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.

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.

a. MATERIALS

- 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 recycled yarn.

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.

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.

b. 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

2020 Traceability Actuals

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.

c. 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.

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.

d. 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.

e. 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*.

* 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.

* 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.

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.

a. WOMAN-OWNED VENDORS

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

b. CERTIFICATIONS

- 100% of our apparel volume is made in an audited facility.

- 100% of our apparel factories are internally audited by a member of our team.

- 76% of our 2020 product was made in carbon audited and offset facilities, by the first India based certified carbon audited and offset garment exporter.

2021 Goals

2020 Actuals

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.

c. 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.

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.

d. 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.

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 countries where we manufacture:

e. 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.

a. SIZING

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.

b. REPRESENTATION, DIVERSITY, AND INCLUSION IN CONTENT

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.

a. 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.

b. ANTI-RACISM EFFORTS

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.

c. 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.

a. PARTNERSHIPS

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

b. 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.

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.