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Racial Equity Commitment

We are deeply saddened by the alarming increase of violence, racism, and discrimination around the world. At Capri Holdings, we believe that violence and discrimination against any community is an act of hate against all of us. 

Diversity and inclusion is about all of our people, all of the time. We all have a role to play in this movement towards equality. We will continue to stand with our employees, customers, and suppliers in denouncing violence and commit to being a force for good. 

If we all step up and take action, we can make a difference.

WHO WE ARE

Diversity, equity and inclusion are embedded in the DNA of each of Capri Holdings’ three luxury brands, Versace, Jimmy Choo and Michael Kors. We foster an inclusive environment where employees and customers of diverse backgrounds are respected, valued and celebrated. We are proud of our commitment to diversity, equality, inclusion and anti-racism, and will continue to advance these principles through meaningful short- and long-term actions across the globe.

CAPRI CULTURE

Our commitment to diversity extends beyond representation. We are building an inclusive space where all employees have the opportunity to realize their full potential and excel.

CAPRI TALENT

Differences in ideas and experiences are what allow our company to thrive. We are attracting, advancing and advocating for a workforce that reflects the diversity of the world around us.

CAPRI COMMUNITY

Through diversity and inclusion comes understanding and strength. Our responsibility to promote equality is not just to those who work with us, but also to our industry, the customers we serve and the communities around us.

With that being said, we are standing against racism by doing the following:

Internal Communication

We aim to educate our global population by sharing internal communication regarding current events and diversity and inclusion topics and tips. This education and awareness leads to greater participation in our initiatives, with the goal of driving acceptance and inclusion of different cultures, backgrounds, beliefs and mindsets.

Employee Resource Groups

Our Employee Resource Groups (“ERGs”) are voluntary, employee-led groups whose aim is to foster a diverse, inclusive workplace. The groups exist to provide support and help in personal or career development, and to create a safe space where employees can bring their whole selves to the table. While ERGs aim to provide support for those who self-identify with a particular group, they are also a place where allies of that group can show and find support for their colleagues as well.

In addition to our current groups, we are establishing a BIPOC (Black, Indigenous, and People of Color) ERG and an AAPI (Asian American and Pacific Islander) ERG. These group will provide a welcoming and inclusive environment for all employees to thrive and advance a respectful and caring community. It will also foster professional development and provide an opportunity to network with and mentor one another. Additionally, it will provide a mechanism to advance concerns to our senior leadership regarding racial equality.

Listening Sessions

Looking forward, we are committed to effectively engaging diverse communities and to making space for radically candid, productive, and authentic conversation. One way we do this is through a breakfast series aimed at amplifying diverse voices, encouraging a culture of healthy conversation and a sense of belonging for all members of our team.

Diversity Recruitment

We are committed to attracting, advancing and advocating for a workforce that reflects the diversity of the world around us. We are committed to tapping diverse talent pools for all searches and working towards diversifying and balancing our team, with a strong focus on our executive suite.

We will also continue to educate our hiring managers on the importance of diversity and inclusion as new positions open on their teams and reinforce the importance of culture-add during the selection process. Additionally, all hiring managers are enrolled in mandatory interview training that places a strong focus on de-biasing the interview process.

In order to ensure we are upholding this vision, each of our executives are held accountable to the goal of building a more diverse workforce and fostering a culture of inclusivity.

Trainings

At Capri, our mission is to go beyond compliance and establish a truly inclusive work environment through our trainings and our speaker series. We have a three-part, mandatory Diversity & Inclusion Training that all current employees and new hires across the globe take within 60 days of employment. The topics include Inclusion in the Workplace, Micro Aggressions, and Unconscious Bias.

We must go beyond acknowledging the multiple forms of discrimination and recognize that different forms may intersect and result in overlapping and reinforcing barriers. In fiscal 2023, we will roll out training across the globe to educate our employees on gender identity and the importance of pronouns, reinforcing intersectionality.

Additionally, all global employees Director level and above attend a mandatory, two-part intensive inclusion workshop. This program provides leaders throughout our entire organization with the skills and tools to enhance team performance by creating a culture of inclusion. We will also be hosting a reinforcement series for Director level and above employees that focuses on empathy and on how to approach employees during traumatic events.

Our global Human Resources team also participates in a mandatory workshop that focuses on developing the skills to navigate challenging conversations about diversity and inclusion.

Speaker Series

We are purposeful in embedding inclusion in every aspect of our workplace and are dedicated to making space for all employees to share, listen and learn. To help cultivate conversation and continue educating our employees on important topics in diversity and inclusion, we launched the D&I Speaker Series, featuring diversity thought leaders across a variety of industries. Past speakers who have joined us in conversation include Pulitzer Prize-winning reporter Nikole Hannah-Jones in honor of Juneteenth; television journalist and anchor Juju Chang in honor of Asian and Pacific Islander Heritage Month and Dr. Makaziwe Mandela, eldest daughter of Nelson Mandela, in honor of Black History Month.

Capri Mentorship Program

The Capri Mentorship Program pairs a seasoned professional with another for the purpose of sharing their professional knowledge, skills, and experiences. In addition to our traditional mentoring model, we also offer reverse mentoring, in which a less experienced team member mentors someone more senior, exchanging skills, knowledge and understanding. We are intentional with who we select to be in the program, ensuring that it provides an opportunity to promote inclusion, and encourages access, belonging and allyship.

Council and Ambassador Program

Our D&I Council and Ambassador program was created to support and champion DEI initiatives at Capri. The council members and ambassadors work with our dedicated DEI team to drive initiatives across the world. They represent the voice of our employees by actively seeking broader feedback and advising our senior leaders.

The Capri Holdings Foundation for the Advancement of Diversity in Fashion

The Capri Holdings Foundation for the Advancement of Diversity in Fashion, established in 2021, is proud to have launched an expansive new scholarship program in partnership with the Fashion Institute of Technology (FIT), Howard University, Pensole Lewis College of Business and Design and Central Saint Martins – University of the Arts London. Over the next four years, the foundation will fund scholarships for nearly 100 students from historically underrepresented communities, including the BIPOC (Black, Indigenous, and People of Color) community, who are pursuing degrees in fashion and merchandising across all four institutions.

The effort is part of the company’s $20 million pledge to advance equality and promote long-term change in the fashion industry. During the multiyear partnership, in addition to covering tuition, room and board, the scholarships will also fund internship-related expenses for students obtaining internships within the fashion industry.

Partnerships and Pledges

We have developed partnerships with organizations that are committed to fighting racial injustice, including the Black in Fashion Council, Harlem Fashion Row and Open to All. Our CEO, John Idol, has also signed the CEO Action Pledge, the largest CEO-driven business commitment to advance diversity and inclusion in the workplace. We are committed to establishing more partnerships, and are currently open sourcing to establish these partnerships.

Racial Equity at Capri Holdings

To further Capri’s stance against racism, we have committed to an annual donation dedicated to the advancement of racial equity in our communities. We will select an organization each year that supports BIPOC communities and fights for racial justice.

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Investor Relations Contact

Jennifer Davis, VP of Investor Relations
+1 201 514 8234 | Email

 

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