, which are then consumed by larger animals -- and this continues until there is an accumulation of plastics in larger animals. The toxicity of microplastics is caused by the leaching of the chemicals they contain, such as BPA and phthalates, into animals -- and it compounds itself every time a new animal in the ecosystem ingests the previous animal. In addition to the dangers of bioaccumulation, the prevalence of plastic has led animals to mistake it for food and subsequently die from starvation.

Another area in our supply chain where we are working towards eliminating plastic is within the wash and dye processes. Frequently in manufacturing, care labels are wrapped in single use plastic to protect legibility. In 2021, we are working with our vendors towards entirely removing these plastic wraps from our supply chain processes.

ORDER PACKAGING

We have always favored low impact packaging, and have opted not to use excessive branded materials in packages. Our eco-shippers are 100% recyclable, biodegradable, and compostable and made from 100% recycled content and a minimum of 90% post-consumer content. We also allow for a lower impact packaging option at checkout.

This year, we are transitioning from shipping our outerwear on plastic hangers to a cellulose hanger.

These are made of cellulose pulp and industrial scraps from newspapers, cardboard boxes, shopping bags, and other paper-based discarded items. The environmental impact of this cellulose hanger is 1/3 that of a traditional plastic hanger. The cost of transitioning to these hangers is $3.97 per garment, versus $0.45 for a plastic hanger.

By 2022, our goal is to implement a new Forest Stewardship Council Certified hang tag that removes all unnatural fibers from the hang tag; it will still contain minimal paper and the plastic stoffel. We also will replace our current muslin bags with a new GOTS and Fair Trade Certified bag.

In the future, our goal is a plastic-free hang tag. Our current hang tag features a plastic closure, or stoffel, that is added for security purposes so that the tag cannot be reattached to a worn garment and returned.

DIRECTOR OF IMPACT

We are thrilled to begin our search for a director-level role, slated for the Fall of 2021, to map our impact and track our areas of improvement. We are extremely excited about the acceleration of our work in this area with this new hire.

Critical to our progress, improvement, and holistic understanding of our efforts, innovations, and opportunities, this role will be a crucial component of reporting on our current state from which to create our benchmarks and future-looking goals. Working closely with teams on all aspects of our commitments to responsible manufacturing, this position will consider ethical workplaces integral to our environmental impact efforts, and look into the reporting tools available through ESG and Higg Indices

The Higg Index -- developed by the Sustainable Apparel Coalition -- calculates impact on a Product, Facility, and Brand level, with tools that dive into specifics within the apparel lifecycle.

ESG stands for Environment, Social, and Governance, and reporting using these pillars aims to measure emissions, carbon footprint by product, and labor ethics, as well as corporate behavior when it comes to pay structures, tax transparency, and more.

This role -- originally intended for 2020 and delayed due to COVID-19’s unforeseeable impact -- will be charged with taking steps to map our carbon footprint and water usage, sourcing new fabrics and yarns that meet the highest standards of environmental responsibility, and interpreting the distinct interrelatedness of our entire supply chain ecosystem, amongst several other functions. Key to this position will also be tracing the origins of our product to its agricultural seed: Visibility into every single step of our supply chain will allow us to analyze, optimize, and create a holistic understanding of every single item we offer. We are incredibly excited for the addition of this position and the thorough, mindful, and inventive change we anticipate it will bring to our multilayered practices and processes.

This position will also collaborate closely with our Corporate Sustainability Committee and our Director of Communications on organizing panels for our internal team on environmental education 2 times per year at minimum.

02.

Ethical Practices

According to Fair Trade USA, approximately 80% of the garment workforce worldwide is women. Our ethical practices within our supply chain are a core part of our mission of supporting women-identifying individuals through safe working conditions, living wages, equal opportunities for advancement in the workplace, representation in ownership and leadership, and more.

Women-Owned Vendors

82% of our 2020 product volume was produced in
a woman-owned or co-owned factory.

We pledge to continue our commitment to audited, certified vendors who are socially compliant and leaders in their field in terms of their female-identifying workforce, employee benefit programs, environmental impact, and ethical practices.

