CIP 3

1. What do you think are the stated and unstated reason's for Gap's commitment to diversity and inclusion?
2. The case described Open to All Color Proud, mentoring, employanaces unverary. what and This Way Ahead as some of the specific ways in which Gap manages diversity. What are your thoughts about these practices? How resource intense are they? How useful do you believe they would be in businesses in other industries in
3. How important do you think Gap's diversity and inclusion practices are in regard to hiring and retaining its workforce?
4. In your opinion, to what extent does Gap's influence extend beyond the boundaries of the organization to impact change in the world?
5. Gap Inc. has set a high bar for proactively cultivating a cuture of diversty and inclusion and yet there are instances where these goals were not universally met, particularly in their global operations. How do you reconcile the company's domestic efforts with the labor rela-tons problems it encounters as part of lite global supply chain? What is Gap's obligation to address these concerns?

13.5 Case in Point: Diverse and Color Proud at Gap Inc. TY Lim/Shutterstock.com The San Francisco, Califomia based Gap Inc. is a clothing giant, with over 3,500 locations in 90 countries, supported by 129,000 employees. The company owns well-known brands such as Banana Republic, Old Navy. Athleta, as well as Gap, and is a leader in casual men's, women's, and children's clothing. Gap was ranked by Newsweek as one of America's most responsible companies in 2020 for their commitment to doing good and giving back to their communities. Founded over 50 years ago, the company regards its prosocial values as the key to the way the business is run. Diversity and inclusion are high among these values. For example, in 2018, the company signed the "Open to All" business pledge affirming that it would treat customers, employees, and suppliers with dignity and respect, and it would provide a welcoming and safe environment to all regardless of sex, sexual orientation, national origin, race, ethnicity, religion, and disability. Gap was named one of the world's most diverse and inclusive companies in 2018 and 2019. ranking among the top 10 in both years. For a business catering to a diverse customer base, civersity and inclusion is critical to the bottom line of the business. As a case in point, Gucol received backlash after a design resembling blacklace on a sweater. Similarly, Prada came under Gap when they started selling keychains that resembled racist caricatures. It is no accident that Gap seems to avoid such missteps and fiascos. In 2018, the company formed the Color Proud Counci consisting of 45 employees charged with being present in all phases of a collection's creation. The council makes sure that marketing, merchandising, and hiring decisions are inclusiver. One of their success stories is Banana Republic's "True Hues" collection consisting of skin col. of all skin tones, with the sales significantly beating expectations. The company uses a number of different strategies to foster diversity and inclusion. Be One Get One (BOGO) is a mentoring program aimed at developing careers of employees. The company fosters a number of different employee resource networks, such as Asians Supporting Inclusion and Awareness (ASIA), Gap Parents, and Women in Leadership (GAPW) The leadership team is spit evenly between men and women, but there is room to trprove. For oxamite. Michesio Nyrop. to San Francisco. Which allowed theam to biakd their tesim of 200 trom the ground up, fossiting in low income neighborhoods, Applicants are scrected based on ther potontial is opposed to plist work experience. and are provided wath a job coach who wit thow them the woy and helo them got integrated into the bushess, in Desplte its highly visible - offorts to create an inclustwe workplace, Cop's reptetation in labor relations is far from spotless and shows much need for improvement. For example, in 2007 , the company admited to having inadvertently used cilid labor in their subcontractod production lines procuced in India. Further, in 2018 , a report by Globel Labor Justice reveaited that femalo work. as in their Asian factories wore subject to gender-based volence and abuso, with the compary agreeing to investigate the issuc. These examphes point to the importance of intusing domestic diversity goals and initiatives into al aspects of one's busiess, particularly bectuse of the necessity to manage a global supply chain ethicaly wi (n4) Multimedia Extension A Culture of Equality 4ew in the onling reader Case Discussion Questions 1. What do you think are the stated and unstated reason's for Gap's commitrent to diversty and inclusion? 2. The case described Open to Al, Color Proud, mentoring, employee resource networks and This Way Ahead as some of the spectifo ways in which Gap manrges diversity. What are your thoughts about these practices? How retsoutce intenise are they? How ulatt do you beleve they would be in businosses in other indeatres? 3. How important do you think Gap's dipersity and thctision pioctioes are in regaci to hing and retairing is workdorce? 4. in your opinion, to what extent doas Gap's infuence exterid bepond the botinclaries of the orgarization to injpact change in the world? 5. Gap ine. has set a high bar for proactively cuitiasing a culture of diventy and hetusion and yot there are instances where these goalt were not unicsily mot, particulaly in their global operations. How do you roconcle the compawy's domestic efforts with the tabor reatlions probleme it enoounters as part of its gobal suppy ctum? What ia. Cap's obloation to adidess thase concems