Prada Female Discrimination Case

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Prada Female Discrimination Case was the first women's rights lawsuit and movement of luxury fashion industry that appeared in the global media in 2010. It was named “David vs. Goliath” by the global NGOs leader. Prada Female Discrimination Case was 10 years too early Me Too movement of fashion industry started by one fashion executive, Rina Bovrisse.[1][2]

Miuccia Prada, circa 2011
Rina Bovrisse in NY 2014
Rina Bovrisse in NY 2014

Background[]

Rina Bovrisse graduated from Parsons The New School for Design in New York and worked most of her career at Chanel headquarters Fashion Division in New York and Paris.[1][2][3][4][5]

In February 2009, Bovrisse was recommended for a position by a friend at Prada headquarters in New York and she was recruited by Prada’s global headquarters in Milan.[1][2][3][4][5]

In March 2009, Bovrisse met an American Prada Asia-Pacific CEO Sebastian Suhl at Miu Miu store opening party in Hawaii. Hawaii was under Asia-Pacific territory for Prada and she was with Chanel.[6][3][4][5]

Prada Milan originally hired her to work in New York, but she was relocated to Tokyo to oversee 500 employees and 42 store operations in Japan, Guam and Saipan.[1][2][3]

In April 2009, she arrived in Tokyo as the first female executive reporting to an Italian fluent in Japanese Prada Japan CEO, Davide Sesia, direct report to the owner of Prada, Patrizio Bertelli, a husband of Miuccia Prada.[1][2][3][4][5]

In May 2009, Davide Sesia ordered Bovrisse to “eliminate” about 15 shop managers and assistant managers for being “old, fat, ugly, disgusting or not having the Prada look.”[7][8][9][10][11] In June 2009, Senior Human Resources Manager Hiroyuki Takahashi gave demotional transfer orders to about 13 of them.[1][2][3][4][5][12][13][14][15]

In June 2009, Prada’s H.R. Manager said, “We don’t like her teeth or body shape.” Then sent a demotion or transfer to the most remote area, if refused, had to give in the resignation. Ladies over 30 years old were considered old. They were normally demoted to and transferred to some countryside outlet from top No. 1 salesperson as manager, to entry-level salesperson at an outlet. They used to call outlets “garbage bins for old ladies.[1][2][3][4][5]

In July 2009, Bovrisse’s female office direct report, Satomi Oyabu reported to Bovrisse she had been physically abused by Sesia. Oyabu lost her hair due to stress and depression from work. Oyabu said, she had been harassed but she was not worth to be reported because she was 40 years old. Every time Sesia was angry, he would call her into his office and yelled at her for an hour and threw a mobile phone at her face.[1][2][3][4][5]

In August 2009, Bovrisse’s female office assistant, Yoshie Matsuoka reported to Bovrisse, she had been sexually abused by an Italian General Merchandising Manager, Riccardo Emi relocated from Prada Milan to Tokyo that he kept booking his business trip to stay in the same hotel and forced her to let him come into her room to sexually abuse her. She reported that she was scared of business trips, but because he was a manager from Milan, she feared to refuse.[1][2][3][4][5]

On the same month, her office team reported Bovrisse the shop staff had been threatened by Sesia, Takahashi and two male corporate managers to purchase Prada bags out of their pocket and enter the sales with customer’s names to boost up the sales since February 2009. They reported the shop staff were struggling to pay their rent and utility bills due to the on-going staff purchase orders every month. Bovrisse started to visit the shop with her office team nationwide to investigate and talked with each shop managers, sub-managers and staff. Her team started to collect evidences.[1][2][3][4][5]

On September, 2009, Bovrisse confronted Sesia and Takahashi presenting the evidences that the level of harassments against her female staff were severe and demanded to stop immediately.[1][2][3][4][5]

On September 29, 2009 at 7 pm, Takahashi called her into a meeting room asking, “Can I talk to you for a second?”. He told Bovrisse, “I’m giving you an H.R. warning. You will have to change your hairstyle, lose weight, and that Mr. Sesia is ashamed of your ugliness, so he doesn’t want visitors from Italy to see you.” Takahashi laughed and said, “Well, I fired Miu Miu’s manager because she didn’t have good teeth.”[1][2][3][4][5][16][17]

