Context

Diversity and equal opportunities means creating a work environment which allows all our employees to fulfil their potential.

We seek to foster a culture in which our employee-related decisions, whether it be hiring, training or promotion, are taken based solely on an individual’s ability and contribution to Richemont’s success, irrespective of gender, age, ethnicity, disability, sexual orientation or any other aspect of their identity.

Our approach

As detailed in the Employees Code of Business Conduct (the ‘CoBC’), we do not tolerate harassment or any behaviour which creates a hostile, offensive or intimidating environment for our employees. The CoBC makes clear our approach to breaches of policy, which will lead to a process of investigation and, when appropriate, dismissal.

Flexible working

Richemont recognises the importance of enabling employees to balance the needs of work and life outside work. Flexible working is an option that many of our Maisons offer to employees.

Key performance data

It is important to monitor the age profile of our workforce to understand industry-specific and professional working experience, which is likely to vary with age. It also helps us with future planning, helping us understand our potential exposure to retirement costs and ‘knowledge drain’ from employees nearing retirement age.

We also monitor the gender balance in the workforce to promote diversity amongst staff.

Management analysis

We analyse our management population by age, gender and length of service to better manage our talent and help with succession planning. Management includes those positions which are ranked, according to a Group-wide job ranking methodology, depending on scope of job responsibilities, recognised experts with a high level of specific expertise, responsibility for leading a functional team or a market, and so on.

Case studies

Richemont North America Workplace Training