By Kristin Mestre, Brand Awareness and Advocacy, SAP SuccessFactors
Submitted by Tapestry, Inc.
During her 14-year tenure at New York-based house of modern luxury lifestyle brands Tapestry Inc., Global Human Resources Officer Sarah Dunn has helped the company navigate tremendous cultural and societal change. We asked her how Tapestry is addressing the challenges of becoming an inclusive employer and about the role HR plays in achieving diversity, equity, inclusion, and belonging (DEIB) goals.
Success through diversity
Tapestry considers that having a diverse workforce is crucial to business success. “For us, difference sparks brilliance. We welcome everybody from everywhere to help us stretch what's possible,” confirms Dunn. “Diversity gives us the creativity we need in our to bring our brands to life as well as enabling us to understand and interact with our customers in the right way. This focus on inclusivity is even reflected in the company’s name. “When we changed our name five years ago, ’Tapestry‘ was chosen because it represents the weaving together not only of our different brands but also of different groups of people,” remarks Dunn. “It’s certainly the case that DEIB is at the heart of our HR strategy and one of our most important strategic objectives.”
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Tapestry, Inc. is a New York -based house of modern luxury lifestyle brands. The Company’s portfolio includes Coach, Kate Spade and Stuart Weitzman . Our Company and our brands are founded upon a creative and consumer-led view of luxury that stands for inclusivity and approachability. Each of our brands are unique and independent, while sharing a commitment to innovation and authenticity defined by distinctive products and differentiated customer experiences across channels and geographies. To learn more about Tapestry, please visit www.tapestry.com. The Company’s common stock is traded on the New York Stock Exchange under the symbol TPR.
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