On September 29, 2009 at 8 pm, Bovrisse e-mailed Sebastian Suhl in Milan for help, urging him to protect her female employees from sexual harassment, female discrimination and illegal sales by threatening her staff to buy Prada products and enter with customer names. She reported to Suhl that store staff were often forced to purchase handbags with their own money to boost up the sales for IPO approval in Hong Kong and it was going on monthly since January 2009. Suhl, who was in charge of Prada IPO preparation asked Bovrisse to send the evidences of sexual harassment victims and illegal sales entry data. Suhl told Bovrisse if she sent him all the evidences, no one would get fired. Bovrisse sent the evidences by email to Suhl.[1][2][3]

On October 13, 2009, Sesia told her at work that she was being fired for “bringing negative energy to the company by reporting the harassment to Milan.” She then stopped going to work and asked for a dismissal notice in writing. A dismissal notice was never issued.[1][2][3][4][5][18]

On October 29, 2009, she was told by Takahashi, she was actually not terminated, but only demoted and accused her of having an unexcused absence. Takahashi told her firing was her imagination. Bovrisse got in touch with a lawyer and she went back to work and put a tape recorder on her leg under her skirt.[1][2][3][4][5]

On November 4, 2009, she returned to work and Takahashi blamed her for the absence and ordered her not to come to work until further notice. Her work laptop, blackberry, phone book and any devices were suddenly taken away by the human resources manager, telling her she was creating troubles by voicing complaints about the company policy, making up a story, bothering people’s work and because of these troubles, she was getting demoted and transferred from senior executive to a stock room entry level staff in the countryside outlet.[1][2][3]

In November 2009, Bovrisse was on involuntary leave by Takahashi’s orders.[1][2][3][4][5][19]

Bovrisse’s lawyers contacted Prada informing the conversations were recorded and they were against the law. Prada sent Bovrisse’s a pre-written resignation form that said, “As we discussed and agreed, please sign your resignation.” Bovrisse’s lawyers went back to the recording and confirmed there was no such conversation. Takahashi told her lawyers, “Oh yes, we did talk about her resignation. She was the one who said that she felt really bad that she created all this trouble at work and she wanted to resign.” Bovrisse’s lawyers told Takahashi that the last conversation was recorded and there was no conversation about resignation. Takahashi suddenly hanged up the phone. After this conversation, Prada cut her health insurance, pension plan and other benefits without any notice while her status was employed. Prada responded by purging her from the company, accusing her of mental illness and escalated until she would never come back.[20] This resulted Bovrisse to file a labor complaint.[1][2][3][4][5]

In December 2009, Bovrisse filed a labor complaint with the Tokyo District Court, demanding compensation for emotional distress and cancellation of her demotion and leave.[1][2][3][4][5]

Court Case[]

On March 12, 2010, The Japan Times released a cover story of Bovrisse raising the issue of sexual harassment, discrimination and maltreatment against women in the workplace to improve their working environment. The Japan Times obtained the Tokyo court documents.[3][4][5]

Bovrisse originally interviewed with the UK newspaper The Guardian, but when a journalist contacted Prada Milan for their comment, she received a threatening letter that Prada would sue her. Due to the British law, her position could not be protected for lawsuit and she sent the story to the parent company, AOL Daily Finance headquarters in New York. While New York journalist was reviewing the article details with the Chief Editor, The Japan Times released the story first.[3][4][5]

The Japan Times cover story became the global headline around the world over 170 countries from newspapers to the TV live news.[3][4][5]

On December 10, 2009, Bovrisse filed a complaint against Prada, alleging sexual harassment and discrimination against women, violating women's rights in the workplace.[3][4][5][21]

On January 11, 2010, Prada filed a written testimony by Sesia and Takahashi at Tokyo court, Prada confirmed that Sesia did instruct Takahashi to ask Bovrisse to change her hair color from bleached blond and to lose weight because appearance is an important aspect of Bovrisse’s work at Prada. Prada stated in the court document that Prada thought her hair was disgusting because she was Japanese and they expected her to match her race hair color. Bovrisse submitted to the court later, the photos of herself taken while she worked at Prada Japan to prove her hair was never bleached blonde and expressed her hair color should not be judged by her race.[3][4][5][22]

On January 11, 2010, Prada filed another written testimony by Sesia at Tokyo court stating, “I don’t want to mention Bovrisse’s body shape, but Prada’s customers recognize value in Prada’s brand image and admiration toward Prada, and thus it goes without saying that it is desirable that customers looking at shop employees build admiration to wear Prada products just like Prada shop employees do.” Sesia also stated, “I thought it was necessary to ask Ms. Bovrisse, who supervises shop employees, to make efforts to be a role model, in order to avoid lowering shop employees’ morale.”[3][4][5][22]

