Talent Management

Portrait of employee

Seeking a better life for your family. Building the confidence to set bigger goals. Finding time to mentor an intern. These acts inspire us every day—and they are carried out by people touched by our business throughout the world. We could not succeed as a company without exceptional people who support our business—from the employees in our retail stores, to the workers on the factory floors, to the communities that surround our operations. These are the people who make our company what it is today, and by helping them succeed, we all succeed.

We could not succeed as a company without exceptional people who support our business.

Man with laptop computer

We aim to create opportunities for our employees, for women and girls around the world impacted by the apparel supply chain and for young adults seeking to begin their career, so they can reach their goals and fulfill their greatest potential.

As a company, we can make the biggest impact by focusing on areas that align with our business and affect the people we work with. Our mission is to enable opportunity for people and communities. We focus on creating opportunities for our employees, young people seeking their first jobs, the workers who make our clothes and the women and girls in the global communities where our company has influence and reach. We set ambitious goals, and we integrate our advancement programs into our core company operations to deliver social and business returns. 

We know that collaboration allows us to engage with people and contribute more to communities than we could alone.

Our empowerment, equality and belonging, and employee and workforce programs support the rights and well-being of the people who embody and drive our business, ensuring they have equal opportunity and support to develop personally and professionally. Within our global workforce, our teams are dedicated to giving back, both through their time and their support, and Gap Inc. is there to match them every step of the way. Working with and hiring great people, encouraging their development and supporting them for who they are just makes sense. 

One of the critical ingredients to the success of our programs dedicated to enabling opportunity is our focus on partnerships: We collaborate with local and international NGOs, local community organizations, academic institutions and government agencies that expand our access to people, resources and expertise. We know that collaboration allows us to engage with people and contribute more to communities than we could alone.

2020 Progress: Awards

 

Bloomberg Gender-Equality Index (GEI) 2020

Included for the third consecutive year

Refinitiv Diversity & Inclusion Index

Named among the top 100 of the world’s most diverse and inclusive companies

Human Rights Campaign Corporate Equality Index (CEI) 2020

Received a perfect score for the 15th year in a row

 

We shifted our focus in 2020 to the safety, physical and mental health, and well-being of our employees. This meant pausing some programs in favor of core initiatives that could run virtually, including our Rotational Management Program for high-potential entry-level talent, our Leadership Essentials Program for first-time leaders and our coaching programs for midlevel leaders. Employees also had ongoing access to development resources through the LinkedIn Learning Program. 

We also evaluated our talent practices, in line with our goal to create a “future of work” model that cultivates creativity, collaboration and agility. We are gaining a greater understanding of where value for our business and our customers gets created, and how and where we deliver our best work. 

To do this, we are examining every facet of the employee experience and putting in place the right tools, resources, policies and technology to reinforce a culture of performance and connection. We are also reimagining some of the physical workspaces in our corporate offices and helping our employees feel energized and empowered when they come into work. Our aim is to deliver innovative work, live up to our values and attract and champion best-in-class talent. 

While our talent practices evolve, we remain committed to equality and belonging for all Gap Inc. employees. In 2020, we made several investments to build an inclusive leadership culture, cultivate a sense of belonging for all and foster workplace equity. (Read more about these investments here and in our Equality & Belonging Report.)

As we recover from the global pandemic, we are excited to bring our future of work strategy to life. We aim to create a work experience that brings us closer to our customers and to each other, while enabling us to grow our purpose-led brands—all with the strength of our people at the center.

SUPPORTING WORKING PARENTS AND CAREGIVERS

To support employees with caregiving roles during COVID-19, we collaborated with our employee resource group PARENTS@Gap to launch several new resources: 
  • Through a new partnership with Circle In, a portal designed exclusively for Gap Inc. provides resources and information for working parents, including email templates for out-of-office parental leave and inspiring stories about Gap Inc. colleagues jugging work with family life.
  • We contributed financial support for childcare through our benefits provider Bright Horizons. In 2020, Gap Inc. provided parents with a daily stipend for up to 10 days that parents could use to pay a babysitter, relative or neighbor for childcare support. In 2021, we extended that stipend to cover 15 days.
  • The PARENTS@Gap created new opportunities for connection and peer-to-peer support through an internal chat platform and a more frequent newsletter. PARENTS@Gap also partnered with another Equality & Belonging group, BLACK@Gap Inc., to host webinars with Embrace Race and The Conscious Kid on how to talk to children about race and racism.
In 2020, PARENTS@Gap membership doubled from 400 people to nearly 800. The group ‒ and Gap Inc.’s progressive benefits, including our expanded paid parental bonding leave ‒ has been highlighted as a case study in the Center for Equity, Gender and Leadership’s publication Supporting Dual Career Couples: An Equity Fluent Leadership Playbook.

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