Diversity, Equity and Inclusion at Gucci

We champion diversity, equity, and inclusivity in all its forms so that everyone in our global community can thrive as their full true and diverse selves. At Gucci, diversity is any dimension, visible or invisible that can be used to differentiate groups and people from one another. We uplift each other by recognizing, respecting, and celebrating what makes us different. Inclusion at Gucci means creating and ensuring a sense of belonging where each individual is valued and treated equitably, allowing everyone to contribute, thrive and develop as who they are.

Global Equity Board
In 2019, Gucci created its first Global Equity Board. The Board is made up of senior company leaders and external advisors to further increase diversity, equity, and inclusion across the company while continuing to build on our strong foundation of gender diversity and female leadership.

The 5 guiding principles that define our journey are

• Ensuring an inclusive workplace for all employees by providing ongoing training programmes, resource groups and open dialogue in order to enhance communication, understanding and empathy.
• Increasing diversity at leadership levels with specific objectives for each global region.
• Closing the gender pay gap for equivalent positions within the organisation by 2025.
• Creating greater opportunities in the workplace for people with disabilities.
• Adopting inclusive practices for gender-related self-identification.

Our Workforce
We are transparent with our data. It tells us what we are doing right and what we can do better.

Gucci as an equal opportunity employer
We believe that diversity in all its forms enriches the workplace, opening up opportunities for people to express their talent, both individually and collectively and fostering our ability to adapt to a changing world. These are just some of our commitments to building a diverse workforce.
In 2023 Gucci became the first Italian luxury House to obtain, on a voluntary basis, the Certification for Gender Parity, introduced by the National Recovery and Resilience Plan (NRRP) of the Italian government. The audit process, conducted by Bureau Veritas, was based on six indicators: culture and strategy, governance, human resources processes, opportunities for women’s growth and inclusion, gender pay equity, and parenting support and work-life balance.

The certification highlights Gucci’s tangible commitment to gender equality, which is propelled through a comprehensive strategic plan, led by a Gender Parity Steering Committee, aimed at implementing actionable initiatives that champion equality.
The Gucci’s Diversity, Equity and Inclusion Policy is implemented by the Steering Committee, management and the HR team, through principles of equal opportunities and meritocracy in the management of all phases of the company’s resources lifecycle, from selection, recruitment, access to training and growth paths, to remuneration.

How we attract, recruit and select talent

• Expanding our inclusive practices within the hiring and interview process to focus on diverse leadership.
• Leveraging the Human Resources and Talent Acquisition Teams globally to focus on furthering the company’s inclusive hiring commitment.
• Providing academic scholarships for university students from diverse backgrounds who are pursuing careers within the fashion and design industry through the Gucci North America Changemakers Scholarship program and the Gucci Changemakers London Scholarship Programme.
• Creating pathways to guide students to their destination in the fashion industry through The Gucci Program for Scholars, which provides engagement and mentorship opportunities in Gucci North America.
• Implemented improvements to the candidate application process providing greater access to interview accommodations.

How we develop, engage and retain employees
Working at Gucci means embarking on a journey through a purposeful environment where your voice can be heard, and your personality fully expressed. We support our global team through the following initiatives:

• Gucci develops, engages, and retains employees through initiatives that include education programs.
  • In September 2021 a Global D&I Digital Training Program was launched focused on understanding and recognizing unconscious bias, working in an inclusive team, and creating a more inclusive workplace. The training has been integrated as part of the digital onboarding process for all new hires. So far almost 9,000 employees have completed the foundations of this digital learning path in retail and corporate offices globally.
  • First-time managers participated in a learning journey to support their transition from individual contributors to team leaders. This journey included understanding leading by example on corporate values and leading inclusively. From 2020 to 2023, a total of 1471 managers in our Corporate and Retail divisions participated.
• Creating opportunities for employees to participate in Employee Resource Groups focused on diverse communities, people with disabilities, women, and their allies at Gucci, and LGBTQIA+, to cultivate belonging and a supportive community. At the corporate headquarters, there was significant interest in establishing Employee Resource Groups (ERGs), resulting in the creation of two new groups in 2023: Gucci Eva for Women Empowerment and Accessibility for Disability Awareness.
• Continuing to protect the rights of LGBTQIA+ individuals and uphold the UN LGBT Business Conduct Standards for companies, which include eliminating workplace discrimination, making sure business operations do not contribute to discrimination against customers, suppliers, or members of the public, and working with business partners to address discriminatory practices up and down the supply chain. Gucci is also a member of Free and Equal Parks, an organization dedicated to the promotion of good practices related to respecting diversity, with a particular focus on the topic of sexual orientation and gender identity.
• Providing opportunities with the Gucci Changemakers global volunteering program, connecting employees with their local communities through projects in support of organizations aligned with promoting Social Justice, Education, Health & Well-Being, and taking care of the Environment. Almost 2,900 employees attended at least one volunteering activity in 2023, generating 4,900 impactful volunteering applications worldwide. With a strong focus on Women’s Empowerment, the program delivered more than 5,500 hours to support women’s autonomy and development on the educational, social, economic, and employment fronts.
• The company also recognizes the importance of people’s well-being and is committed to providing psychological support for a balanced work environment. That’s why, starting in 2021, Gucci Italy has partnered with Mindworks, an online psychological counseling service, offering the benefit of five free sessions to all employees in Italy.

