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Gap Inc. prioritizes fostering a culture of equality and belonging and developing sustainable economies.
A self-described optimist, high school senior Richard Greene felt discouraged after being rejected for job after job.
He was applying for work so he could save money for college.
The director of the Boys & Girls Club he attended encouraged him to apply for This Way ONward, and with support from his parents, he was successful.
When Richard started work at Old Navy, he found himself surrounded by a supportive team, including his store leader, a job coach, and a “Big Sib” coworker.
Richard was in his element and enjoyed interacting with customers and sharpening his leadership skills.
His worries about college, and life began to drop away.
“Having a job you enjoy keeps you present,” he said.
“It helped me leave the stress of the world behind.
Richard also began to see that the real impact of work wasn’t the paycheck but the people.
We have moved to a biennial cadence for the evaluation survey due to consistently positive results.
Old Navy believes that opportunity should be for all, not just the few.
Through This Way ONward, Old Navy is continuing its journey to become the world’s most inclusive brand.
Old Navy has been expanding This Way ONward since generation of leaders.
Through a growing network of partners, including Boys & Girls Clubs of America, the program tackles systemic barriers to employment.
This Way ONward provides young people aged between structured training and valuable first-job experience.
Alumni stay with the company twice as long as their peers, and store managers say This Way ONward hires are top performers.
Our latest evaluation surveya sense of belonging at Old Navy, feel supported by their managers, and are excited about their work.
Find more about This Way ONward on our website.
In of Old Navy stores across North America hired This Way ONward associates.
Old Navy raised and donated a total of approximately $the program.
To engage more people to join, Old Navy has invested in high-profile storytelling campaigns that promote the power of mentorship.
This Way ONward Influencers have shared their stories on social media, showing how the program improved their confidence, taught them new skills, helped them see their potential, and enabled them to pay it forward by mentoring others.
The program aims to give members access to the networks, mentoring, and skills that will take them from their first jobs to career rockets.
Select alumni in the U.S. and Canada participated in this program, which we will expand in the coming years.
This Way ONward continues to provide Old Navy with a diverse and reliable source of talent.
In applicants were hired, compared with less than 10 percent of applicants from other sources.
The program also supports Gap Inc.’s Equality & Belonging goal to achieve diverse representation in our pipeline.
of color. Gap Inc. continues to integrate insights and new resource tools from This Way ONward into our talent strategy.
In addition to hiring for potential and cultivating talent pipelines, we apply lessons learned to ensure we provide the right post-hire support to help entry-level retail store employees thrive, particularly those who are from underrepresented or marginalized groups.
In response to the pandemic, This Way ONward supports innovative recruitment, hiring, and training.
Tools such as virtual career fairs, interviews, job-readiness workshops, and volunteer and mentorship opportunities have helped make the program accessible to more people, including participants, field leaders, Old Navy leadership teams, nonprofit partners, and mentors and volunteers.
The numbers are cumulative since program launch. 12.
Excludes those who did not disclose their ethnicity or otherwise have not submitted one.
We converted several key training programs into virtual experiences, including our Rotational Management Program (high-potential entry-level talent), Leadership Essentials Program (first-time leaders), and coaching programs for mid-level leaders.
We continue to see our Rotational Management Program as a pipeline for emerging and diverse talent, with and with 82 percent female participation.
We have recently embedded ESG training within the Rotational Management Program to train our managers on the issues that will define their futures.
All of our full-time employees receive regular performance reviews.
individual learning, we implemented the Workday platform, which empowers leaders and employees with access to employee and team information they need.
TALENT DEVELOPMENT By putting people first, we increase employee engagement and create business value.
We do this by cultivating a workplace culture and providing benefits that meet the professional and personal needs of our employees and their families.
This includes offering financial incentives and designing work schedules that give in-store staff greater stability, flexibility, and work-life balance.
With the ongoing pandemic, we continue to listen to our employees through the Pulse survey and offer our Be You, Be Well benefits program.
It includes access to counseling and our Be Well + Stay Connected speaker series, featuring thought leaders, meditation programs, and fitness classes to support the physical and mental well-being of our people.
We are excited about building a better future of work that helps Gap Inc. establish a performance culture anchored in excellence, grow our purpose-led brands, and enable our employees to meet their professional aspirations.
Find more about how we support and develop our exceptional people on our website. Our Future of Work model brings us closer to our customers and each other.
The model supports employees working in a combination of in-office and virtual settings based on where they deliver their best work for the customer – ultimately unlocking creativity, collaboration, and agility.
We are examining every facet of the employee experience – including tools, policies, ways of working, technology, and physical workspaces – to support a culture of performance and connection, while delivering innovative work, living our values, and attracting best-in-class talent.
We tailor training programs and resources to employees’ levels and needs, including investing in first-time leaders through mid-level leader coaching and development.
We provide seven hours of onboarding for all new leaders, cohort experience for new leaders in our Distribution Centers; and one to six weeks of training for our Product functions.
We also provide individual coaching for more than 170 of our leaders.
We also continue to offer access to the LinkedIn Learning program, which offers free online courses with topics ranging from technical skills to professional development.
A representative sample was obtained for both groups.
We think it is important to hire people who we believe will bring value to the organization, regardless of their background or experience.
