Our path to broadening opportunity and building belonging is organized
across four areas of work. Within each of these, we have set commitments
with supporting initiatives.
We commit to continuing to innovate attraction, retention and promotion of
associates of all backgrounds through our investments in our recruitment
and on-boarding processes.
Initiatives That Support Our Commitment:
Expanding Pipeline
We will continue to invest in recruiting, retaining and promoting leaders
and talent from underrepresented groups. As part of this initiative, we
will partner with platforms specializing in career advancement
opportunities for candidates from diverse backgrounds. This will help us
expand our talent pipeline and grow the network of schools and employers
from which we source candidates.
FOSTERING NEXT-GENERATION TALENT
We will build on existing work with Historically Black Colleges and Universities (HBCUs), AAPI and Hispanic Institutions, and Tribal Colleges and Universities to ensure a diverse pipeline of candidates, including for entry-level positions and summer internships. As part of this, we’re launching PLC X J.Crew—a design-focused master class created in partnership with the HBCU Pensole Lewis College (PLC)—to discover, develop and promote diverse design students, and better diversify J.Crew’s future creative talent.
Enhancing Recruitment & Interview Processes
We have invested in our internal processes to ensure greater equity and
inclusion through recruiting, interviewing and hiring of external talent.
This includes the implementation of interview guides to help counteract
unconscious bias, enhanced training for hiring managers and more robust
tracking of representation in the recruiting pipeline.
