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Requirements for D&I Todd Corley  Senior Vice President & Global Chief Diversity Officer  Abercrombie & Fitch
Objectives ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The A&F journey… ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
… 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.”
… it took shape with a solid  diversity strategy ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Employee Engagement… ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
… is leaving a lasting impression ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Measuring engagement through  social media ,[object Object],[object Object],[object Object]
Training and Education … ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
… raises awareness and  mitigates denial ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
D&I globally means  being culturally dexterous ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Developing the talent pipeline ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],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%+)
Globally we are carefully selecting  credible efforts to align with… ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Objectives (Re-visited) ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

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5th Annual Global Diversity Seminar Barcelona Abercrombie & Fitch

  • 1. Requirements for D&I Todd Corley Senior Vice President & Global Chief Diversity Officer Abercrombie & Fitch
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  • 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.”
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Editor's Notes

  1. 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
  2. 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
  3. 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…
  4. 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
  5. 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
  6. 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
  7. 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