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Comprised of both our direct colleagues and those across our value chain, our people have been at the heart of our business and operations since the brand was founded in 1856 and remain critical to our success.

Fostering an inclusive culture and safe environment where creative minds from all backgrounds can collaborate and flourish is at the core of our commitment to our people. With set targets to ensure accountability, maintain transparency and drive progress, we are dedicated to meeting our ambitions in diversity, equity, inclusion and beyond.

We have also supplemented our values with initiatives and policies that support and safeguard our people’s wellbeing, combat the risk of modern slavery, and ensure that human rights are being respected and upheld at all times.

Our Targets

  • Achieve a 95% completion rate globally for episodes 1 and 2 of our online Diversity, Equity and Inclusion learning journey

  • Ensure shortlists across all recruitment campaigns are gender balanced
  • Aim to increase hiring representation to 25% ethnic minority candidates in the UK
  • Aim to increase hiring representation to 25% Black/African-American candidates in the USA

  • Create a workplace where all our colleagues are engaged with our brand, purpose and values to drive positive business outcomes
  • Ensure our policies, processes and practices and resources promote equal gender representation in our leadership population


  • Continue to ensure our responsible sourcing standards and audit requirements are upheld by partners across our supply chain (this applies to finished goods vendors and key raw materials suppliers)

  • Extend our Supply Chain Engagement Programmes to further advance wellbeing, livelihoods, inclusivity and worker voice across our supply chain

To learn more about our progress, visit our Annual Report 2023/24.

Our Progress Highlights


of colleagues completed both episodes 1 and 2 of our online Diversity, Equity and Inclusion learning journey


of candidates in the UK in FY 2023/24 were of an ethnic minority 


of leadership positions are occupied by women


of our finished goods supply chain partners had or remained in scope on their social compliance audit


workers reached through the Vendor Ownership Programme


workers in the finished goods supply chain were covered by our Worker Wellbeing Programme

Our Commitments in Action

To further drive representation and inclusivity, we have launched a number of initiatives to create opportunities for young, diverse talent, including our global creative arts scholarships programme in 2020. 

Designed to support the next generation of creative leaders from underrepresented communities, the scholarships provide more equal access to creative arts programmes at some of the world’s most esteemed creative institutions, including The New School’s Parsons School of Design in New York City, Institut Français de la Mode in Paris and Central Saint Martins in London, by assessing applicants on the basis of financial need as well as academic merit.

In 2023, we also announced a partnership with The BRIT School to support fashion education and help the school to continue to offer world-class facilities and educational off-site visits at no cost to families. As part of the partnership, we introduced a Stepping Stones Bursary Prize which offers two graduating year 13 students of global majority backgrounds financial support as they embark on a creative career.

Many things may change throughout the course of our colleagues’ working life and one of these is that they may become a parent. 

As part of our commitment to support inclusion we introduced a Global Parental Leave policy to set a consistent minimum standard for all of our colleagues. The policy offers all parents with twelve months continuous service – including biological mothers or fathers, adoptive parents, guardians or stepparents – an equal eighteen weeks of parental leave at full pay.

To aid a smooth return to the workplace and help our colleagues balance caring for their new family with their career, our policy also offers new parents the opportunity to work 80% of their normal hours at full pay for a further four weeks on their return.

At Burberry, we have a programme in place to help us promote ethical audits throughout the tiers of our supply chain. Our Vendor Ownership Programme provides our supply chain partners in the EMEIA region with support to develop and run their own ethical audit programmes, focused on human rights and health and safety. This has helped us to have a positive impact in identifying, assessing, preventing and mitigating risks within our supply chain, in line with our Ethical Trading Code of Conduct.

We are committed to ensuring the programme remains effective through partner engagement. We continue to extend this work by supporting our programme partners with training sessions facilitated by our team, and we held two in-person community days for partners to come together to share best practice. This programme is now in place with 24 suppliers and 310 subcontractors, covering 52% of our EMEIA product supply chain and reaching over 20,547 workers.

Our Worker Wellbeing programme supports our supply chain partners in enhancing their worker wellbeing and organisational development. The programme includes training sessions and workshops for site managers and employee surveys to assess areas such as happiness at work, job satisfaction, personal and professional development and physical wellbeing. Together, these activities inform the development of supplier specific action plans, by identifying their strengths according to their workforce and, their opportunities for improvement.

In FY 2023/24, nine finished goods suppliers participated in our programme, covering approximately 11,650 workers. Our goal is to ensure continuous improvement of wellbeing performance as we work to extend our programme across our supply chain. 

Championing inclusivity

To ensure we cultivate a culture where our people can bring their best selves to work, our Diversity, Equity and Inclusion team continue to partner with functions across the business to to champion.

For example, to celebrate Black History Month and the annual theme ‘Celebrating our Sisters’, we came together for a globally streamed panel discussion to explore the intersectional lived experiences of black women working at Burberry. 

In FY 2023/24, we also launched a Disability and Neurodiversity Employee Resource Group (ERG). The network creates space for colleagues to feel understood and empowered, as well as learn more about disability and neurodiversity, how they can impact the workplace and how to advocate for change.

To discover more about how we support inclusion, click here. 



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