Developed with PVH Corp.’s Global Inclusion & Diversity (I&D) Council, these nine commitments span the framework of our strategic I&D pillars – Workplace, Marketplace and Community – to deliver the greatest impact for our associates, our consumers, and our communities. These goals are global, reflecting our rich, regional diversity; although in select circumstances, they will be specific to a certain region. As we reach each of these milestones, we will identify new commitments to guide us forward.
1. Achieve gender parity globally in all leadership positions at the SVP level and above by 2026
2. Increase total BIPOC representation at SVP level and above by 50% and double Black and Hispanic/Latinx representation at Director and VP levels in the U.S. by 2026
Our goal is for PVH associates to reflect the diversity of our consumers in communities around the world where we live and work, and to create opportunities for women and underrepresented populations, including BIPOC, LGBTQIA+ and individuals with diverse abilities.
In some regions there are data privacy laws that govern the use of associate information, so we will begin our efforts by addressing gender representation globally and racial and ethnic representation in the U.S.
These representation commitments are aspirational in nature and are based on the representation of qualified candidates in our talent pipelines, both internal and external.
Diverse Candidate Slate:
3. Implement a diverse candidate slate requirement for all Director level and above roles in the U.S. by 2021 YE, then expand globally where we can
Who we hire, and how we hire them, has a significant impact on diversity at PVH. To ensure that we are considering the best and most talented people available, we will aim to have 50% of all candidates interviewed at the Director level and above represent at least one dimension of diversity such as gender, BIPOC, LGBTQIA+, diverse abilities.
This practice will start in the U.S., with the intention of expanding it as broadly as possible globally, and we will focus on those associate levels that provide the greatest opportunities to enhance representation.
Retention and Development:
4. Establish and implement formal mentoring programs, resources and tools globally for women, racially/ethnically diverse and other underrepresented groups by 2021 YE
Active mentorship positively affects retention and development, and underrepresented groups have not always had the same access to effective mentorship. This year we will establish and deploy formal global mentoring programs and guidance for women and underrepresented associate populations in their respective regions.
Culture of Inclusivity:
5. Deliver unconscious bias training globally to all PVH associates by 2022
Everyone at PVH – associates, managers and leaders – must understand their role in establishing and maintaining an inclusive work environment in order to effect organizational change. Unconscious bias training programs teach greater self-awareness to address and manage hidden biases and reduce their negative effects on workplace decisions and diversity and inclusion efforts.
This mandatory program is already underway in Europe and will be deployed in phases throughout Asia and the Americas this year to reach all PVH associates around the world as part of our overall I&D learning curriculum.
6. Establish and implement an I&D leadership goal for annual performance review process for people managers globally by 2022
Going forward, all people managers will have a specific I&D objective as part of their annual performance review process. This measure will hold our leaders accountable on actively driving our stated I&D commitments to fairness, equity and inclusion.
Marketing and Advertising Review:
7. Establish quarterly global review of all company and brand marketing and advertising materials and experiences to ensure diverse representation by 2021
It is important that our stores, showrooms and online venues deliver exceptional experiences that resonate with the unique needs and perspectives of our diverse consumers. To ensure these elements and materials reflect the wide-range of consumer diversity, we will establish a cross-brand and business review board and implement a formal quarterly review process of our consumer-facing product, marketing, experiences and touchpoints.
Supplier Diversity Program:
8. Establish a formal corporate supplier diversity program in the U.S. and other applicable regions by 2022
PVH has made great strides in advancing human rights across the apparel supply chain, and we seek to extend this work and address issues of equity and inclusion with the indirect procurement of goods and services in the U.S. and other applicable regions. To achieve this, we will establish a formal supplier diversity program to track, monitor and expand our engagement and spend with a focus on minority/BIPOC- and women-owned businesses.
Awareness and Access:
9. Invest $10 million globally over the next four years to amplify awareness and access to opportunities in the fashion industry
A significant barrier to greater inclusion and diversity, particularly in the fashion industry, is that underserved or underrepresented communities lack awareness of, and access to, opportunities in the industry. We aim to leverage the power of PVH and our platform to address those issues by committing a total of $10 million over the next four years to support organizations, programs and initiatives that engage those communities and create greater pathways to opportunities in the fashion industry.
These commitments are only a part of the integrated global I&D strategy, which includes the work our brands and businesses are developing and implementing to drive this journey forward.
Visit us at pvh.com/company/inclusion-diversity to read more about our ongoing progress and actions happening across the organization.