Requirements for D&I Todd Corley  Senior Vice President & Global Chief Diversity Officer  Abercrombie & Fitch
Objectives <ul><li>Define the A&F diversity journey </li></ul><ul><li>Reveal what ignites passion around inclusion </li></...
The A&F journey… <ul><li>CREATING   and   LINKING   the commitment of diversity/inclusion with  the brand </li></ul><ul><u...
… required  emotional engagement   because we mirror a youthful worldview Generations  Population   % Of World Population ...
… it took shape with a solid  diversity strategy <ul><li>LEADERSHIP COMMITTMENT  (e.g. presentation to the A&F Board of Di...
Employee Engagement… <ul><li>LEADERSHIP COMMITMENT </li></ul><ul><li>EMPLOYEE ENGAGEMENT </li></ul><ul><li>MEASUREMENT AND...
… is leaving a lasting impression <ul><li>Inclusion Challenge </li></ul><ul><ul><li>Video </li></ul></ul><ul><ul><li>Essay...
Measuring engagement through  social media <ul><li>The Dresden HCo video submission was  Liked instantly   </li></ul><ul><...
Training and Education … <ul><li>LEADERSHIP COMMITMENT </li></ul><ul><li>EMPLOYEE ENGAGEMENT </li></ul><ul><li>MEASUREMENT...
… raises awareness and  mitigates denial <ul><li>Scenario-based Learning </li></ul><ul><ul><li>Case study </li></ul></ul><...
D&I globally means  being culturally dexterous <ul><li>The   skill   to produce business success anywhere in this global e...
Developing the talent pipeline <ul><li>Work-related IQ </li></ul><ul><ul><li>Cognitive skills such as: </li></ul></ul><ul>...
<ul><li>Leadership Commitment </li></ul><ul><li>Employee Engagement </li></ul><ul><li>Training and Education </li></ul><ul...
Globally we are carefully selecting  credible efforts to align with… <ul><li>The National Society of High School Scholars ...
Objectives (Re-visited) <ul><li>Define the A&F diversity journey </li></ul><ul><li>Reveal what ignites passion around incl...
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5th Annual Global Diversity Seminar Barcelona Abercrombie & Fitch

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  • Our initiative is shaped by the people that are involved; their level of engagement keeps the initiative relevant, respected and renowned Before I begin, I want to ask a few of the folks on our diversity/initiative team to say hello and welcome or good afternoon in their language
  • In addition to the goals/objectives, I describe myself as a transparent leader, so today’s conversation – in my mind will be authentic and clear. There will be questions that I may not have the answers to and others that I do have the answers to
  • FAQs…Why were you compelled to take this role; Where did you begin to move this forward (step one, step two…) The beginning of the journey was rocky and difficult, we were met with buidling it from the ground up – placing kiosks in stores to track applications, revamping how we recruited, implementing a people selection process Then we moved toward meeting the public, visiting large student run events (e.g., Asian student leadership forum in California) to speak directly to those whose trust we needed to gain Before we move into our strategy, lets asking the first polling question to see where you all are…
  • Describe each driver in some detail, keep pace so that we stay on track with time… We communicate to our associates via an internal fan page on facebook throughout the year and increase that conversation during our signature diversity week; I also use twitter to communicate more broadly about issues of inclusion, generational issues, engagement of associates Highlight the HRC perfect score
  • Employee Engagement, as you will learn is what we consider to be our most inspirational driver because it forces us to be creative, thoughtful and out of the box to make it really work… The sub bullets to the right are examples of what we do to make it come to life..in other words, it IGNITES PASSION around INCLUSION
  • Employee Engagement, as you will learn is what we consider to be our most inspirational driver because it forces us to be creative, thoughtful and out of the box to make it really work… The sub bullets to the right are examples of what we do to make it come to life..in otherwords, it IGNITES PASSION around INCLUSIONEmployee Engagement, as you will learn is what we consider to be our most inspirational driver because it forces us to be creative, thoughtful and out of the box to make it really work… The sub bullets to the right are examples of what we do to make it come to life..in other words, it IGNITES PASSION around INCLUSION
  • In addition to the goals/objectives, I describe myself as a transparent leader, so today’s conversation – in my mind will be authentic and clear. There will be questions that I may not have the answers to and others that I do have the answers to
  • 5th Annual Global Diversity Seminar Barcelona Abercrombie & Fitch

    1. 1. Requirements for D&I Todd Corley Senior Vice President & Global Chief Diversity Officer Abercrombie & Fitch
    2. 2. Objectives <ul><li>Define the A&F diversity journey </li></ul><ul><li>Reveal what ignites passion around inclusion </li></ul><ul><ul><li>Engage employees across your generational differences </li></ul></ul><ul><ul><li>Utilize creative learning platforms to build leadership commitment and an emotional attachment </li></ul></ul><ul><ul><li>Build cultural dexterity, to effectively manage these initiatives in a U.S. and non-U.S. setting </li></ul></ul><ul><li>Assess where you and your organization are on the diversity journey </li></ul>
    3. 3. The A&F journey… <ul><li>CREATING and LINKING the commitment of diversity/inclusion with the brand </li></ul><ul><ul><li>Identifying the gaps </li></ul></ul><ul><ul><li>Establishing the standards </li></ul></ul><ul><ul><li>Auditing the tools and techniques </li></ul></ul><ul><li>BUILDING and SOLIDIFYING key relationships </li></ul><ul><ul><li>Sitting among our external stakeholders </li></ul></ul><ul><ul><li>Understanding our associate, customer and fans </li></ul></ul>
    4. 4. … required emotional engagement because we mirror a youthful worldview Generations Population % Of World Population Gen Y - 15-29 years old 1,723,911,077 25.47 Gen x - 30-44 year old 1,442,951,791 21.32 Baby Boomers - 5 - 64 years old 1,233,836,150 18.56 Traditionalists - 65-74 years old 316,330,067 4.67 “ Emotional engagement is an outcome of the strength of feeling we have towards work, our colleagues and our physical surroundings, all of which interact in non-simple ways. It is influenced by having the opportunity, desire and the right sort of environments, which allow us to connect with work and each other.”
