Improving diversity in a relevant way implies a need for local target setting and relevant scoping, adapted to the local situation. Our Board of Directors is represented by a 60%: 40% (female: male) gender split. Currently, 72% of management positions are filled by female employees, which reflects the total share of women within the company. The goal is to reflect the global reach our company has. We have set clear goals to improve diversity with regards to gender, nationality/ethnicity, age and tenure for senior management. We furthermore set up an internal I&D collaborative forum to gather colleagues across our organisation, from business functions and brands, to share knowledge, practice, and challenges, to support the implementation of our I&D strategy. Several major initiatives continued and were intensified in 2020 – we rolled out mandatory trainings on inclusion and diversity for thousands of people across the company. We have been working hard on our commitments and will continue to share our progress and achievements, as well as about the challenges ahead. In 2020, we prioritized to map and analyse the diversity we have within our teams to date, to listen and understand local context and to set meaningful goals and relevant actions to secure positive and systemic change. This is why H&M Group increased the priority of inclusion and diversity in 2020 and for the coming years.
0 Comments
Leave a Reply. |