Levi’s publishes first DE&I Impact Report with four-step roadmap
Levi Strauss & Co
The report highlights notable increases in the representation of women across its executive and top management levels. Still, the overall percentage of representation for women was down less than 2%. It also launched a talent pipeline for more diversity with the establishment of the University and Diversity Recruiting with a focus on inclusive recruiting.
With more work to do and a commitment to becoming a more diverse, equitable and inclusive workplace, Levi’s outlined a four-step plan to continue working towards its goals. The four-part roadmap includes plans to build and to commit to a multi-year strategy. It will assess its practices, policies and culture and aims to challenge the status quo by defining the actions it needs to take to receive, retain and attract women and top BIPOC talent.
Lastly, it says it will “be all in” by recognizing only collective actions and impact to deliver authentic global sustainable DE&I.
“We are tackling our DE&I opportunity just like we would any business opportunity: we have done a lot of analysis, listening, learning and have put strategies and plans in place along with metrics to track our progress,” said Chip Bergh
“We identified a number of concrete action steps we would take – many of which we’ve either completed or have made good progress on. But, real, lasting, structural change will take time,” he concluded.
Looking ahead, the company said it will focus on four critical areas in 2022 to address the insights shared including training, tools and capabilities, integrated talent management, culture and global connection and attraction and retention of its talent.
