Diversity, Equity, and Inclusion Policy
mini mioche is committed to building and maintaining a workplace where every person feels safe, valued, and able to do their best work. We do not tolerate discrimination or harassment in any part of our operations, and we promote equal opportunity in everything from hiring to pay to promotion.
This page is the public version of our internal DEI policy. It covers how we treat our team, how we hire, how we work with suppliers and wholesale partners, and how we engage with customers and the community.
What this covers
Our commitment to diversity, equity, and inclusion shows up in:
- Pay and employment conditions
- How we recruit and hire
- How we appraise, promote, train, and develop people
- How we address grievances and disciplinary matters
- How we end employment, including how we provide references
- How we treat visitors, clients, suppliers, and other business contacts
Who this applies to
This policy applies to every person connected to mini mioche, including:
- Employees, apprentices, interns, and volunteers
- Officers, directors, and consultants
- Contractors, agency workers, and casual workers
- Job applicants
- Suppliers, wholesale partners, and community partners (where applicable)
Protected characteristics
Under the Canadian Human Rights Act, certain characteristics cannot factor into decisions about a person’s working life. These are called protected characteristics. mini mioche does not tolerate or practice discrimination based on any of the following:
- Age
- Disability
- Gender identity or expression
- Marital or family status
- Pregnancy or maternity
- Race
- Ethnic or national origin
- Religion
- Sex
- Sexual orientation
- Genetic characteristics
- Conviction of a crime for which a pardon has been granted
This applies to direct actions, indirect actions, omissions, and failures to act. The standard is the same whether the conduct was intended or not.
Harassment
Harassment is hostile, humiliating, degrading, intimidating, or otherwise offensive treatment that targets a person on the basis of one or more of the protected characteristics above. It strips a person of their dignity, and we treat it as a serious breach of this policy.
We do not draw a distinction between conduct labelled as “joking” and conduct delivered with intent. The test is whether the conduct was offensive or harmful to the person on the receiving end, not whether the person doing it meant to cause harm.
Examples that fall inside the definition of harassment include:
- Lewd comments or displaying offensive material
- Calling someone unkind, derogatory, or unwelcome names or nicknames
- Insensitive jokes, whether directed at a specific person or generally evident as offensive
- Excluding colleagues, or making them feel they have no choice but to exclude themselves
What we do
Hire fairly. Every role is reviewed for compliance with this policy before it goes live, written to encourage applications from people of all backgrounds, and circulated as widely as we can manage. We evaluate candidates holistically. We never ask a job applicant about their health, attendance, or whether they have a disability before making an offer (except where a specific physical requirement of the role makes it necessary).
Promote on merit. Promotion decisions at mini mioche are based on performance and contribution, evaluated continuously. We believe in feedback in both directions.
Pay equitably. We follow an "equal pay for equal work" standard. People in the same role with comparable tenure receive comparable compensation, regardless of race, gender, marital status, or any other characteristic. If anyone on the team feels they are being unfairly compensated, we want to know, the door is always open.
Monitor honestly. During recruitment and onboarding, we may ask questions that touch on protected characteristics so we can monitor whether we are actually living up to this policy. The data is used to review the makeup of our workforce and refine our practices, never as an input into hiring or promotion decisions for any individual. Candidates can decline to share this information at any point.
Train and lead. Everyone on the mini mioche team is responsible for keeping this policy alive day to day, regardless of job title or tenure. Managers are expected to lead by example. Anyone in a customer-facing role is trained on the DEI practices that show up in customer interactions.
How this extends beyond our team
Our commitment doesn’t stop at our employees. It runs through the relationships we build with suppliers, wholesale partners, and the communities we work in.
Suppliers and wholesale partners. When all else is equal between two suppliers or two wholesale partners, we choose the one whose team reflects a wider range of backgrounds, lived experience, and perspectives. We look for diversity across gender, racial and ethnic background, nationality, physical ability, and sexual orientation. We make these factors clear to potential partners but we do not demand detailed information about individual staff, that would not respect their privacy.
Customers. We commit to training every customer-facing team member on our DEI standards as part of annual training. The way we communicate with customers, how we handle complaints, and the language on our site all sit under this same standard.
Community. Our community engagement, including donation programs and local partnerships, is shaped to reflect the needs of the communities we work in.
When something’s wrong
If you are an employee, supplier, partner, customer, or community member and you have any reason to believe someone connected to mini mioche has breached this policy, please tell us. You can reach out directly to your manager, our People team, our company’s legal counsel, or by email at hi@minimioche.com.
We take every report seriously. We do not tolerate retaliation against anyone who raises a concern in good faith, even if the concern turns out to be mistaken. Where the conduct involves a potential criminal offence, we report to law enforcement.
Continuous improvement
This policy is not static. We commit to:
- Reviewing the policy and our DEI metrics every year.
- Updating this page within 30 days of any policy change.
- Welcoming feedback at any time, please email hi@minimioche.com.
Why we publish this
Most brands either don’t have a DEI policy or have one buried inside a sustainability PDF. We try to do the opposite. Our standards, our hiring practices, our pay commitments, and our reporting channel live in plain sight, including this page.
If you spot a gap, tell us. We would rather know.
people + planet + play > all ✌️
Last updated: April 27, 2026