Increasing gender diversity at leadership level with specific objectives for each global region

• In 2023 women represented 63% of the global workforce with 57% female members in management roles.

Gender Pay Parity
Gucci is committed to taking concrete actions for a fair working environment and, consequently, to setting an example for the industry.

• By 2025 we are committed to achieving gender pay equity for management and senior management positions.
• In pursuit of our 2025 target, in 2021 we analysed gender pay parity on a global scale, focusing on over 45 countries. Through the analysis, we were able to identify unexplained pay disparities by gender and assess potential actions. A new analysis on pay parity has been conducted in the second half of 2023 with the goal of intervening to bridge any remaining gaps.
• In 2021, we have reinforced our commitment towards gender equality by signing the Women’s Forum CEO Champions Commitments at the Women’s Forum G20 Italy, held in Milan from October 18-19. The Women’s Forum CEO Champions Commitments is designed to accelerate progress towards the Zero Gender Gap. The House joined other CEO Champions at the Forum in directly supporting female empowerment with an eye to a future ‘She-Covery’. Year by year Gucci makes progresses on these commitments by putting in place new actions.
• Also in 2023, in the UK we submitted a report including all information related to the UK gender pay gap, as requested by the UK Government. The detailed report is available here.
• In compliance with French law, we are also communicating that the 2023 Gender Parity Index result for France is 78/100.

Creating greater opportunities for people with disabilities in our workplace
We are building an accessibility strategy from the inside out, that means being committed to creating systems change, while having a disruptive approach to disability inclusion.

• On July 20, 2022, Gucci became the first luxury fashion brand to be certified by the Disability Equality Index, a joint venture from leading disability rights organisation, the American Association of People with Disabilities (AAPD), and Disability:IN, a global business disability inclusion network supporting over 400 corporations. In 2023, Gucci was recognized as a “Best Place to Work for Disability Inclusion” for the second consecutive year with the highest possible score of 100%.
• As Gucci works towards building more inclusive workplace and customer experience, we have been running pilot programmes starting in North America with the aim to improve the accessibility and experience in our stores. Gucci has partnered with Aira to enhance in-store accessibility for disabled consumers, through the Aira app. Gucci has also increased disability representation among teams; and ensure that staff are trained to bring greater awareness to accessibility and inclusivity.
• To this regard, Gucci launched a workshop titled “Accessibility is True Inclusion”, which mandatory for all employees in Gucci North America. Initially deployed in the United States and Europe, the program will be extended to teams in Latin America and Southeast Asia.
• Also, within Gucci Americas and Gucci Corporate Italy, we are enhancing opportunities for employees to participate in Employee Resource Groups focused on disability, called Guccibility and Accessibility.

Adopting inclusive practices for gender-related self-identification

• Gucci adopts and continues to evolve practices that embrace inclusivity and freedom of expression, this includes a company dress code, which celebrates individuality and self-expression. It is also possible for employees to optionally personalize their emails adding preferred gender pronouns to their email signatures.
• Throughout Gucci North America’s corporate offices and stores, Gucci welcomes all-gender restrooms.

Gucci’s ongoing campaigns and programmes that support DE&I initiatives
None of us can move forward when so many of us are held back. Yet progress towards gender equality hasn’t moved fast enough. At Gucci champion the rights of women, girls and non-binary individuals around the world through our global campaign GUCCI CHIME that takes action and inspires participation in a collective global community.

• GUCCI CHIME is Gucci’s global campaign founded in 2013 to convene, unite and strengthen the voices speaking out for gender equality. Through GUCCI CHIME, Gucci has raised nearly US $21.5M in support of more than 500 projects across the globe with 185 non-profit partners including Equality Now, Global Fund for Women, Ms. Foundation for Women, mothers2mothers, and UN Women, as well as grassrrots and youth-led groups, among others. To date, through GUCCI CHIME, Gucci has directly impacted more than 632,000 women and girls.
• In early 2021, Gucci proudly joined UN Women’s Generation Equality Action Coalitions as the private sector lead of the Feminist Movements & Leadership Action Coalition, a 5-year commitment designed to accelerate actions and global commitments toward gender equality by 2026. Recognising that not one country has yet achieved gender equality and that the COVID-19 pandemic hindered progress, the Action Coalitions, which are global partnerships of member states, businesses, youth-led, civil society and international organisations and philanthropies, proposed a targeted set of concrete actions to ensure that equality for women and girls in all their diversity, including queer women, transgender women, non-binary women, women of color, disabled women, women refugees, young women, Indigenous women, and women in the Global South, are at the centre of the global agenda.

Our commitment to the supply chain
Although women make up a critical part of Italy’s luxury supply chain, the status of women, as well as opportunities to support their economic and social empowerment, has largely been unknown. That’s why we felt like it was time to take action:

• In 2019, we joined the study ‘Supporting Women in the Luxury Supply Chain: A Focus on Italy’, promoted by Kering, in collaboration with the Camera Nazionale della Moda Italiana and three specialized associations (BSR, Wise Growth and Valore D) to understand the status of women working in the Italian luxury supply chain and to identify specific measures and programmes to support gender equality. Following this important research work, women employed in our supply chain received an in-depth training session each year on the issues of gender equality at work. Since 2020, 100 suppliers have taken part in this initiative, and 178 women have participated in training sessions.