Gap Inc. Releases Progress Report on Promoting Equality and Change
Gap Inc. released its first standalone “Equality and Belonging” report summarizing the company’s steps towards systemic change and racial and economic equality within its operations.
While Gap operates globally, the 21-page report primarily focuses on U.S. programs and activities between June 2020 and April 2021. Gap said it was a “stand-alone” report because previously, the company had published data on people in its sustainability reports published since 2013.
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“In 2020 – a year filled with disruption – we were faced with hard truths and, as a company, articulated our North Star as being ‘inclusive, by design’,” wrote Sonia Syngal, CEO of Gap. Inc., in the report. “We will all have to work together to create lasting change. We will devote whatever is necessary as there is simply no exception to inclusion. With the launch of this inaugural report, I am grateful to those who are leading our transformation – digging deeper every day and continually raising the bar to build a culture of belonging for all… ”
“Gap, Inc., which employs 76% women globally and 55% people of color in the United States, has the opportunity to make a meaningful impact and work hand in hand with our employees, our customers. and our community partners to help identify the critical intersection between racial equality, retail and government to create better outcomes for all, ”wrote Kisha Modica, vice president of equality and belonging at Gap Inc., in the report.
“Last year, we publicly presented our 2025 Equality and Belonging Commitments and began to lay the groundwork for a racial equality agenda,” Modica added. “It’s about doing more to be a force for good, driving systemic change inside and outside our walls and enabling a culture of belonging for our teams, our clients and our communities. . In the year since, we have remained steadfast in our approach to create a space to listen, learn and dig deep by continuing our listening sessions, our learning journey against racism, the strengthening the internal and external community and evaluating our talent culture and practices. from “hiring to retirement”.
The report states that Gap Inc., which operates the Gap, Old Navy, Banana Republic and Athleta brands, has:
Removed training requirements for 99.7% of job descriptions below the vice president level to support fairness in the workplace.
Increased diversity in its rotational management program – 62% of program staff identify as Black, Indigenous, and people of color, 32% of whom identify as Black and Latinx – nearly double the class of 2020.
The company is a founding member of the Second Chance Business Coalition through its partnership with Business Roundtable, which supports the economic mobility of individuals and families in Black and Brown communities, including a commitment to criminal justice reform .
To facilitate “open and honest” conversations on topics such as systemic racism, unconscious bias, microaggressions and the essential role of the ally, inclusion strategist Amber Cabral organized nearly 40 sessions and workshops with of employees, including a new global “Real Talk” series. The company updated its employee learning program to include mandatory racial equity training and the integration of inclusion and equity content into employee onboarding, workshops for new leaders, inclusive design courses and a mentorship program.
Gap has donated more than $ 500,000 to design departments at historically black colleges and universities to support educational infrastructure and scholarships in partnership with “Closing the Gap” from Harlem’s Fashion Row.
The Gap Collective, a collaboration featuring artists honoring moments such as Black History Month, has been created. Old Navy has created Project We, a collection of limited edition graphic t-shirts designed by various artists honoring cultural moments such as Black History Month, International Women’s Day, Pride, Juneteenth and Month of Latinx heritage.
On the health front, Gap Inc. has donated 3.5 million masks and face covers to community organizations in response to COVID-19. For employees, the company offered a series of conversations about mental health and wellness during the pandemic, “Be Well + Stay Connected”.
“Our long-standing legacy of supporting human rights and social causes is real and measurable, but we know there is still work to be done,” said Sheila Peters, Director of Human Resources at Gap Inc. “This moment crucial demands that we deepen our resolve and drive with even greater urgency – because we know that when inclusion is not optional, a new world of possibilities opens up.
Without providing details, the company said it had aligned itself with several coalitions to increase opportunities for the black community, ensure that workplaces and stores are “welcoming” to everyone, and adopt standards that support and lead the issues of LGBTQ + communities around the world.
Since 2013, Gap Inc. has released its global employee gender data and aggregate race and ethnicity data in the United States. Starting in 2020, he began to regularly share additional data on how employees identify their race and ethnicity at the store and headquarters level.
However, based on data from the Equality and Belonging Report, Gap Inc. remains an organization that still has a long way to go to increase diversity in its ranks. The report says the company’s head office in San Francisco is 54% white; 26 percent Asian; 10% Latinx; 6 percent others, which include Native Americans and 4 percent Blacks.
The management of the Gap Inc. store is 70 percent white; 17% Latinx; 9% black; 3 percent Asian and 1 percent others.
Store employees are 43% white; 27% Latinx; 19% blacks; 6 percent Asian and 5 percent others.
Globally, Gap Inc.’s workforce is 76% female and 24% male.