Diversity, Equity & Inclusion

• Ensuring an inclusive workplace for all employees by providing inclusive practices, ongoing training programs, employee resource groups and open dialogue in order to enhance communication, understanding and empathy.
• Increasing diversity at leadership levels.
• Monitoring and closing the gender pay gap for equivalent positions within the organization.
• Creating greater opportunities in the workplace for people with disabilities.

We are transparent with our data. It tells us what we are doing right and what we can do better.

Annual data provided by the People team at Gucci from 2018 to 2024 with the percentages of generational and age representation among Gucci’s global employees: Boomers, Generation X, Millennials, or Generation Z. Totals may not add up to 100 per cent due to rounding.

Totals by Generations

• Baby Boomers: 0.7%
• Generation X: 26.1%
• Millennials: 57.2%
• Generation Z: 16.0%

Data as of December 31, 2024

*Management includes corporate, retail, business and production positions of anyone with a subordinate.

Annual data provided by the People team at Gucci from 2018 to 2024 with the percentages of gender representation among Gucci’s global employees and Gucci’s global management. Totals may not add up to 100 percent due to rounding.

Total Employee Representation by Gender

• Female 63.5%
• Male 36.5%

Data as of December 31, 2024

Management by Gender

• Female 58%
• Male 42% Data as of December 31, 2024

*Management includes corporate, retail, business and production positions of anyone with a subordinate.

Annual data provided by the People team at Gucci from 2018 to 2024 with the percentages of diversity representation among Gucci US total employees and Gucci US management: American Indian or Alaska Native, Asian, Black or African American, Do Not Wish to Answer, Hispanic or Latino, Native Hawaiian or Other Pacific Islander, Two or More Races, or White. Totals may not add up to 100 percent due to rounding.

US Totals by Race & Ethnicity

• 0.3% American Indian or Alaska Native
• 14.1% Asian
• 16.2% Black or African American
• 31.4% Hispanic or Latino
• 5.3% I do not wish to answer
• 0.7% Native Hawaiian or Other Pacific Islander
• 4.6% Two or More Races
• 25.9% White
• 1.5% Not available

Data as of December 31, 2024

US Management by Race & Ethnicity

• 0.4% American Indian or Alaska Native
• 13.1% Asian
• 13.1% Black or African American
• 24.3% Hispanic or Latino
• 5.1% I do not wish to answer
• 1.1% Native Hawaiian or Other Pacific Islander
• 4.4% Two or More Races
• 37.4% White
• 1.1% Not available

*Management includes corporate, retail, business and production positions of anyone with a subordinate.

We believe that bringing people together with different backgrounds, perspectives, and experiences enriches the workplace. It creates space for individuals to express their talent, both individually and as a team, while fostering our ability to adapt to an ever-changing world. These are just some of our commitments to continue building an inclusive and representative workforce.

In 2023, Gucci became the first Italian luxury House to obtain, on a voluntary basis, the Certification for Gender Parity (PDR125: 2022), introduced by the Italian government’s National Recovery and Resilience Plan (NRRP). The audit process, conducted by Bureau Veritas, was based on six indicators: culture and strategy, governance, human resources processes, opportunities for women’s growth and inclusion, gender pay equity, and parenting support and work-life balance. This certification highlights Gucci’s tangible commitment to gender equality, which is propelled through a comprehensive strategic plan, led by a Gender Parity Steering Committee, aimed at implementing actionable initiatives that champion equality.

The Gucci Diversity, Equity and Inclusion Policy is implemented by the Steering Committee, management and the HR team, through principles of equal opportunities and meritocracy in the management of all phases of the company’s resources lifecycle, from selection, recruitment, access to training and growth paths, to remuneration.

• Expanding our inclusive practices within the hiring and interview process to focus on varied leadership.
• Leveraging the Human Resources and Talent Acquisition Teams globally to focus on furthering the company’s inclusive hiring commitment.
• Providing academic scholarships for university students from different backgrounds who are pursuing careers within the fashion and design industry through the Gucci Changemakers North America Scholarship and the Gucci Changemakers London Scholarship Programme.
• Implementing improvements to the candidate application process providing greater access to interview accommodations.