This year, we are sharing additional information on our factory partners via the table below. We are using this knowledge to identify categories and regions with opportunities as we grow and develop our collections. As we continue to expand categories, we are looking to add additional woman-owned factory partners in 2021.

Category
Location
Audits
Certifications
Notable Innovations
Women Owned
Soft Wovens
India
Bureau Veritas and WRAP
GOTS, REACH, Oeko Tex, and WRAP
Reports a Triple Bottom Line; began a foundation to fund 100% of the education of the daughters of all employees; carbon neutral as of March 31, 2021
Co-Owned
Tees
Peru
WRAP
WRAP Gold
Handknit Sweaters
Peru
Promperu Fair Trade
Promperu Fair Trade
Owned
Machine Knit Sweaters
Peru
DÔEN Internal Audit
GOTS
Owned
Machine Knit Sweaters
Portugal
DÔEN Internal Audit
Oeko Tex
Tees
Portugal
SMETA
Oeko Tex
Owned
Outerwear and Soft Wovens
Romania
Fair Wear Foundation
70% Solar Powered
Co-Owned
Soft Wovens
China
WRAP
WRAP Gold
Soft Wovens
India
WRAP
WRAP Platinum
Owned
Machine Knit Sweaters
Turkey
Vendor-Supplied Social Complicance and DÔEN Internal Audit
Owned
Denim and Woven Bottoms
Los Angeles,CA
Arche Business Integrity Statement
Non-piece rate payment structure
Samples
Los Angeles,CA
Owned
Soft Wovens
India
Sedex Pillar 4
Sedex Pillar 4
Owned
Shoes
Italy
In process
Shoes
Brazil
In process
Owned
Shoes
Brazil
In process
Co-Owned
CERTIFICATIONS
100% of our apparel volume is made in an audited facility.
See below for a breakdown of our audits in 2020.
100% of our apparel factories are internally audited by a member of our team.
76% of our 2020 product was made in carbon neutral facilities,
by the first India based certified carbon neutral garment exporter.

2021 Goals

Soft Wovens and Tees
% by Volume
WRAP Certified Audit
85%
Bureau Veritas Social Compliance Audit
15%
Knitwear
% by Volume
Promperu Fair Trade Ceritified
46%
Bureau Veritas Social Compliance Audit in process in 2020
28%
Oeko Tex Certified
26%
Outerwear
% by Volume
Bureau Veritas Social Compliance Audit
100%
Footwear
% by Volume
Bureau Veritas Social Compliance Audit
100%
Denim and Woven Bottoms
% by Volume
Continue to expand on domestic compliance options
100%

2020 Actuals

Soft Wovens and Tees
% by Volume
Bureau Veritas Social Compliance Audit
84%
WRAP Certified Audit
13%
SMETA Audit
3%
Knitwear
% by Volume
Promperu Fair Trade Ceritified
46%
Bureau Veritas Social Compliance Audit
28%
Oeko Tex Certified
26%
Outerwear
% by Volume
Fair Wear Foundation Audit
100%
Footwear
% by Volume
In process; goal to have audit in 2021
n/a
Denim and Woven Bottoms
% by Volume
Arche Business Statement Audit
100%

More information on three of our certification audits:

12 Principles of Worldwide Responsible Accredited Production (WRAP)

  • 1. Compliance with local and international laws and workplace regulations
  • 2. Prohibition of forced, involuntary, or trafficked labor
  • 3. Prohibition of child labor
  • 4. Prohibition of harassment and physical and verbal abuse
  • 5. Compensation and benefits must be in compliance with local law, including all mandated wages, allowances and benefits.
  • 6. Hours of work will not exceed the limits based on the country’s local laws, as well as adhere to limits set on overtime.
  • 7. Prohibition of discrimination on the basis of race, color, national origin, gender, age, sexual orientation, religion, disability, or other similar factors (pregnancy, political opinion or affiliation, social status, etc.).
  • 8. Health & safety must be prioritized with a safe, clean, healthy and productive workplace provided for employees above all else. This includes a variety of requirements, such as ensuring proper personal protective equipment (PPE), clean drinking water, adequate medical resources, fire exits and safety equipment, training to perform job safely and with the well being of the employee in mind, well light and comfortable work stations, and clean restrooms.
  • 9. Freedom of association & collective bargaining, whereby employees’ lawful rights and freedoms to exercise their choice to associate, join, or participate in any workers association and/or collective bargaining are recognized and respected.
  • 10. Compliance with the rules, regulations, and standards legally mandated by monitoring and demonstrating a commitment to protecting the environment; in particular, ensuring proper waste management.
  • 11. Customs compliance with all applicable customs laws and regulations regarding the import and export of finished products.
  • 12. WRAP recognizes the United States Customs and Border Protection (CBP)’s Guidelines for Foreign Manufacturers as minimum security requirements, and has adopted those guidelines under this principle.

