According toRecode, the e-commerce giant is currently hiring brand managers to "build authentic activewear private label brands." Amazon did not confirm the project, but an activewear line would fit with the company's ambitions in fashion and apparel. In recent years, Amazon has taken steps to make apparel a key component of its e-commerce business, launching private-label lines in suits, dresses, and shoes, and also spending millions on ad campaigns, touting the slogan, "Smart is Beautiful," a play on the company's reputation for value. The company also started airing a daily runway fashion show on its website called "Style Code Live," and it opened a 46,000-square-foot photography studio in London allowing it to create more than 500,000 images of clothes every year. More From Fool.com Given that, the company's moves into activewear, or athleisure, are not surprising. The heady days Continue Reading Below ADVERTISEMENT Athleisure has become a buzzword in recent years as clothing like yoga pants have gone from being worn strictly for exercise to being acceptable as streetwear, or even for the office. No company has been more responsible for this trend thanlululemon athletica(NASDAQ: LULU), which was founded by Chip Wilson in 1998 on the simple observation that women wore ill-fitting clothes to practice yoga. It has since grown to nearly 400 stores, but its trademark product has remained its yoga pants, priced in the range of $98. Lululemon's blockbuster growth and fat profit margins in the post-recession years attracted competition from all corners of the fashion world. Small, independent companies like Lucy and Prana have popped up to compete with Lulu, and entrenched apparel giants like Nike,Under Armour, Nordstrom,Victoria's Secret, and Gaphave also launched their own athleisure lines.
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Participants agreed that whether the issues that affect your employees have to do with racial inequality, discrimination based on religion or intolerance of sexual orientation, silence is tantamount to endorsement of prejudice and biased behavior. A large part of what we need right now is a greater sense of humanity and more openness, Steve Howe, EYs US Chairman and Managing Partner, Americas Managing Partner, recently wrote in an open letter to the company earlier this year in the wake of the Dallas sniper murders of five police officers and the deaths of Philando Castile and Alton Sterling. That means listening, trying to put ourselves in the shoes of others, building our understanding and stretching our arms out that much further to help one another. Companies cant -- nor should they attempt to -- censure an exchange of ideas and views. What leaders can do, though, is employ strategies to confront sensitive but vital topics in a productive way. Leaders have the opportunity to set the tone for constructive conversations. After the election, many CEOs at major corporations across the country -- from Apple to Amazon to PepsiCo to Starbucks -- sent messages of comfort, hope and support to their employees , emphasizing unity and strength and reaffirming their companys commitment to diversity. The chair and CEO of PepsiCo Indra Nooyi reminded employees and their friends and families of their shared values and common goals: Diversity is a source of strength, an engine of creativity, dynamism, and prosperity.No matter what we look like or where we come from, no matter what faith we practice or what political party we support, we are, first and foremost, Americans. We are, first and foremost, mothers and fathers, sons and daughters, who want a better life for ourselves. By speaking out, leaders make it safe for employees to discuss societal issues that are likely to impact behaviors inside the office walls. Companies can organize facilitated town halls or discussion sessions that address sensitive topics, current events and corporate responses to them, while staying alert for any comments that could be deemed discriminatory.
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