With a diverse workforce across Sri Lanka, India and Bangladesh, Brandix recognises the importance of continuously ensuring an inclusive workplace. Creating a workplace where employees feel respected, protected and able to contribute is therefore an important part of how the organisation brings its purpose, “Inspired Solutions, Delivered by Inspired People,” to life.

This work is guided by the Brandix Inclusion, Diversity and Equity to Accelerate (IDEA) Strategy. One of its central pillars focuses on building an inclusive workplace through three connected areas: prevention, protection and support.

Prevention begins with helping employees recognise the behaviours and assumptions that can lead to exclusion. Awareness programmes on unconscious bias, abuse and harassment, respectful behaviour and inclusion are conducted across the organisation. These efforts aim to build understanding early and reduce the likelihood of concerns developing or recurring.

Protection means ensuring employees have trusted ways to raise concerns without fear. The Abuse and Harassment Free Workplace Policy, Safe to Speak Up Policy and Non Retaliation Policy apply across Brandix locations. Employees can raise concerns through established grievance channels or confidentially through the independent Ombuds Office.

These channels are supported by 130 trained location Internal Committee members, with equal representation of women and men. Matters requiring further review can be referred to Regional Internal Committees, while a separate Policy Governance Board provides oversight and governance for policy adherence. This structure helps concerns receive the appropriate level of attention and supports timely closure.

Technology strengthens the way these mechanisms are managed. Brandix uses dedicated dashboards for abuse and harassment cases and counselling support, This introduction enables real – time monitoring of abuse and harassment concerns, strengthens governance oversight and provides insights that help identify systemic risks before they escalate. . Together, these mechanisms create multiple layers of accountability, ensuring that concerns are addressed consistently, fairly and independently across the Group.

Support continues beyond the resolution of grievance. Across Sri Lanka, India & Bangladesh, Brandix has established a permanent mental health and counselling structure, with 25 qualified in-house counsellors. To date, the function has provided more than 12,000 counselling sessions and supported over 1,600 wellbeing initiatives, reaching more than 23,000 employees. This gives employees access to professional support for workplace concerns, personal challenges and mental wellbeing needs.

Inclusion also requires workplaces to adapt to the needs of persons with disabilities. Brandix has invested in dedicated manufacturing lines, accessible work arrangements and sign language capacity building in specific locations to support meaningful participation at work.  As of June 2026, Brandix employes 112 persons with disabilities, including employees with hearing and speech impairments, mobility challenges and visual disabilities.

In August 2026, Brandix also became one of 13 Sri Lankan apparel companies to sign the Inclusive Threads pledge. Led by Better Work Sri Lanka, a joint programme of the International Labour Organisation and the International Finance Corporation, the pledge supports greater disability inclusion in the workplace.

For Brandix, these commitments are not intended to remain policies on paper. The IDEA Strategy is supported by the Executive Board, with senior leaders personally overseeing its implementation and reinforcing the organisation’s zero tolerance position. Workforce representation and inclusion indicators are monitored through ESG and IDEA governance mechanisms, helping leaders identify progress, risks and opportunities for improvement. This governance connects prevention, protection and support, helping translate policy into action across every level of the organisation.