Sesia claimed in his testimony that Bovrisse tried to fabricate evidence of forced employee purchases, adding he never heard such practice happened in the company. He also wrote that Bovrisse falsely told Sebastian Suhl in Milan that she had “received heinous verbal harassment” and that “I power-harassed her.”[3][4][5][23]

On January 7, 2010, Prada’s globally famous Aoyama building’s manager, Chizuko Kawasaki, and Ginza shop manager, Tomoko Ochiai, said in written testimony filed with the court that they received a request, not an order, from Takahashi in August to have employees buy Prada products.[3][4][5]

On February 7, 2010, a former regional shop manager stated in her testimony filed at court, “Takahashi has ordered me to buy Prada products, saying otherwise (the company) will cut employees in her shop. Such orders always came via telephone.”[3][4][5]

On March 12, 2010, the judge declared that the parties had failed to settle, which would permit formal litigation to commence.[24][25][26][27]

On March 19, 2010, Bovrisse filed a civil suit against Prada alleging violations of women's rights – Labor complaint moved up to a civil case against Prada alleging violations of women's rights.[24][25][28]

On May 15, 2010, a former Prada manager filed a civil lawsuit against Prada alleging violations of women's rights.[24][25][4][5][29]


On July 12, 2010, Prada SA Luxembourg operated by Sebastian Suhl countersued Bovrisse for “voicing women’s rights damaged Prada’s logo.” Prada SA Luxembourg owns the Prada trademark worldwide.[24][25][4][5][30][31]


October 26, 2012, the female judge, Reiko Morioka dismissed the case and stated, “Discrimination is acceptable for a luxury fashion label and that a well-compensated female employee should be able to withstand a certain level of harassment.”[24][25][4][5][32][33][34][35][36][37][38][39][40][41]


Bovrisse, citing concerns of threats by the judge and suspicion of political intrigue, did not appeal this decision. Instead, she took her case to the United Nations.[24][25][4][5][42][43][44]


On April 30, 2013, the Office of the United Nations High Commissioner for Human Rights published a counter-report.[24][25][4][5][44]

On May 17, 2013, the United Nations Economic and Social Council released a statement to the Government of Japan urging to introduce new regulations that would make sexual harassment in the workplace illegal.[45][46][47][48][49][24][25][4][5][50][44]

On April 30, 2013, the Office of the United Nations High Commissioner for Human Rights published a counter-report,[51][52][53] and on May 17, 2013, the United Nations Economic and Social Council released a statement to the Government of Japan urging to introduce new regulations that would make sexual harassment in the workplace illegal.[54][55][4][5][56][57][58][44]

“The Committee urges the State party to introduce in its legislation an offence of sexual harassment, in particular in the workplace, which carries sanctions proportionate to the severity of the offence, The Committee also recommends that the State party ensure that victims can lodge complaints without fear of retaliation. The Committee recommends that the State party continues to raise the public awareness against sexual harassment.”

— UN Office of the High Commissioner for Human Rights, E-C-12-JPN-CO-3

Prada argues that the UN's response—a statement urging Japan to "introduce in its legislation an offence of sexual harassment, in particular in the workplace"—has nothing to do with Bovrisse or itself.[59]

However, on June 6, 2014, Office of the United Nations High Commissioner for Human Rights published an official report originally counter reported on February 22, 2013 confirming this case of Prada Group arguing it was a crime while urging Japan to introduce in its legislation an offense of sexual harassment, in particular in the workplace.[44]

The Equal Employment Opportunity Act does not prevent sexual harassment

  • PRADA GENDER DISCRIMINATION CASE

In 2010, the Tokyo Head office of Prada Group, an Italian multi-national enterprise, ordered punitive dismissal of a female Senior Operations Manager, Ms. Rina Bovrisse.The reason of the punitive dismissal was that in 2009, Ms. Bovrisse, who was relocated from New York to Tokyo, reported to Milan Headquarters regarding the sexual harassment and discrimination by the local CEO and Senior HR Manager towards female employees. The company engaged in multiple maltreatments against her. Ms. Bovrisse started legal action at Tokyo District Court in 2010 and the case was covered by global media in 2010. The reason the company gave for her punitive dismissal reasoning, was that “Expressing her opinion against sexual harassment and discrimination damaged Prada’sreputation”.In addition, Prada Group filed a defamation case at Tokyo District Court against her for damaging Prada's honor and "P R A D A" logo asking for USD800,000 damages. In 2012, plaintiff Ms. Bovrisse lost her sexual harassment case at the Tokyo District Court. The judgment confirmed that sexual harassment had happened, “but it could not be determined if it created any mental damage to an extent to require apologies by compensation. Under Article 15 of the Labor Contract Act of Japan, punitive dismissal is allowed on objectively reasonable grounds and the reason for the dismissal that the victim’s expressing her opinion damaged Prada's honor, was considered “objectively reasonable.” In 2013, the Tokyo District Court again sided with Prada Group and ruled that she had to pay USD33,000 and legal expenses. The ruling for the appeal at the Tokyo High Court was the same. The defamation case was appealed to the Supreme Court of Japan on June 4, 2014. These are civil cases, but under the Penal Code Article 230 paragraph 1 ofJapan, a person can be convicted for defamation even if the person had spoken the truth, if it was determined that she/he had damaged the reputation of another, including a company. Therefore, even after the civil defamation case ruling, it is possible for the Prada Group to press charges for defamation as a crime to stop the victim from expressing her opinion. Article 230-1 of the Criminal Code of Japan: “(1) A person who defames another by alleging facts in public shall, regardless of whether such facts are true or false, be punished by imprisonment with or without work for not more than three (3) years or a fine of not more than 500,000 yen.”

