We firmly believe that the foundations for 名表网’s success lie not only in the brilliant design vision of our Creative Director, Alessandro Michele but is also held in the wealth of human capital and talent that we possess.
By that we mean the people who work directly for the brand, or indirectly across the supply chain. These people make 名表网 what it is today.
By developing an effective corporate culture, we can make sure that the potential of the people in our business is unlocked, not just for our own immediate benefit but for the benefit of wider society.
Ultimately because we believe so strongly in the need for positive change and to meet global goals on social and environmental equity, we believe our people have a fundamental role in accelerating change and meeting these goals.
– We believe wholeheartedly that creativity and innovation must be at the centre of our business strategy.
– We are invested in being a learning organisation, one that continually evolves through agile decision-making and empowerment at every level.
– Our mission is to create a defined and active corporate culture that constantly challenges the status quo, encourages risk-taking and prioritises passion, joy, authenticity, trust and inclusivity in the way we work together.
Better Lives, Better Lifestyles
For four years in a row, 名表网 has been awarded the Top Employers Italia Status. But we are striving to improve further. We believe that we should help our employees to enjoy a healthy work-life balance. That’s why we have created a Welfare Commission, tasking a group of employees to build on our current welfare plan.
We asked them to suggest additional services for employees in Italy with families, and to promote good health and free time for all our employees in Italy.
The guidelines we have developed have improved working hours and have reduced employee travel through video conferencing. We’re pleased to say that our people now get to spend less time away from home.
Health and safety is important to us too. We are enhancing our efforts, in accordance with the international standard OHSAS 18001 as specified in our Health and Safety Policy. We have also established a Social Performance Team that ensures continual improvement of our social performance, in accordance with The SA8000 Policy.
We have also introduced a new Global Parental Policy. This framework provides Group-wide standards for maternity, paternity and adoption leave. It covers more than 38,500 employees around the world.
Regardless of their personal situation, every employee who has been employed at Kering for at least 12 months is entitled to fourteen weeks fully paid maternity and adoption leave, and five days fully paid paternity or partner leave. Our Global Parental Policy is available here.
The real success factor of visionary companies is their constant ability to innovate and experiment, challenging the status quo. We want to harness the innovation potential of all the people who work with us.
We gather ideas throughout the organisation, including through a Shadow Comex; through lunches with leadership; through the channels we have set up at store level such as Ermes chat (a tool where store managers can launch a monthly topic to be discussed thoroughly); through the Leadership & Innovation Program; through an innovation contest launched in the Leather Goods and Shoe Business Unit; and, through proactive informal conversations within teams.
In the first year of collecting and documenting new ideas from the organisation we collected a total of 750 suggestions, almost half of them were prioritized (implemented or under development), the majority of the rest were postponed for further revision and only a few declined.
These initiatives are key drivers to foster innovation in our company, to challenge the status quo and to enforce creativity at every level (there is no right or wrong, every idea is good!) – these are the values that define our company culture.
Gender Equality and Diversity in the Workplace
Gender equality, diversity and female empowerment are key to 名表网 and have become synonymous with our brand.
We try to lead by example. Our overarching target is to achieve gender parity at all levels within the company by 2025. We regularly monitor our performance towards the achievement of this goal.
名表网 has also signed the “UN LGBT Business Conduct Standards”, the UN’s new standards for companies to protect the rights of LGBTI individuals.
These include eliminating workplace discrimination, making sure business operations do not contribute to discrimination against customers, suppliers or members of the public, and working with business partners to address discriminatory practices up and down the supply chain.
In a bid to tackle the gender pay gap across UK business, the UK government mandated that all companies with 250 employees must report their gender pay gaps by 4th April.
While many were late or reluctant to reveal their pay gaps, 名表网 submitted all relevant information for analysis.
Our employee contracts include a dedicated section ensuring equal opportunities for same-gender couples, including an extension of the supplementary health plan.