In line with its Council to Advance Racial Equity (CARE) and Inclusion, Diversity, Equity and Action (IDEA) initiative, VF Corp. is implementing a number of new measures in its labor policy. “All VF employees will participate in a foundational inclusion and diversity learning journey to ensure they share a common vocabulary and commitment to establishing a culture of belonging, allyship and advocacy,” says the group. Executives will hold “quarterly listening and learning sessions as a component of their people strategies.”
Setting an important target for 2030, VF says to wants to achieve by then ”25 percent Black, Indigenous and People of Color (BIPOC) representation” among executives with a rank of director or above. To this end it has arranged a masterclass and apprenticeship program with the Pensole design academy to “introduce Black and Brown students” to such VF brands as Timberland, The North Face and Vans.
For general recruitment, VF will be borrowing from the legal profession, applying a modified Mansfield Rule under which initial candidate slates for promotions or hires will contain “at least 50 percent diverse candidates (defined as women, BIPOC, LGBTQ+ individuals and individuals with disabilities).”
VF pledges to have eliminated by 2024 “any identified pay gaps for employees, sponsored athletes and influencers.” The company will also “cascade IDEA goals to all people managers” and tie the bonuses of directors to the implementation of the related goals. It will have doubled its procurement from “minority- and women-owned” suppliers by 2025.
One tenth of VF’s annual grant funding in the U.S. will go toward “community initiatives that advance VF’s racial equity strategy.” VF’s vice presidents will spend three hours per quarter “mentoring BIPOC employees” and helping to formulate “advancement plans for high-potential BIPOC employees.”
With Management Leadership for Tomorrow (MLT), a non-profit organization in the U.S., VF is launching Black Equity at Work, a program to certify corporate standards.