Working at Gucci means embarking on a journey through a purposeful environment where every voice can be heard, and each personality is fully expressed. We support our global team through the following initiatives:

• Gucci develops, engages, and retains employees through initiatives that include education programs.
  • In September 2021, a Global D&I Digital Training Program was launched focusing on understanding and recognizing unconscious bias, working in an inclusive team, and creating a more inclusive workplace. The training has been integrated as part of the digital onboarding process for all new hires. So far, almost 9,000 employees have completed the foundations of this digital learning path in retail and corporate offices globally.
  • First-time managers participated in a learning journey to support their transition from individual contributors to team leaders. This journey included understanding leading by example on corporate values and leading inclusively. From 2020 to 2024, a total of 1,539 managers in our Corporate and Retail divisions participated.
• Creating opportunities for employees to participate in Employee Resource Groups focused on different communities, people with disabilities, women, and their allies at Gucci, and LGBTQIA+, to cultivate belonging and a supportive community. At the corporate headquarters, there was significant interest in establishing Employee Resource Groups resulting in the creation of two new groups in 2023: Women in Luxury for Women Empowerment and Accessibility for Disability Awareness as well as another group established in 2024 dedicated to the LGBTQAI+ community called P.r.i.d.e. The Gucci Woman in Luxury Italy group contributed to the celebration of International Women’s Day in both 2023 and 2024, organizing conferences on key topics such as Inclusion in AI and Tech and the importance of Allyship. These events reached hundreds of employees, raising awareness and sparking meaningful dialogue on gender equity and inclusion.
• Continuing to protect the rights of LGBTQIA+ individuals and uphold the UN LGBT Business Conduct Standards for companies, which includes eliminating workplace discrimination, making sure business operations do not contribute to discrimination against customers, suppliers, or members of the public, and working with business partners to address possible discriminatory practices up and down the supply chain. Gucci is also a member of Free and Equal Parks, an Italian organization dedicated to the promotion of good practices related to respecting diversity, with a particular focus on the topic of sexual orientation and gender identity.
• Providing opportunities with the Gucci Changemakers Volunteering program globally, connecting employees with their local communities through projects in support of not-for-profit organizations that promote social justice, education, care for the environment, and support for art and culture. In 2024, nearly 3,500 employees took part in at least one volunteering initiative, contributing over 5,800 meaningful volunteering actions across the world. Engagement was especially strong in areas such as women's empowerment—educationally, socially, and economically—as well as supporting children's access to education.
• The commitment to promoting and valuing maternity/paternity leave, and the needs of each person, is a key element of Gucci’s strategy. The support for employee parenthood is also ensured through work-life balance tools which are integrated in Gucci’s welfare policies. The main tools adopted for this purpose are: a hybrid work model, parental leave, and welfare services.
• Gucci also recognizes the importance of people’s well-being and is committed to providing psychological support and coaching for a balanced work environment. Since 2021, Gucci Italy has partnered with an online psychological counseling service to offer all employees in Italy five free sessions in a safe and confidential setting. Furthermore, the House regularly hosts webinars to address common mental health challenges and promote emotional well-being.
• Gucci is also committed to raising awareness among all employees on the topic of financial education as a lever for female empowerment and a tool to combat economic violence.

• In 2024, women represented 63.5% of the global workforce with 58% female members in management roles.
• We encourage and regularly assess the participation of women on our Board of Directors.

Gucci is committed to taking concrete actions for a fair working environment and, consequently, to setting an example for the industry.

• In 2021, we analyzed gender pay parity at Gucci on a global scale, focusing on over 45 countries. Through the analysis, we were able to identify unexplained pay disparities by gender and assess potential actions. A new analysis on pay parity was conducted in the second half of 2023 with the goal of intervening to bridge any remaining gaps. This process led to reducing unexplained pay disparities on a global level and obtaining the first level of the Universal Fair Pay Certification for Kering, which is recognized for all the Group’s Houses.
• Also, in 2024, we submitted a report in the UK including all information related to the UK gender pay gap, as requested by the UK Government. The detailed report is available here.
• In compliance with French law, we are also communicating that the 2024 Gender Parity Index result for France is 98/100.

