Mountain Equipment Company

Commitment to fair compensation

Our goals are simple: reduce our environmental footprint, treat people with respect, and build products you can trust to perform – at a fair price for all. As we endeavor to continue providing high-quality products that enable everyone to lead active outdoor lifestyles, we take seriously our responsibility to ensure a ‘fair price for all’ in our global supply chain. This goes beyond the till and speaks to our belief at Mountain Equipment Company that workers have a right to fair compensation – and we're committing to action this belief.

What is fair compensation?

Simply put, fair compensation enables every worker to earn enough weekly wages without overtime: allowing workers to support themselves, at least two family members, and save for the future.

The requirement for fair compensation is embedded within the Fair Labor Association’s Workplace Code of Conduct and the MEC Supplier Code of Conduct. It is also generally recognized as a human right by the United Nations.

What has Mountain Equipment Company done to support fair compensation in our supply chain?

We work with our suppliers to ensure that all workers’ compensation and benefits meet the legal minimum wage or the appropriate prevailing wage, whichever is higher. In addition to this, we also support the freedom of association for all workers in our supply chain, including the formation of collective bargaining agreements. We also work with Fair Trade Certified as an avenue to supporting fair compensation for workers, as MEC pays a premium to workers in these factories that is calculated based on the gap between their current income and living wage benchmarks.

What’s next?

As a part of our responsible purchasing practices and to operationalize our commitment to the progressive realization of fair compensation, we are taking new steps by developing our Fair Compensation Strategy.

To inform our strategy development, we are utilizing the FLA’s Fair Compensation Dashboard and Wage Data Collection tools to measure and track our progress against living wage benchmarks. These scalable tools measure progress towards fair wages for workers and, where available, rely on Anker methodology. This methodology means that worker voice is incorporated into the calculation of these estimates, and the breadth of its use allows for benchmarking across regions.

Our commitment:

We’ll begin our Fair Compensation Strategy by compiling and analyzing wage data in 2022 for all of our Tier 1 facilities. We also commit to publicly share our roadmap and specific goals regarding fair compensation by the end of 2022.

We understand that our fair compensation work will continue to evolve, which is why we’re maintaining an adaptive approach. We are also aware of the importance of accountability, including the role of civil society organizations, so we’re committing to transparency by publicly reporting on our progress annually.