Helping Houses to grow
In 2021, the principal mission of the Human Resources department was to support the Group’s rapid growth by paying particular attention to the diversity of new employees and their inclusion within its Houses. Kering has also increased its appeal with talented young people by creating training programs for the most promising graduates, for example the Gucci Grade – Graduate Program in Retail, which is available across the Europe, Middle East and Africa zone, and the APAC Retail Excellence Management Trainee project, a recruitment and development program in China that features job rotation.
Joining Kering is the starting point of a rich, dynamic and varied career within an international group. Kering supports its employees and offers them opportunities tailored to their personal profile, so they can develop the best possible career for themselves. Training is a key part of this process, enabling every employee to increase skills and adapt to shifts in the nature of work. This is particularly important for employees in our stores, whose ways of working are being profoundly transformed by digitalization and the rise of both hybrid and remote selling. The Group has also created training programs for teams in support functions such as finance, human resources, and operations.
Internal mobility is another major focus for people development. To make it easier to find out about job opportunities within the Group, Kering has strengthened its internal communications with a series of campaigns for its managers and employees. To reflect its 2025 Strategy, the Group pays particular attention to the representation of women at every level of the company. The Kering Parity Index enables Houses to monitor and assess their performance in terms of gender equality and to identify areas for improvement that require corrective action.
“To attract and retain the best talent in the industry, Kering has made two commitments as an employer – ‘We Care’ and ‘We Dare’. It means offering a work environment that supports people’s well-being and personal development, while at the same time encouraging their autonomy, responsibility, creativity and risk-taking.”
Supporting well-being at work
For Kering, being an employer of choice also means making sure the work environment is a positive one for teams in terms of their well-being, particularly in the areas of work-life balance and the freedom to be themselves. To better meet its employees’ needs, the Group carried out its global Kering People Survey in 2021, focusing on both these aspects of well-being while also addressing questions of inclusion. Nearly 90% of employees responded, and their expectations have already been met with practical responses in the form of new campaigns about work-life balance, mental health, internal mobility and learning opportunities, along with support for Houses in terms of new modes of working (such as remote working and flex offices) and greater well-being services for employees.
In 2021, the Group carried out its global Kering People Survey to better understand and meet its employees’ needs.
Encouraging employee engagement
The Kering People Survey also underlined employees’ strong desire to be involved in community volunteering activities. In response, the Group launched the Giving Back Initiative in 2021. Thanks to various partnerships created with charities, this program allows employees to devote 21 hours a year to volunteering activities in their local communities. Already up and running in France and Italy, the program soon will be extended to the United Kingdom and in the medium term will be deployed in other countries where the Group operates.