We see diversifying and supporting the potential of our global workforce as a critical part of our advancement and corporate talent strategy.
These assessments allow candidates to provide evidence that a conviction is not related to their ability to perform a job and let us determine whether a criminal record is specifically related to the position that a candidate has applied for.
In April Business Coalition, which promotes the benefits of employment and career advancement for people with criminal records.
As part of this, we participated in Dave’s Killer Bread’s Second Chance Corporate Cohort, which further informed our work in second chance hiring with current leading practices and frameworks to support our hiring the best person for the job, regardless of their conviction history.
STARS In other funders, supported the development of workers who are skilled through alternative routes (STARs).
The campaign, which will run in employers perceive STARs as individuals who represent a high-potential talent source with valuable skills and experience.
a commitment to train and hire Afghan refugees as they begin their new lives in the U.S.
in the U.S. We have also continued providing life skills education and technical training to refugee women through our P.A.C.E. program (read more on p.
We believe every applicant deserves an opportunity at a career with our company.
In pledge (AP Leadership) to commit to providing individuals with criminal records, including formerly incarcerated individuals, a fair chance to participate in the American economy.
Since publishing our inaugural Equality & Belonging Report in and programs that support a new equality agenda for our employees, customers, and communities.
OUR EMPLOYEES At Gap Inc., we’re committed to making space for candid conversations where employees feel valued, safe, and a deep sense of belonging.
plan to release our annual update on Gap Inc.’s equality and belonging commitments.
OUR CUSTOMERS It is our collective responsibility to ensure that all customers are both seen and valued across our portfolio of brands.
We work to create products and customer experiences that authentically reflect the diversity of our customers.
Since we became a founding member of Open to All in develop industry tools and resources to ensure the inclusion, safety, and respect of all customers, employees, and communities.
In launch of the groundbreaking Inclusive Retail initiative, which features two new tools: the Customer Action Center, which teaches customers how to be allies and intervene when needed, and the Inclusive Retail Business Toolkit, which equips retail staff with tactics proven to mitigate racial bias.
OUR COMMUNITIES We are optimizing our platform to support and advance our most historically marginalized communities and help end racial inequality.
Through our multi-pronged partnership strategy, we strive to support and elevate our communities by building critical awareness of what creates barriers to access and opportunity.
Our established partnerships, with organizations focused on racial and social equity initiatives, work to drive our ambitions forward and deliver on our commitments to the communities we serve.
At Gap Inc., our purpose is to be Inclusive, by Design.
With inclusion built into our DNA, we began by hoping to bridge a generation.
Today, we believe inclusion is going to change the world.
We promote Gap Inc.’s values to be a force for good in the world, while our legacy of community involvement cultivates a culture of employee engagement and community impact.
We provide opportunities for employees to learn and connect with each other and their local communities, and to support social and environmental issues that are meaningful to them and our company.
This includes company- and employee-led activities, rallies, events to raise awareness and money, opportunities to volunteer, and more.
care about in ways that work best for them.
In January, we curated a campaign in honor of Martin Luther King, Jr., which included opportunities for employees to learn more about Dr. King and volunteer in ways that use his legacy to inspire action.
This campaign also included a fundraising element, in which Gap Inc. matched any donation of $$2,000) to the Enterprise for Youth, a jobreadiness training program for young people in San Francisco.
For World Water Day in March, we held another Walk for Water that helped raise awareness and funds to address the challenges that women around the globe face accessing water.
More than employees from nine countries completed a 1.2-mile walk, a distance that represents the average distance women around the world walk every day for water.
led by employees in our San Francisco headquarters.
Our annual Volunteer Rally saw nearly 60,000 hours of their time and talents to their communities.
Some contributed to community projects to beautify local parks and beaches, while more than took part in a “closet cleanout” to highlight opportunities to donate and reuse clothing.
In China, contributed 600 volunteer hours making gift bags for children with cancer and sorting clothes for recycling or donation.
DISASTER RELIEF In and NGOs, including $500,000 for disaster relief following the California wildfires, ice storms, and power outages in Texas, and Hurricane Ida.
In response to the widespread damage and devastation caused by a series of tornadoes in the Midwest and Southeast U.S., in December Philanthropy.
This helped support the physical, emotional, and economic recovery of individuals and families impacted by this natural disaster.
Named after the tightly woven edge of a fabric that prevents it from unraveling or fraying, the Selvage Fund was created to support Gap Inc. employees in times of need.
We believe that a clean and healthy planet is a fundamental human right.
Climate change and water scarcity are global challenges that transcend boundaries, affecting people and communities everywhere.
OPPORTUNITY Our environmental approach centers on addressing climate, waste and water issues by creating more sustainable products.
These are the issues where we see significant potential to positively impact people’s lives and enrich the world’s communities.
Many of our initiatives, especially around water, positively impact the lives of women by increasing the opportunities available to them and recognizing the central role they play in every step of the production of the garments we sell.
Protecting our planet is fundamental to our sustainable business strategy and central to our company’s future.
Through our work to achieve our bold goals, we take steps every day, including incorporating more sustainable practices into product development and partnering with businesses, nonprofits, governments, and community organizations, to do our part in building a thriving planet.