    5. 5. … it took shape with a solid diversity strategy <ul><li>LEADERSHIP COMMITTMENT (e.g. presentation to the A&F Board of Directors; utilize diversity councils) </li></ul><ul><li>EMPLOYEE ENGAGEMENT </li></ul><ul><li>MEASUREMENT AND ACCOUNTABILITY (e.g., inclusive behaviors part of the performance review process; review diversity scorecards) </li></ul><ul><li>COMMUNICATION (e.g., share relevant updates via social media and newsletters) </li></ul><ul><li>TRAINING AND EDUCATION </li></ul><ul><li>POLICY INTEGRATION (e.g., revise associate benefits based on 2011 HRC/Corporate Equality Index guidelines) </li></ul>
    6. 6. Employee Engagement… <ul><li>LEADERSHIP COMMITMENT </li></ul><ul><li>EMPLOYEE ENGAGEMENT </li></ul><ul><li>MEASUREMENT AND ACCOUNTABILITY </li></ul><ul><li>COMMUNICATION </li></ul><ul><li>TRAINING AND EDUCATION </li></ul><ul><li>POLICY INTEGRATION </li></ul><ul><ul><li>Inclusion Challenge </li></ul></ul><ul><ul><li>Diversity Champion program </li></ul></ul><ul><ul><li>Diversity & Inclusion week </li></ul></ul>
    7. 7. … is leaving a lasting impression <ul><li>Inclusion Challenge </li></ul><ul><ul><li>Video </li></ul></ul><ul><ul><li>Essay </li></ul></ul><ul><ul><li>Music </li></ul></ul><ul><ul><li>Poetry </li></ul></ul><ul><li>Diversity Champion Program </li></ul><ul><ul><li>Behavioral Based </li></ul></ul><ul><ul><ul><li>Struggler </li></ul></ul></ul><ul><ul><ul><li>Observer </li></ul></ul></ul><ul><ul><ul><li>Champion </li></ul></ul></ul><ul><ul><li>Peer selected </li></ul></ul><ul><ul><li>Multi-month review </li></ul></ul><ul><li>Diversity Week </li></ul><ul><ul><li>Reinforcement of </li></ul></ul><ul><ul><ul><li>What </li></ul></ul></ul><ul><ul><ul><li>Why </li></ul></ul></ul><ul><ul><ul><li>How </li></ul></ul></ul><ul><ul><li>All-store call </li></ul></ul><ul><ul><li>Daily voicemails </li></ul></ul><ul><ul><li>D&I Training </li></ul></ul>
    8. 8. Measuring engagement through social media <ul><li>The Dresden HCo video submission was Liked instantly </li></ul><ul><li>Between July 1, 2011 to December 1, 2011 our facebook page grew from 3,138 fans to 6,034 fans . An increase of 2,896 fans in 5 months. </li></ul><ul><li>There are more than 3 million Friends of Fans on our A&F UNITED (diversity) facebook page </li></ul>
    9. 9. Training and Education … <ul><li>LEADERSHIP COMMITMENT </li></ul><ul><li>EMPLOYEE ENGAGEMENT </li></ul><ul><li>MEASUREMENT AND ACCOUNTABILITY </li></ul><ul><li>COMMUNICATION </li></ul><ul><li>TRAINING AND EDUCATION </li></ul><ul><li>POLICY INTEGRATION </li></ul><ul><ul><li>Scenario-based Learning </li></ul></ul><ul><ul><li>Interactive Theater </li></ul></ul>
    10. 10. … raises awareness and mitigates denial <ul><li>Scenario-based Learning </li></ul><ul><ul><li>Case study </li></ul></ul><ul><ul><li>Outcomes </li></ul></ul><ul><ul><li>Consequences </li></ul></ul><ul><ul><li>Alternate endings (based on behaviors) </li></ul></ul><ul><ul><ul><li>Struggler </li></ul></ul></ul><ul><ul><ul><li>Observer </li></ul></ul></ul><ul><ul><ul><li>Champion </li></ul></ul></ul><ul><li>Interactive Theater </li></ul><ul><ul><li>Actor-Trainer portrayal </li></ul></ul><ul><ul><li>Authentic </li></ul></ul><ul><ul><ul><li>Acronym's </li></ul></ul></ul><ul><ul><ul><li>Dress </li></ul></ul></ul><ul><ul><ul><li>Setting </li></ul></ul></ul><ul><ul><ul><li>Gestures </li></ul></ul></ul><ul><ul><li>Script development from interviews </li></ul></ul>
