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.
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.
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.
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.
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.
We are standing against racism by doing the following:
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.
At Capri, our mission is to go beyond compliance and establish a truly inclusive work environment and we believe this begins with education. We have a four-part, mandatory Diversity & Inclusion training course 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, Unconscious Bias, and Gender Identity and Expression.
Additionally, all global employees Director level and above attend a mandatory, two-part intensive inclusion workshop. This program equips leaders throughout our entire organization with the skills and tools to enhance team performance by creating a culture of inclusion. We also host a reinforcement series for Director level and above employees that focuses on empathy and on how to support 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.
Our Employee Resource Groups (ERGs) are voluntary, employee-led groups whose aim is to foster a diverse, inclusive workplace. The groups exist to connect employees, further personal /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.
Over the last year, we have established four ERGs formed around historically underrepresented identities: PRIDE@Capri (LGBTQIA+ employees and allies), EmpowerHER@Capri (female employees), BOLD@Capri (Black Organizer, Leaders, and Doers), and APPLAUD@Capri (Asian Pacific Partners, Leaders, and Unified Doers). These groups provide a welcoming and inclusive environment that empowers our employees to be their authentic selves and contribute their best work. They also provide a mechanism to advance concerns to our senior leadership regarding racial equality.
We are committed to effectively engaging diverse communities and making space for radically candid, productive, and authentic conversation.
One way we do this is through our Safe Space Sessions. These sessions focus on amplifying diverse voices and providing a forum for discussion and open dialogue. By connecting in this way, we’re able to encourage a culture of healthy conversation and a sense of belonging for all members of our team.
We are committed to attracting, advancing, and advocating for a workforce that reflects the diversity of the world around us. We believe that achieving a balanced population is essential for creating an inclusive environment where everyone feels valued and represented. We are consistently tapping into 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.
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.
To promote education and dialogue, we introduced a monthly keynote speaker series on important and current D&I topics. These sessions served to educate our community and drive meaningful conversations within our organization.
The Capri Mentorship Program was created to support and empower employees in their careers, develop their skills, provide an opportunity to promote inclusion, & encourage collaboration, innovation, and connection. The 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 ideas, experiences, and perspective.
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.
Our DEI Council and Ambassador program was created to support and champion DEI initiatives at Capri. Council members are expected to drive the development /implementation of DEI initiatives, serve as a communication channel between the DEI /HR teams and the wider organization, and contribute to the ongoing development of D&I efforts by sharing insights, suggestions, and ideas. 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, 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. Through the development of on-campus recruitment, mentorship and additional programming, the foundation’s scholarship program looks to position the next generation of talent and prepare students for successful careers in fashion.
We have developed partnerships with organizations that are committed to fighting racial injustice, including the Black in Fashion Council, Harlem Fashion Row, Parity.Org, 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.
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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