Embracing Diversity and Fostering Inclusion

Embracing Diversity and Fostering Inclusion A commitment to equality, opportunity and connection

We are committed to developing an inclusive, diverse workforce and pipeline of future leaders. Our business can only thrive if others have the chance to do the same, and our culture is based on a deep respect for every individual. We believe embracing diversity promotes creativity and innovation and helps to attract and retain the best talent everywhere we do business. For our business to grow, our people also need to understand and embrace the wide variety of cultures that we increasingly encounter across our brands and store locations.

Embracing diversity and inclusion

Embracing diversity promotes creativity and innovation and helps to attract and retain the best talent everywhere we do business.

Promoting Equality

Creating opportunity for women is deeply embedded in our culture. From store managers to division presidents, women have long played a key role in running and growing each of our brands. Women make up 74 percent of our employees and currently lead four of our five brands, including Old Navy, Banana Republic, Athleta and Intermix.

Our own experience and much external research show that more women participating in leadership roles results in better outcomes for our business and everyone it touches.

  • Companies across all sectors with higher female representation at the board level or in top management exhibit higher: returns on equity, valuations and payout ratios (Credit Suisse, 2014)
  • Companies with top-quartile representation of women in executive committees have, on average, 47% higher ROE and 55% higher EBIT (McKinsey, 2010)
Embracing Diversity & Inclusion - At A Glance

We believe in standing up for all forms of equality both inside and outside of our company.

We believe in standing up for all forms of equality both inside and outside of our company. This includes raising our voice in opposition to a wave of proposed legislation against members of the lesbian, gay, bisexual and transgender (LGBT) communities, many of whom are also likely to be our customers as well as future and current employees.

Our commitment to equality and diversity is embedded in our Code of Business Conduct, which includes a zero tolerance policy for any form of discrimination, harassment or retaliation. This policy applies to our directors, employees, applicants, customers and business partners (including independent contractors and suppliers).

Embracing the Next Generation

To build our business and provide opportunities to youth, we are committed to developing an inclusive, diverse workforce and pipeline of future leaders. Our recruiting efforts include attending and supporting minority job fairs. Gap Foundation’s youth programs provide internships and job opportunities to marginalized youth from underserved areas.

Our ASCEND program recognizes diverse store leaders and corporate employees who demonstrate the capability, desire and potential for career advancement. ASCEND includes access to mentoring opportunities that help empower employees to succeed and enable the company to build a diverse pipeline of future leaders.

To expand opportunities for youth and build our business, we are committed to developing an inclusive, diverse workforce and pipeline of future leaders.

Employee Resource Group

Gap Inc. employees from diverse backgrounds have taken the initiative to develop a number of Employee Resource Groups, which provide opportunities for cross-cultural learning, mentoring and relationship building. These groups organize development, networking and volunteering events. They provide employee input and support on internal initiatives, as well as offering consumer perspectives and product feedback that help Gap Inc. in the marketplace. In addition, they use their knowledge of various countries and cultures and foreign language skills to support global aspects of our business. In return, engaged employees get experience networking, gaining visibility, and meeting leaders across the company.

Our newest Employee Resource Groups, GapWIL and M-Suite, were recently formed to help meet the needs and develop emerging women leaders and recognize the growing role of Millennials in our business. Over 2,000 people have participated in these six programs annually:

  • African American Networking Group (AANG)
  • Asians Supporting Inclusion and Awareness (ASIA)
  • Gap Gay Employees, Allies & Resources (GEAR)
  • GapWIL (Women in Leadership)
  • Honoring Our Latino/Hispanic Ancestry (HOLA)
  • M-Suite (Millennials)

Results

In 2014, 51 percent of our full-time and part-time (non-seasonal) employees in the U.S. classified themselves as white and 49 percent identified as ethnically diverse.

Gap Inc. Owned Facilities

U.S. Ethnic breakdown 2011 2012 2013 2014
White
All 57% 54% 53% 51%
Management 75% 75% 75% 74%
New Hires 57% 53% 51% 49%
Asian
All 6% 6% 6% 6%
Management 8% 8% 9% 9%
New Hires 5% 5% 6% 6%
Black
All 17% 18% 19% 19%
Management 6% 7% 6% 6%
New Hires 18% 22% 23% 24%
Hispanic
All 17% 18% 18% 20%
Management 9% 9% 9% 10%
New Hires 14% 15% 16% 17%
Other Minority
All 3% 4% 4% 4%
Management 1% 1% 1% 1%
New Hires 5% 5% 5% 5%
All Minorities
All 43% 46% 47% 49%
Management 25% 25% 25% 26%
New Hires 43% 47% 49% 51%
* U.S. full-time and part-time, non-seasonal employees. Data on ethnic diversity not available outside the U.S.

(*We only track data on ethnically diverse employees in the U.S. Due to differences in country regulations and reporting, we do not have similar data for other countries.)

We monitor and assess the balance of women and men across our business.

Global Gender Representation

Global Gender Representation 2011 2012 2013 2014
VP & Above
Women 49% 47% 49% 46%
Men 51% 53% 51% 54%
Director / Sr. Director
Women 59% 59% 59% 59%
Men 41% 41% 41% 41%
Manager / Sr. Manager
Women 61% 60% 61% 60%
Men 39% 40% 39% 40%
Store Management
Women 69% 69% 69% 68%
Men 31% 31% 31% 32%
New Hires
Women 71% 70% 70% 72%
Men 29% 30% 30% 28%
Overall
Women 73% 73% 73% 74%
Men 27% 27% 27% 26%

U.S. promotion rates for women exceeded those of men at the VP & Above and Manager/Senior Manager levels for three out of the last four years.

U.S. Promotion Rates by Gender & Position

U.S. Promotion Rates by Gender & Position 2011 2012 2013 2014
VP & Above
Women 12% 3% 8% 8%
Men 7% 7% 3% 5%
Director / Sr. Director
Women 9% 7% 12% 9%
Men 7% 7% 9% 11%
Manager / Sr. Manager
Women 11% 14% 13% 13%
Men 9% 14% 14% 13%
Professional
Women 7% 7% 7% 7%
Men 7% 7% 7% 8%
Overall
Women 7% 7% 7% 7%
Management 7% 7% 7% 8%