    11. 11. D&I globally means being culturally dexterous <ul><li>The skill to produce business success anywhere in this global economy. </li></ul><ul><li>The ability to gain expertise in cultures different from your own: </li></ul><ul><ul><ul><li>Leadership, thinking, and communication styles of key business partners </li></ul></ul></ul><ul><ul><ul><li>Values that impact business decisions </li></ul></ul></ul><ul><ul><ul><li>Business protocol </li></ul></ul></ul><ul><ul><ul><li>Cultural preferences that impact business </li></ul></ul></ul><ul><ul><ul><li>Country/regional history that impacts business… </li></ul></ul></ul><ul><ul><li>… and other factors pertinent to making correct business decisions . </li></ul></ul>
    12. 12. Developing the talent pipeline <ul><li>Work-related IQ </li></ul><ul><ul><li>Cognitive skills such as: </li></ul></ul><ul><ul><ul><li>A good grasp of industry and market dynamics </li></ul></ul></ul><ul><ul><ul><li>Technical expertise (marketing, finance, product development, etc…) </li></ul></ul></ul><ul><ul><ul><li>Organizational savvy/ability to get things done </li></ul></ul></ul><ul><li>People-related EQ </li></ul><ul><ul><li>Understanding emotional factors such as: </li></ul></ul><ul><ul><ul><li>Customer purchasing behavior </li></ul></ul></ul><ul><ul><ul><li>Vendor/supplier negotiation </li></ul></ul></ul><ul><ul><ul><li>Employee engagement </li></ul></ul></ul><ul><ul><ul><li>Trust/Collaboration </li></ul></ul></ul><ul><li>Culture-related IQ </li></ul><ul><ul><li>Voracious curiosity about global cultures </li></ul></ul><ul><ul><li>Becoming “literate” in cultures unlike your own </li></ul></ul><ul><ul><li>Leveraging the literacy to: </li></ul></ul><ul><ul><ul><li>Express unarticulated needs of employees/customers/business partners world-wide </li></ul></ul></ul><ul><ul><ul><li>Create organizations and teams that can meet those needs </li></ul></ul></ul><ul><ul><ul><li>Understand psychographics that drive behavior </li></ul></ul></ul><ul><ul><ul><li>Create effective strategies, initiatives, and partnerships </li></ul></ul></ul>
    13. 13. <ul><li>Leadership Commitment </li></ul><ul><li>Employee Engagement </li></ul><ul><li>Training and Education </li></ul><ul><li>Measurement and Accountability </li></ul><ul><li>Communication </li></ul><ul><li>Policy Integration </li></ul>Our results to date tell the story… we received our sixth consecutive 100% score on the HRC’s CEI the percentage of in-store models that self identified as non-white has quadrupled 40% of our VP’s and above are women in-store population of non-white associates topped 40% in 2009; comparably, in 2004 it was less than 10% (currently we stand at 50%+)
    14. 14. Globally we are carefully selecting credible efforts to align with… <ul><li>The National Society of High School Scholars (A&F Global Diversity & Leadership Scholars program) </li></ul><ul><ul><li>700,000 members </li></ul></ul><ul><ul><li>160 countries </li></ul></ul><ul><li>European Diversity Awards Program (A&F Diversity Champion award category) </li></ul><ul><ul><li>Awards program recognizing progress in achieving equity, inclusion and diversity throughout Europe </li></ul></ul><ul><li>New York Stock Exchange Euronext Global Diversity Symposium </li></ul><ul><ul><li>Best practices session for listed companies </li></ul></ul>
    15. 15. Objectives (Re-visited) <ul><li>Define the A&F diversity journey </li></ul><ul><li>Reveal what ignites passion around inclusion </li></ul><ul><ul><li>Engage employees across your generational differences </li></ul></ul><ul><ul><li>Utilize creative learning platforms to build leadership commitment and an emotional attachment </li></ul></ul><ul><ul><li>Build cultural dexterity, to effectively manage these initiatives in a U.S. and non-U.S. setting </li></ul></ul><ul><li>Assess where you and your organization are on the diversity journey </li></ul>

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