Bureau Veritas Social Compliance Audit

  • 1. Compliance with local and international laws and workplace regulations
  • 2. Prohibition of child labor
  • 3. Prohibition of forced, involuntary, or trafficked labor
  • 4. Prohibition of harassment and physical and verbal abuse
  • 5. Compensation and benefits must be in compliance with local law, including all mandated wages, allowances and benefits.
  • 6. Hours of work will not exceed the limits based on the country’s local laws, as well as adhere to limits set on overtime.
  • 7. Health & safety must be prioritized with a safe, clean, healthy and productive workplace provided for employees above all else.
  • 8. Prohibition of discrimination on the basis of race, color, national origin, gender, age, sexual orientation, religion, disability, or other similar factors (pregnancy, political opinion or affiliation, social status, etc.).
  • 9. Women’s rights are prioritized, including equal pay for equal work, equal representation, an inclusive company culture, and policies for recruitment, promotion, training and mentoring.
  • 10. Freedom of association & collective bargaining, whereby employees’ lawful rights and freedoms to exercise their choice to associate, join, or participate in any workers association and/or collective bargaining are recognized and respected.
  • 11. Compliance with the rules, regulations, and standards legally mandated by monitoring and demonstrating a commitment to protecting the environment; in particular, ensuring proper waste management.
  • 12. Verification of any subcontractor used by means of PO records, address and contact information, and detailed costs paid to subcontractors.
  • 13. Transparent communication and assistance from management in organizing interviews with workers and employees to provide information on working hours, wages, safety, treatment, and equal opportunity based on skill.
  • 14. Monitoring and compliance of any items noted as in need of a Corrective Action Plan (CAP) with a follow-up within 30, 60, or 90 day time periods for corrections to be completed.

Promperu Fair Trade Certified follows the 10 principles of the World Fair Trade Organization.

  • 1. Reducing poverty through trade opportunities for economically disadvantaged and marginalized small producers in order to move from precarity and insecurity to self-sufficiency and ownership.
  • 2. Transparency and open communication across the supply chain, with employees and producers involved in decision-making processes.
  • 3. Fair Trade practices, including the acknowledgement, promotion, and protection of the cultural identity and skills of producers.
  • 4. Fair payment, including equal pay for equal work by women and men. This principle is made up of Fair Prices (set by the seller and based on transparency), Fair Wages (equitable, at minimum a local living wage, freely negotiated and mutually agreed upon), and Local Living Wage (wages received for a standard work week in order to provide for workers and their families).
  • 5. Prohibition of child and forced labor, and adherence to the UN Convention on the Rights of the Child.
  • 6. Non-discrimination, promotion of gender equality, the economic empowerment of women and enabling of women to take leadership positions, and freedom of association and collective bargaining.
  • 7. Safe and healthy working conditions.
  • 8. Development of skills and abilities of producers, employees, and members, including production capabilities, access to markets, and management skills.
  • 9. Promotion of Fair Trade and honest advertising to communicate the need for justice through Fair Trade.
  • 10. Environmental responsibility and respect, including emphasis on local raw materials and responsibly managed sources as well as production methods that reduce energy consumption and impact and use of recycled packing materials.
GLOBAL SOURCING AND SOCIAL COMPLIANCE

As part of our sourcing strategy, we choose our manufacturing partners based on regional techniques and raw materials of the area: For example, the artisanal handwork and embroidery in our pieces is specific to India, and the handknitting techniques of alpaca wool is specific to Peru. Additionally, we choose our manufacturing partners based on their alignment with our core mission and values, including social compliance, ethical labor practices and wages, efforts towards closing the gender gap, and quality.

