The advent of COVID-19 has made us all rethink why we continue doing what we do. Like many other companies, REVOLVE took the opportunity to update its working schedule to be more remote and now we have adopted a mixed schedule of voluntary office days (2-3 days per week with no obligation of coming to the office) and remote working from home days (2-3 days depending on days spent at the office or travelling for work).

REVOLVE has drafted a Statement on COVID-19 that we invite you to read and comment on, particularly as some of the five main points have been reinforced by the 2021 IPCC Report on Climate Change.

Building on the triple bottom-line of sustainability, REVOLVE recognizes the central role of people in bringing awareness to their neighbors, colleagues, partners and friends about their impact on the environment in which they live. For this reason, REVOLVE invests and believes in its human capital as the source for bringing meaningful short-term results within the long-term vision of living in greater harmony with nature, which does not preclude also living and leading an enjoyable and fulfilling life.

REVOLVE provides additional health benefits to its staff, including reimbursement packages for physical and mental health activities outside of work that are related to their personal interests and general well-being. These may include dance classes, gym memberships, yoga, capoeira, meditation, cross-fit or other sports activities. Staff may also engage in more artistic endeavors that feed their interests and propensities for greater creativity, such as painting, pottery, drawing or theatre.

Happy and healthy teams make for an energetic ambiance and enthusiastic environment; everybody wins in such a sustainable scenario.

REVOLVE believes in racial, gender, and social equity, inclusion and diversity. We believe in a pluralistic and multi-polar world comprising different peoples who are talking, trading and thriving together.

Diversity is the presence of differences within our offices, teams, and amongst staff. We encourage and embrace differences in race, ethnicity, gender, gender identity, sexual orientation, age and socio-economic backgrounds.

Equity is about ensuring that processes and programs within REVOLVE are impartial, fair and provide equal possible outcomes for every individual. We exclude any form of favoritism and look for merit and competence that bring results.

Inclusion for REVOLVE is the practice of ensuring that people feel a sense of belonging in our workplace. This means that every employee feels comfortable and supported by the organization when it comes to being who they are, regardless of gender, origin, age, and other defining elements.

Good Health & Well-Being

SDG 3: Ensure healthy lives and promote well-being for all at all ages.
The pandemic has halted or reversed progress in health and shortened life expectancy.


Gender Equality Policy (GEP)

REVOLVE has dedicated human resources to implement its DEI policy that includes our gender equality policy (GEP). We collect soft data on our staff and student interns based on the indicators of age, gender, nationality, residence, and other indicators upon entry to our companies. This is compiled in our annual sustainability report.

REVOLVE provides training and awareness raising with staff on gender equality and unconscious gender biases to be avoided by staff and decision-makers. We look at work-life balance and organizational culture, gender balance in leadership and decision-making, gender equality in recruitment and career development; integration of the gender dimension into research and teaching content, and we take preemptive measures against gender-based violence, based on communicating our values that include zero tolerance for any form of coercion.

Our gender equality policy is about giving equal opportunity to men and women alike with a focus on merit and competence over race, sexual orientation, ethnicity or other defining traits of one’s identity. We believe in seeing people for who they are and valuing what they are good at, not what they appear to be or what they could do. Therefore, gender equality at REVOLVE is not about favoring one gender over the other to reach a given quota for reporting purposes. REVOLVE is an equal opportunity employer and provides equal pay to its pay levels irrespective of gender, race or ethnicity.

REVOLVE is part of the HeForShe movement that is a UN Women’s initiative accelerating progress towards gender equality. We implement our internal gender equality policy, and we believe that communicating externally via our channels is also important to encourage others to take action. REVOLVE is one of the first companies in Belgium to adopt the HeForShe campaign and we celebrate relevant international days, such as Equal Pay Day and Women’s Day, to support awareness raising and to instigate others to see these important issues from another perspective. According to the World Economic Forum’s Global Gender Gap Report 2021, another generation of women will have to wait for gender parity. The Gender Gap therefore remains a daunting challenge that we must all confront and address in our professional and daily lives.

REVOLVE supports She Changes Climate campaign, launched during the COP26. Its mission is to ensure all delegations, for all climate negotiations, have at least a 50% representation of diverse women at their top levels, now and in the future. Gender equality and climate change are connected, REVOLVE recognizes the important contribution of women as decision-makers, stakeholders, educators, and experts across sectors and at all levels that can lead to successful long-term solutions to climate change.

Equal Pay Day in Europe (10 Nov)

In the EU, women are hourly paid 14.1% less than men on average. This equals almost two months of salary. This is why the European Commission marks 10 November as a symbolic day to raise awareness that female workers in Europe still earn on average less than their male colleagues. 12 EU Countries have started taking action on closing the pay gap. Such activities involve equal pay actions organized by trade unions, public debates, seminars and press conferences. Learn more about EU Action on Equal Pay and Equal Pay in other countries here.

Our purpose is to communicate sustainability as broadly and widely as possible; those who are passionate and professional in pursuing this goal are welcome at REVOLVE.

SDG 5: Achieve gender equality and empower all women and girls

Women’s equal participation in decision-making is crucial for COVID-19 response and recovery, but gender parity still remains far off.


10 Principles of the UN Global Compact

The Ten Principles of the United Nations Global Compact are derived from: the Universal Declaration of Human Rights, the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work, the Rio Declaration on Environment and Development, and the United Nations Convention Against Corruption.

Human Rights

  • Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights; and
  • Principle 2: make sure that they are not complicit in human rights abuses.


  • Principle 3: Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining;
  • Principle 4: the elimination of all forms of forced and compulsory labour;
  • Principle 5: the effective abolition of child labour; and
  • Principle 6: the elimination of discrimination in respect of employment and occupation.


  • Principle 7: Businesses should support a precautionary approach to environmental challenges;
  • Principle 8: undertake initiatives to promote greater environmental responsibility; and
  • Principle 9: encourage the development and diffusion of environmentally friendly technologies.


  • Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery.