All members of our Executive Committee have diversity and inclusion objectives as part of their goals. They are accountable for attracting and retaining diverse talent and promoting an inclusive culture within the Company.
They do this by participating in cultural moments and activities, and by sponsoring diversity and inclusion programmes so they are embedded in our ways of working. Supporting Diversity and Inclusion plans visibly and authentically is also the responsibility of our line managers, who advance our goals by encouraging inclusive behaviours and supporting localised efforts.
In order to measure our progress as a company and understand the success of our diversity and inclusion initiatives, we also take part in key benchmarks and have sponsored and supported key moments for DE&I internally and externally.
Our growing ERGs create spaces for colleagues to come together and share knowledge, experiences, learnings and mark cultural moments, both within their groups and across the wider Burberry community. In March 2023, our Women in Tech and Women Empowered ERG came together with our DE&I team for a series of internal global panels dedicated to discussing how we can embrace equitable outcomes for all.
This year, the chair of the Women Empowered ERG discussed women championing change in a globally streamed panel curated by leading Esports organisation Gen.G. Our Vice President of Diversity, Equity and Inclusion spoke at the Snapchat DEI Innovation Summit, discussing how businesses can ensure diversity, equity and inclusion in the workplace. Our Pride ERG Co-Chair also spoke at a #ProudinBusiness event in New York City in partnership with Verizon. This was one of two events that the Diversity, Equity and Inclusion team ran in London and NYC with Verizon.
We endeavour to ensure our colleagues feel valued and have the support they need to thrive at Burberry. We have incorporated inclusive hiring procedures across Burberry to ensure fair practices are upheld and that people with disabilities are equally considered. We are making reasonable adjustments for people with disabilities throughout their career at Burberry and work with external organisations to ensure our sites, policies and processes are inclusive of people with both visible and non-visible disabilities.
During FY 2022/23, we continued our relationship with the Business Disability Forum, the leading business membership organisation in disability inclusion, to evaluate our policies and ensure that we are removing all barriers to access.
We support our colleagues of all identities and encourage all to voluntarily and confidentially share data on ethnicity, gender identity, sexual orientation and visible and non-visible disabilities. This information provides us with a more complete picture of our colleague population, allowing us to identify areas for improvement and set objectives accordingly.