While the United States still has great manufacturing in basic cut and sew knits and denim, globalization has severely imperiled many of our US garment manufacturing hubs over the past few decades. The US government has also been restrained when it comes to regulating factories, causing unsafe work conditions and starvation wages for workers domestically.

Here in Los Angeles where our headquarters is based, factories employ more than 40,000 people -- mostly immigrant women -- and are some of the worst perpetrators of employment violations, wage theft, and unsafe working environments. During the COVID-19 lockdowns of last year, there were several outbreaks within LA-based factories, leading to deaths of garment workers; this is the direct result of unethical policies such as piece rate pay, which make it difficult for workers to take breaks to wash their hands and sanitize their work area.

This year, we are proud to have become an industry endorser of the Garment Worker Protection Act, which passed the California Senate Judiciary Committee in April.
WAGES AND BENEFITS

A critical component to our understanding of ethical practices is the wages, worldwide, for the skilled garment workers who make our products. In 2021, we will continue to work closely with our vendors, determining who we work with by analyzing their organization’s social compliance and commitment to values that align with our own.

In addition to our third party audits, internal team leaders visit our factories on a regular basis to conduct internal audits and build deep, long-standing relationships with our vendors.

We not only visit for the purposes of meeting with the owners and upper management; we have direct relationships with the workers, and we work together to ensure our mutual vision, both in design and in an ethical workplace, is aligned and executed upon. This ensures the integrity of our commitment to our values.

It is important to note that living wage is not always included in audits, but minimum wage is. The graph below provides information on our factory wages. The living wage benchmark, calculated for each specific region, for our sewers and knitters is outlined below for our top two manufacturing partners.

The majority of workers in our supply chain are sewers, pattern cutters, knitters, and other management or quality control positions; all of these roles significantly outperform the benchmark for a living wage in their respective regions. However, some roles in our current supply chain make a minimum wage for their region, which is less than a living wage. These are entry level positions in trimming, packing, and finishing.

  • Our highest paid sewers are paid 63% above a living wage.
  • Our highest paid sewers are paid 70% above a living wage when benefits are added to total compensation.
  • The average wage of sewers is 21% above a living wage.
  • The average wage of sewers is 34% above a living wage when benefits are added to total compensation.
  • Our highest paid knitters are paid 66% above a living wage.
  • Our highest paid knitters are paid 69% above a living wave when benefits are added to total compensation.
  • The average wage of knitters are paid 46% above a living wage.
  • The average wage of knitters is 50% above a living wage when benefits are added to total compensation.

Examples of benefits in our top two countires where we manufacture.

India Benefits
Peru Benefits
15 days paid vacation per year
30 days paid vacation per year
Medical insurance, as well as medical and vision care on-site
Health care, as well as coverage by new Peruvian program SISA
Provident Fund (India's version of Social Security)
Pension Fund
Education fund, which pays for the education of the daughters of employees
Our knitters work within a Fair Trade Certified program that ensures both fair, living wages (set by the knitters based on the designs) as well as flexible work hours so that many mothers knitting within the program can work from home
6 months paid maternity leave with full salary
14 weeks paid maternity leave with full salary
Bonus structure
Double wages in July for Independence Day of Peru, and in December for Christmas
PRICING

We are looking forward to sharing a journal exploring our pricing. Separate from our 2021 goal-setting, this will give context to our pricing by category, and as well as to how proceeds are applied to our operating expenses. Stay tuned for a report on this topic.

03.

Community Representation

Since our founding, we have strived to connect and foster relationships with the inspiring people who wear our clothes -- and we consider inclusive representation integral to our mission of supporting women in our community in all stages of their lives.

SIZING

2021 Goals:

Our goal for 2021 is to offer our 7 size run in 45% of our apparel styles.

We will also be adding a kid’s size 12 to certain styles this year.

