EC5: Range of ratios of standard entry level wage compared to local minimum wage at significant locations of operation

In Central America, all of Anvil’s employees are paid above the local minimum wage and it is estimated that 70% to 80% of our total Central American workforce is paid in a range of 30% to 38% above the applicable minimum wage.

In the United States, Anvil’s employees are paid above the local minimum wage and it is estimated to be approximately 30% to 60% above the minimum wage.

Our plans are to deploy human resource information system that better tracks this information going forward.

EC6: Policy, practices and proportion of spending on locally-based suppliers at significant locations of operation

Anvil has made a significant commitment to purchase available U.S. grown organic cotton for the AnvilOrganic® t-shirt product line before seeking foreign supplies.  This commitment has contributed to Anvil becoming a top purchaser of US grown organic cotton.  For the last three years, Anvil was also a top buyer of transitional cotton or cotton in conversion to organic farming methods.  Our conventional cotton is also substantially all grown in the United States.

Other areas where we source locally or regionally where a local supply is not available include thread, packaging materials, and technology.  Currently, of the total estimated annualized spending by our three Central American operations which represent our significant locations, 83% is spent locally on a weighted average basis.

EC7: Procedures for local hiring and proportion of Senior Management hired from the local community at significant locations of operation

It is Anvil’s strategy to hire the best candidate for each position. Anvil’s Senior Management in locations of significant operation are predominantly hired from the local community. Local is defined by Anvil as the region or state where the operation is located.  While we do not have a specific policy on this, it is a practice of our human resource function in each region where we operate to first seek to promote from within the organization and hire locally.

In addition, we launched an extensive professional development employee training program under the AnvilSustainableManufacturing (ASM) initiative which continues today.  See Labor section for additional information.

The majority of Anvil’s Senior Managers in Central America are from Central America and it is Anvil’s goal to continue to offer positions first  to the pool of candidates from the local or regional community. We estimate that over 90% of our Senior Management is hired from the local country.  In 2010, we added additional regional management to our manufacturing team.