We are committed to building strong, diverse teams of outstanding individuals who are inspired by our heritage and fuelled by creativity, curiosity and care. To bring a true variety of perspectives and backgrounds into our company and industry, we are diversifying how and where we find new talent and future leaders. We have developed a range of training and development programmes so all colleagues can grow and feel accountable for making more inclusive decisions.
We strongly believe that all colleagues are leaders. By harnessing our Leadership Standards, all of our colleagues will play a critical role in driving Burberry’s performance, better serving our customers and meaningfully supporting our communities. We embed Leadership Standards across the business by making forums accessible to all of our people and creating opportunities for conversations around our values to take place. In addition, we run leadership development programmes, which are designed to elevate leadership capability and support the continued diversification of our organisation.
Attracting and retaining the best people at Burberry is a critical part of our global Diversity, Equity and Inclusion strategy and we are committed to ensuring that our processes are fair and inclusive. We make every effort to ensure that every stage of our recruitment process is fair. Steps we have taken include ensuring all job descriptions are gender neutral, using standardised interview forms, and running mandatory unconscious bias training for talent acquisition teams and hiring managers.
We forge strategic partnerships with key organisations, charities and communities, including: The Outsiders Perspective, Mobolise and Generation, to build a diverse talent pipeline
We are building as complete a picture as possible of our global colleague population. As part of this, we are upgrading our HR systems to enable colleagues to voluntarily self-identify. This data will enhance our global diversity dashboard, which will be shared quarterly with the Executive Committee and bi-annually with the Board. These insights will help ensure we make informed decisions to achieve our goals.
All personal information is treated as confidential and collected in line with local market legislation.
As of March 2023, the representation of women and men in the workplace is:
|
Total |
Number of women |
Percentage of women |
Number of men |
Percentage of men |
Board |
12 | 5 | 42% | 7 | 58% |
Executive Committee |
10 |
3 |
30% |
7 | 70% |
Leadership (Director and above) |
335 |
181 |
54% |
154 |
46% |
All workforce |
9,201 |
6,129 |
67% |
3,072 |
33% |
In addition to examining representation of women and men in our broader organisation, we are committed to better understanding our workforce through greater disclosure. In the charts below, women in junior management are categorised as colleagues up to Director-level, with women in top management being Director-level and above. Women in STEM-related positions sit within our manufacturing and product development teams, while women in revenue-generating functions sit across digital, retail, customer service, wholesale, franchise and licensing teams.