By 2022, we expect to add sizes 23, 32, 33, and 34 to our denim styles, as well as an additional size to our 7-size run.

By 2023, we will start to offer an impactful percentage of our collection in a size run beyond 7 options.

In 2020, we pledged to increase our representation and inclusion on our website and social channels. We also announced our new 7-size run, with a promise that we would continue to improve upon our sizing offering throughout the year.

Starting Summer 2020, 34% of our 2020 women’s apparel styles, excluding pants and denim, came in 7 sizes, adding XXS and XXL to the XS-XL size run.
REPRESENTATION, DIVERSITY, AND INCLUSION IN CONTENT

We have newly established guidelines for accessibility captions on our social channels, and are implementing self-identification for our campaign models as well as our user generated content. In order to expand our accessibility via these captions and simultaneously ensure that our captions reflect the multiple facets of identity as accurately as possible, including ethnicity, race, and gender. Our goal is to roll out our accessibility captions with the launch of our Summer 1 campaign.

Our goal is to create yearly benchmarks for representation in our campaign photography by 2022. See below for our percentage breakdown of our Spring and Summer 2021 campaigns.

04.

Internal Progress

Since our first days as a team of 6 to our current team of 67, we have evolved as an organization and workplace. Our ongoing internal work is an inextricable component of our mission, and is informed by our fundamental desire to do things differently in the apparel industry and become an industry innovator in company practices.

We are committed to addressing systemic inequities, implicit biases, and racial disparities within our own company culture. Our three employee-led resource groups aim to provide open forums for our team to convene, hold safe and honest dialogue, and deepen our connection to one another: Diversity, Equity, Inclusion, and Belonging Committee, Wellness and Safety Committee, and Corporate Sustainability Committee. We are committed to the ongoing work of creating an equitable, welcoming, compassionate, and just work environment for all team members.

Pre-Order System

Our pre-order system has allowed customers to view entire collections while shopping before making their selection. Our current payment processing limitations have not enabled us to authorize payment at time of checkout without charging the customer. This experience, combined with delays past the original estimated arrival date, has unfortunately created a frustrating customer experience at times.

In 2021, as an interim solution, we will ensure that you are able to view collections in their entirety, with styles not yet ready to ship marked as ‘COMING SOON.’ We will offer the option to sign up to be notified when the piece is ready to ship so our customers can purchase at that time. Additionally, we will work internally on a payment processing solution to allow for future pre-order items to be purchased and authorized at checkout, and not charged until shipping.

Our customer experience is of utmost importance to us, and as we grow, we are continually looking for ways we can add more resources for our customer. The members of our Customer Care Team are now available to speak with our customers in English, Spanish, French, and Cantonese.

ANTI-RACISM EFFORTS

In 2021, we are asking our employees to voluntarily self-identify as part of an internal survey to track representation, diversity, and inclusion, and create benchmarks for improvement. We have published voluntary self-reporting for our managerial and director level employees, as reported in our Anti-Racism Accountability.

We have also created guidelines for job postings to always be posted on specific job boards, including Black in Fashion Council, 15% Pledge, and others.

In Spring 2021, we conducted implicit bias training for the entire company, and will be implementing for new hires moving forward. We also will be mandating bias training for management level roles and above, and scheduling a training from the LGBTQ+ Center of Los Angeles for our entire staff.

In an effort to create opportunities for all employees to be included in the recruitment and growth of DÔEN, we are implementing a hiring panel stage of our interview process. The coinciding purpose of the panel is to reduce unconscious bias by incorporating diversity of experience and thought in the hiring process, and to therefore mitigate the potential impact of primary effect bias, unconscious bias, and affinity bias.

The treatment of all team members, former and current, is our top priority, and it is our deepest honor to cultivate and nurture an equitable workplace. We are implementing a quarterly review process in order to give employees additional moments throughout the year to give feedback and receive guidance from their manager. This information will also help us in continual improvement of company culture and our efforts towards inclusion.

We are happy to announce that we have renewed our paid internship program with a stronger curriculum, and will also be formalizing a mentorship program with the aim of increasing opportunities for communities traditionally shut out of the fashion industry, expected to be formally implemented by Q4 of this year.