We are building an accessibility strategy from the inside out, which means being committed to creating systems change, while having a disruptive approach to disability inclusion.

• In July 2022, Gucci became the first luxury fashion brand to be certified by the Disability Equality Index®, a joint venture and benchmarking tool established by leading disability rights organization, the American Association of People with Disabilities (AAPD), and Disability:IN, a global business disability inclusion network supporting over 400 corporations. In 2024, Gucci was recognized as a “Best Place to Work for Disability Inclusion” for the third consecutive year with the highest possible score of 100% currently for US, Canada and Brazil.
• As Gucci works towards building a more inclusive workplace and customer experience, we have been running programs to improve the accessibility and experience in our stores. In North America, Gucci partners with Aira to enhance in-store accessibility for Disabled consumers, through the Aira app. Gucci also ensures that staff are trained to bring greater awareness to accessibility and inclusivity. In this regard, Gucci launched a workshop titled “Accessibility is True Inclusion” in 2021.
• Gucci has been promoting an Accessibility Campaign aimed at raising awareness, reducing stigma around disabilities, and fostering a more inclusive workplace. The first edition in 2024 focused on increasing understanding of different types of disabilities and how colleagues can offer support. In 2025, the campaign will shift its focus to accessibility features in commonly used software, helping employees create a more inclusive digital environment. Also, within Gucci Americas and Gucci Corporate Italy, we are enhancing opportunities for employees to participate in Employee Resource Groups focused on disability, called Guccibility and Accessibility.

• Gucci adopts and continues to evolve practices that embrace inclusivity and freedom of expression, including a company dress code that celebrates individuality and self-expression.

None of us can move forward when so many of us are held back. Yet progress towards gender equality hasn’t moved fast enough. At Gucci, we champion the rights of women, girls and non-binary individuals through a global campaign that takes action and inspires participation in a collective global community.

As part of our commitment, we have been supporting NGOs and grassroot movements advocating for gender equality and women empowerment, aligning closely with the objectives of the Kering Foundation. Since the launch of the campaign for Gender Equality in 2013, we have supported feminist organizations and activists, particularly focusing on vulnerable women and girls, including those from the Global South, Indigenous communities, and LGBTQ+ individuals. Through the campaign we have partnered, from 2013 to the end of 2024, with more than 196 organizations, raising over $23.590 million USD and impacting the lives of over 648,000 women and girls.

In 2021, Gucci took a leadership role within UN Women's Generation Equality Action Coalitions, specifically co-leading the Feminist Movements & Leadership Action Coalition, aimed at accelerating commitments to gender equality by 2026. More recently, Gucci has been focused on tackling emerging challenges and entrenched inequalities through grassroots feminism and strategic partnerships aimed at promoting equality and legislative reform. This includes supporting organizations like Equality Now, which works to reform legal frameworks that perpetuate gender-based disadvantages. We are continuing to amplify the voices of marginalized groups, with an increasing focus on Indigenous women, through initiatives such as UN Women Brazil.

In Italy, Gucci has been driving cultural change by challenging stereotypes and combating violence against women and girls. This includes supporting educational programs and reskilling initiatives to help survivors of violence achieve economic autonomy. Key partnerships include collaborations with organizations like Artemisia, BEAWARENOW, Fondazione Una Nessuna Centomila, and Cooperativa Eva. Through these projects, Italian craftsmanship is valued and sustainability is promoted by reintegrating unused materials into manufacturing though our Gucci-Up circular program.

Gucci also conducts, in collaboration with the Kering Foundation, awareness-raising training sessions for male and female employees on the topic of domestic violence. As part of our inclusive approach, Gucci plays an active role in promoting refugee inclusion. In particular, we participate in the “Welcome. Working for Refugee Integration” program, which has led to Gucci receiving an award from the UN Refugee Agency (UNHCR) for several consecutive years in recognition of the House promoting the employment of refugees in Italy.