  • The Equal Employment Opportunity Act merely places an obligation on employers to take measures to prevent sexual harassment. It does not ban sexual harassment, and when a victim wants to take legal action, she/he can do so only by using Article 709 of the Civil Code of claims of compensation for unlawful acts. Sexual harassment in the workplace should be a crime, and to eliminate such acts, penalties should be provided for in the Equal Employment Opportunity Act, and an anti-discrimination law including an explicit prohibition on sexual harassment is necessary.
  • In April 2013, WWN brought a case to the attention of the Committee on Economic, Social and Cultural Rights,.in which a former employee unsuccessfully brought a case of sexual harassment against Prada Japan The Committee stated in its Concluding Observations that “the Committee notes with concern that sexual harassment is not legally prohibited (art. 7).

The Committee urges the State party to introduce in its legislation an offence of sexual harassment , in particular in the workplace, which carries sanctions proportionate to the severity of the offence. The Committee also recommends that the State party ensure that victims can lodge complaints without fear of retaliation.”

— Koedo, Shizuko, Alternative Report to the Human Rights Committee for the Consideration of the Sixth Periodic : Japan, Page 8 & 9

Social Impact[]

The First Case In The World’s Fashion History[]

In May, 2013, Bovrisse's case became “The First Case in The World’s Fashion History” presented at the Geneva Press Club and was reported to the Office of the United Nations High Commissioner for Human Rights.[60]

IPO Regulations[]

In May 2011, Sebastian Suhl launched Prada's IPO in Hong Kong where the luxury goods group raised $2.1 billion. Suhl was also instrumental for Prada's expansion into the United States, Ukraine, Russia and the United Arab Emirates. Bovrisse was invited to the Legislative Council of Hong Kong to meet with the council members and lawmakers. Bovrisse met with the Chairwoman of the Democratic Party of Hong Kong, Emily Lau, and the General Secretary of the Hong Kong Confederation of Trade Unions, Lee Cheuk-yan, on IPO regulations. The Hong Kong Stock Exchange IPO regulation was later updated to include compliance monitoring before approval for the IPO. The Prada Female Discrimination Case expanded to rally outside the Hong Kong Stock Exchange with the Parliament's lawmakers and feminist organizations leaders.[61][62][63][64][65][66][67][68][69][70]

Labor Laws in Japan[]

This case revealed that the sexual harassment was still legal at workplace in Japan. As of 2021, sexual harassment at workplace in Japan is still legal because the law includes a word “recommends”, therefore, the law cannot prohibit sexual harassment, but it remains as “recommendation.”[24][71]

Online Petition[]

In April–August 2013, a Change.org petition calling for Prada to drop its countersuit against Bovrisse collected over 222,000 signatures.[72][73]

Changes in the Fashion Industry[]

As of 2010, the global fashion industry's corporate social responsibility was largely limited to breast cancer. Bovrisse's women's rights movement raised awareness in the fashion industry to start new campaigns.[74]

Gucci[]

In 2011, Gucci rejected to hire Bovrisse, reasoning her case article appeared on WWD USA on the day of signing her contract, her women's rights movement against the fashion industry rose around the world by the global women's rights activists. In 2013, Gucci founded the CHIME FOR CHANGE campaign to unite and strengthen the voices speaking out for girls and women around the world, with a focus on using innovative approaches to raise funds and awareness for Education, Health and Justice projects inviting celebrities such as Beyonce.[75]

Chanel[]

In 2014, Chanel runway by Karl Lagerfeld presented feminist rallies as part of the show to support women's rights movements.[76][77]

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