EMPLOYEE RESOURCES

Our current benefits include:
Medical, Dental, and Vision insurance options for full-time employees and their dependents.

  • - We have multiple HMO plans and 1 PPO plan option that are all 100% covered for the employee by DÔEN.
  • - Life insurance is 100% covered for the employee by DÔEN.
  • - Dental is covered 50% for the employee by DÔEN.
  • - We offer FSAs that are inclusive of dependent care.

We have 100% paid parental leave, up to 12 weeks.
We cover 6 sick days per calendar year, which can be used for preventative care appointments.
We offer 6 accrued vacation days for the first year, and 10 accrued vacation days after the first year.
We include 2 days of Community Activism in our paid time off per year.
We also have a resident Company Health Coach, who is available to provide complimentary wellness coaching sessions with all employees.
We offer an Employee Assistance Program, or EAP, to provide counseling, consultations, and other services for employees who are seeking personal and professional guidance.
Our Company Calendar includes 11 paid holidays, including an additional Floating Holiday for employees to use upon request.
Our employee-led resource groups, or committees, in the areas of Wellness & Safety, Corporate Sustainability, and Diversity, Equity, Inclusion and Belonging facilitate events with guest speakers and panelists for educational discussions for all employees. The volunteer co-chair positions for committees, which rotate every 6 months, are paid.
Our entry level full-time positions start at 17% higher than the living wage, and are inclusive of the rest of our benefits. Minimum wage in Los Angeles is $15/hour.
Pre-COVID, we also offered bonuses as part of compensation that are based on department; we are looking forward to reinstating this as part of our compensation package.
We are implementing a 401K plan with company matching in 2021 for our team members.

05.

Ongoing Partnerships and Local Efforts

As a company owned and operated by women, gender equality and closing the gender gap has always been of utmost importance to us. A cornerstone of our core values, we have intentionally sought out partners that align with our mission and work tirelessly towards the same goals.

PARTNERSHIPS

From the very beginning, we partnered with two invaluable non-profit institutions in the two critical areas of healthcare and education: Planned Parenthood LA and Room to Read.

We believe that people of all genders deserve comprehensive healthcare inclusive of reproductive care, science-based sex education, and access to care. We also believe that we must do our part in closing the gender gap in the areas where we manufacture our collections. By working with PPLA and RTR, we are able to support these organizations in their vital work, and give back to both our local LA community as well as the communities worldwide where we have an impact.

In November 2020, we officially added a third long-term partner, Kindred Space LA and their non-profit branch Birthing People Foundation, with the aim of addressing the deep racial inequities in our health and maternal care systems.

We plan to make equal donations to all 3 of our ongoing partners --
Planned Parenthood LA, Room to Read, and
Kindred Space LA/Birthing People Foundation.

In 2020, we coordinated fundraising and donation efforts for the following organizations, in addition to our three partners:

Black Lives Matter LA
New Georgia Project
Border Angels
New York Appeal for Australian Bushfires
Good Buys Foundation for COVID-19 Relief
The Stephen Lawrence Charitable Trust

It was our pleasure to share our 2021 DÔEN Resolutions Report with you, and we look forward to providing continual updates on our progress. If you have further questions, or would like to learn more about our sources for cellulose hangers and glassine alternatives, please contact us at connect@shopdoen.com.

LOCAL VOLUNTEERING

In January 2020, our team volunteered at the LA Food Bank, excitedly kicking off a year that would rapidly change in an instant. Our goal of volunteering biannually as a team soon became unachievable as we were on lockdown, and we looked for other ways to engage, safely and socially distanced, in our local community.

In 2021, we have begun to organize local volunteer efforts that are COVID-safe -- such as making meals with Home-y Made Meals. This incredible organization began serving meals to those in need at the beginning of the pandemic, and have since served approximately 30,000 meals to unhoused people. In February, 15 volunteers from our team made and delivered 170 meals to contribute to their efforts! This year, we are returning to our 2020 goal and organizing bi-annual volunteer opportunities for our team; this year’s efforts will be sure to be safe and socially distanced.

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