We believe our people — individually with diverse perspectives and collectively through collaboration — are what set us apart. At Gap Inc., we support our employees by fostering an inclusive culture and offering tools, experiences and benefits that ignite truly fulfilling careers.
At Gap Inc., we aim to build workplace equity, invest in learning and development for employees at all levels of our organization, and cultivate workplace culture and benefits programs that meet the needs of our employees. We also champion initiatives and ideas that encourage volunteering and ensure that we give something back to the communities and places where we work and live.
At Gap Inc., our purpose is to be Inclusive, by Design. We believe that when you realize that inclusion isn’t optional, gaps close and a whole new world of possibility opens.
We embrace opportunity hiring, a talent strategy that is helping us diversify and support our global workforce. In 2021, we launched a pilot in our Ohio Customer Experience Center to employ refugees through a collaboration with Tent Partnership for Refugees, and we’re part of the Second Chance Business Coalition, which promotes the benefits of employment for people with criminal records.
Fostering an inclusive culture has been our priority since the formation of our first Equality and Belonging Group over 15 years ago. We are committed to our goals of improving representation, continuing to build a diverse talent pipeline, strengthening our workplace diversity and inclusive culture, and supporting talent across the employee lifecycle.
Read more about Equality and Belonging at Gap Inc.
Our enterprise-wide approach to building talent provides all our employees—professionals, managers, directors and executives—with best-in-class training. Our aim is to inspire and engage Gap Inc.'s talent through a consistent framework that empowers employees to drive their work forward while building strong relationships.
Our tiered focus meets individual contributors and leaders where they are on their professional journey, with programs that include:
As part of our deep commitment to building an inclusive workplace, we also offer learning experiences that build inclusive habits and practices. These include mandatory racial equity and unconscious bias training, employee onboarding that integrates content on inclusion and equity, new leader workshops, inclusive design courses, and our Be One. Get One. mentoring program focused on cross-cultural mentorship. We also embedded “Championing Inclusion” into our core company values and invest in Allies and Advocates Workshops.
We value our employees’ feedback and use pulse surveys on topical issues to capture real-time data that allows us to respond faster to employee needs. We issue surveys to representative samples of employees, with the aim of having all employees participate in the survey quarterly. We also collect feedback about our employees’ work experience during performance reviews.
As a retailer that values hands-on experience in our stores, we give store employees opportunities to take on higher-level field and corporate positions. Approximately 18% of Gap Inc. executives at the vice president level and above started their careers working with product and customers in stores.
We offer financial incentives, work-life integration and benefits aimed at helping our employees make the most of their professional and personal lives. Our new “Hub + Home” model considers every facet of the employee experience—including tools, policies, technology and physical workspaces—to support a workforce culture of performance, creativity, collaboration and agility.
We also offer a variety of programs and benefits to accommodate the different needs of our employees and their families:
Nationwide family support: U.S. full- and part-time employees have online access to child-, elder- and pet-care resources. Full-time U.S. employees also benefit from back-up childcare and priority access to nationwide childcare centers.
Parental Leave: For U.S. employees, we provide 12 weeks of paid parental leave (six weeks at 100 percent of pay and six weeks at 50 percent of pay) to support employees with new family members. This benefit is available to all full-time employees after six months of service, as well as part-time employees who have worked at least 24 hours a week for the six months prior to parental leave.
Phase in/phase out: Eligible employees can temporarily reduce their work hours before, during or after parental or family leaves of absence.
Scheduling and wages: We have taken steps to raise our U.S. hourly minimum wage and improve scheduling practices, including eliminating on-call scheduling and providing employees with at least 10 to 14 days’ notice for their schedules.
Health and wellness benefits: We offer comprehensive medical, dental and vision coverage for full-time employees. We provide access to free counseling, as well as a wellbeing program that spotlights physical, mental, financial and social wellness, and includes free meditation and fitness classes..
Work-life balance and lifestyle benefits:
We are dedicated to occupational health and safety and strive to prevent and promptly address any work-related injuries. Our centralized online reporting system tracks all incidents and injuries. We analyze the information at least quarterly to assess risks and develop preventive measures. Our internal claims team and safety department analyze recurring injuries or issues to determine if current policies or practices need to be amended or if more training is required to address risks. Our independent Internal Audit department audits health and safety risks and processes, and we incorporate results into the performance evaluations and compensation of relevant personnel.