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Performance

Burberry is recognised externally for leading sustainability performance and desirability as an employer. 

External recognition:

  • Ranked as the leading luxury brand in the Dow Jones Sustainability Index (DJSI) 2018, and as one of the top performing companies in the 'Textiles, Apparel & Luxury Goods' sector. Click here for further details.
  • Awarded Bronze Class distinction in RobecoSAM’s 2018 Sustainability Yearbook, for excellent
    sustainability performance.
  • Ranked as one of the UK’s top 20 most sought-after employers in LinkedIn’s ‘Top Companies 2017’ list.
  • Constituent of the FTSE4Good Index and the MSCI World ESG Leaders Index, participant in the Carbon Disclosure Project (CDP), signatory of the UN Global Compact, member of the Ethical Trading Initiative and Principal Partner of the Living Wage Foundation.

PROGRESS TOWARDS OUR STRATEGY GOALS FOR 2022

PRODUCT GOAL – DRIVE POSITIVE CHANGE THROUGH 100% OF OUR PRODUCTS

 

COMPANY GOAL – BECOME CARBON NEUTRAL IN OUR OWN OPERATIONS

Progress against this goal is measured in terms of driving our market-based CO2e emission down to zero.


COMMUNITIES GOAL – POSITIVELY IMPACT 1 MILLION PEOPLE IN THE COMMUNITIES SUSTAINING OUR INDUSTRY

23,000 people positively impacted



External Assurance of Corporate Responsibility Disclosures

Burberry has appointed PricewaterhouseCoopers LLP (PwC) to provide limited assurance over selected Company, Product and Community information for FY 2017/18. The information which forms part of the assurance scope is denoted with a ^ above. Please click here for Burberry’s basis of reporting and the full independent assurance statement.


OTHER RESPONSIBILITY INDICATORS

OUR PEOPLE
  • Employee Engagement: We held our first Employee Engagement Survey to measure and address the views and needs of our employees. The survey achieved an 88% global response rate and an overall Employee Engagement score of 72%, with 87% of employees reporting that they feel proud to work at Burberry.
  • Training & Development: We are focused on cultivating the best talent worldwide and building strong connections between our global teams. In 2017, we were proud to be listed by LinkedIn as one of the top 20 most sought-after employers in the UK.
  • Freedom of Association: We do not prevent any of our employees globally from being a member of a trade union or benefitting from a collective bargaining agreement, where available. During 2017/18, 21% of our global employee population were covered by an independent trade union or collective bargaining agreement.
  • Health & Safety: We are committed to providing a safe, healthy environment for employees, customers, and all those who visit or work on our premises. Our commitments our outlined in more detail in our Global Health & Safety Policy.

Employees ONLY total number of TLI – minor and serious – onsite

Number of occupational accidents with work stoppage (excl. fatal accidents):

  • FY14-15            39
  • FY15-16            46
  • FY16-17            44
  • FY17-18            28

Number of fatal accidents:

  • FY14-15            0
  • FY15-16            0
  • FY16-17            0
  • FY17-18            0

Employees AND CONTRACTORS total number of TLI – minor and serious – onsite

Number of occupational accidents with work stoppage (excl. fatal accidents):

  • FY14-15            42
  • FY15-16            49
  • FY16-17            45
  • FY17-18            29

Number of fatal accidents:

  • FY14-15            0
  • FY15-16            0
  • FY16-17            0
  • FY17-18            0
OUR SUPPLY CHAIN
  • Ethical Trading Programme: Our ethical trading teams, based in London, Florence, Hong Kong and Tokyo, visit our supply chain partners on a regular basis, engaging with both management and workers to review performance and drive improvements. With our Ethical Trading Programme evolving year-on-year, we are increasingly focusing on how we can make the most meaningful, positive impacts on the lives of people throughout our supply chain. During 2017/18, we conducted 446 audits and assessments (477 in 2016/17) and completed 263 training and engagement visits (234 in 2016/17), to support factories in building stronger human resource management.
  • Vendor Ownership Programme:  We have designed a capacity building programme with our strategic Italian vendors, to increase their ability to manage the working conditions at their sub-contractors and introduce their own ethical trading monitoring programmes. This helps us to reach more workers in line with our commitment to create a responsible supply chain. During 2017/18, the number of vendors involved in the programme more than doubled, from 6 to15.
  • Workers’ Access to Remedy: We have a global Human Rights Policy and assess human rights impacts and labour conditions in both our own operations and our supply chain on a regular basis to ensure our Human Rights Policy is upheld. For example, where we find that access to grievance mechanisms is a particular challenge, we make it a priority to introduce confidential, NGO-run hotlines. Currently, over 10,000 workers across 21 factories are provided with improved access to remedy and confidential support, including advice and information on workers’ rights and wellbeing. The effectiveness of the hotlines is continuously reviewed and, during 2017/18, 588 calls (42 complaints, 469 consulting and 77 psychological support calls) and their resolutions have been monitored closely by our local Responsibility team.
OUR COMMUNITIES
  • Community Investment: Since 2010, we have been donating 1% of Group adjusted profit before tax to charitable causes. These range from supporting disaster relief efforts to nurturing emerging talent through scholarships at the Royal College of Art, with a significant proportion going to the Burberry Foundation. In 2017/18, our 1% donation amounted to £4.7 million (compared to £4.6 million in 2016/17).
  • Employee Volunteering: We encourage our employees globally to dedicate up to three working days a year to volunteer in their local communities. Activities range from career inspiration events, employability workshops and long-term mentoring programmes to charity events. In addition to benefiting communities, we believe that employee volunteering strengthens teams, enhances workplace skills, builds community connection and contributes to employee motivation and personal fulfilment. In 2017/18, over 10% of our employees got involved, dedicating over 3,000 hours to impactful community projects.
  • In-kind donations: Our in-kind donations range from one-off gifts of non-trademark fabric and materials to assist young people on creative courses, to donations of smart business clothing to support vulnerable people enrolled in employability programmes and preparing for interviews. In 2017/18 we donated nearly 10,000 items of smart business clothing to selected charities, to enhance their employability programmes and help provide their clients with an extra boost of confidence as they prepare to re-enter the job market.

UK Gender pay gap report 2017/18

At Burberry, we recognise the importance of attracting and retaining a diverse employee talent pool and fostering an inclusive culture. With more than 10,000 employees in 35 countries, we continue to benefit from the different perspectives, experiences and ideas our people offer, bound together by our core values. We believe this is core to ensuring Burberry’s long-term success. 

We are proud of our strong track record of attracting female talent. Women make up 40 percent of our Executive Team and 40 per cent of our Board of Directors, which includes one female Executive Director. This was recognised in the 2017 ‘Hampton-Alexander Review FTSE 100 for Women on Boards and in Leadership’ where Burberry was ranked in the top five best performers.

While we continue to take steps to ensure employees at all levels are able to fulfil their potential and further their careers at Burberry, and are recognised for their contribution, we know we can do more. Our 2017/18 Gender Pay Gap report shows that we have a gender pay gap in the UK. The gap is influenced by the fact that we have fewer women in senior positions. With women making up 70 percent of our 3,500 employees in the UK, we are committed to narrowing this gap as we work to develop more women leaders to drive the growth and success of our business.

Our Gender Pay Gap report for 2017/18 can be found here.