Industry Focus and Scope 

Interloop is a vertically integrated global manufacturer of hosiery, denim, apparel, and seamless activewear, serving leading brands and retailers worldwide. As the largest listed apparel company on the Pakistan Stock Exchange and one of the world’s largest hosiery manufacturers, it produces more than 830 million pairs of socks annually. 

With operations across the USA, the Netherlands, China, and Japan, and manufacturing facilities in Pakistan and Sri Lanka, Interloop employs more than 30,000 people representing 15 nationalities. Its global presence is complemented by a strong sustainability focus, reflected in multiple LEED-certified facilities, Fair Trade certification, and membership of the United Nations Global Compact. 

Across such a diverse workforce, understanding the employee experience is essential to sustaining engagement, satisfaction, and organizational health. 

The Challenge: Understanding Engagement Across a Diverse Global Workforce 

Interloop sought a comprehensive view of employee engagement across its global workforce and the factors shaping employee sentiment. With employees spanning different geographies, demographics, experiences, and expectations, engagement patterns varied considerably across the organization.  

Therefore, the challenge was to turn this complexity into clear, inclusive priorities that could inform employee policies, strengthen satisfaction, and support broader organizational goals. 

Key Challenges 

• Understanding engagement drivers across a large, diverse, and geographically dispersed workforce. 

• Identifying the factors contributing to both positive and negative employee sentiment. 

• Recognizing variations in engagement across different demographic groups. 

• Understanding the needs of neutral and disengaged employees. 

• Interpreting complex quantitative and qualitative feedback in a meaningful way. 

• Translating survey findings into practical and inclusive areas for action. 

The Solution: A Comprehensive Employee Engagement Study 

Interloop partnered with Abacus to conduct a comprehensive Employee Engagement Survey, designed to assess engagement across the organization and uncover the factors shaping employee sentiment.  

The study translated workforce feedback into a structured view of the employee experience, culminating in a detailed report with prioritized areas for action and recommendations to support more focused and inclusive people initiatives. 

Implementation Highlights 

• Engagement and Driver Analysis: Overall engagement levels were assessed alongside the key factors influencing employee sentiment, helping identify both areas of strength and barriers to a stronger employee experience. 

• Industry Benchmarking: Interloop’s results were compared against relevant industry standards to determine areas of relative strength and opportunity. 

• Employee and Demographic Analysis: Engagement patterns across different workforce groups, including neutral and disengaged employees, were examined to identify varying needs and opportunities for stronger participation. 

• Qualitative Feedback Review: Employee comments and suggestions were analysed to add context to survey findings and surface recurring themes. 

• Priority Action Areas: High-impact areas requiring focused attention were identified to help guide future people and culture initiatives. 

• Trend Analysis: Results were compared over time to track progress and identify changes in employee sentiment. 

The Impact: A More Informed View of the Employee Experience 

The engagement gave Interloop a deeper understanding of how employees experience the organization across its global workforce. By bringing together engagement data, demographic patterns, industry benchmarks, and qualitative feedback, the study helped leadership distinguish the factors shaping employee sentiment and identify where focused attention could have the greatest effect.  

These insights gave Interloop a practical basis for refining employee policies, shaping more relevant engagement initiatives, and responding to the different needs of its workforce. 

Key Outcomes 

• Established a comprehensive view of employee engagement and organizational health. 

• Identified the principal drivers and barriers influencing employee sentiment. 

• Highlighted areas where employee policies and practices could be refined. 

• Provided insight into the needs of neutral and disengaged employee groups. 

• Enabled more inclusive decision-making by accounting for demographic differences across the workforce. 

• Delivered actionable findings to support the design of targeted engagement initiatives. 

• Provided a basis for tracking engagement trends and measuring progress over time. 

Conclusion 

By translating workforce feedback into clear, actionable insights, the engagement gave Interloop a stronger foundation for shaping its people strategy. The findings provide a valuable reference for future workforce decisions, helping the organization strengthen its employee experience while building a more connected, responsive, and inclusive workplace culture.