At Levi Strauss & Co. (LS&Co.), we’re committed to advancing equality through hiring, retention and promotion practices. Our goal is to build an organization that reflects the full diversity of our customers and the communities where we work and serve – because we know a more diverse company is a stronger company.
Overall, we’re a larger organization than a year ago, with growth across our corporate, distribution and retail populations. Although we saw a decrease in the overall percentage of representation for women, we made notable increases in their representation across our executive and top management levels. In the U.S., we’re also more racially diverse than a year ago, led by notable increases in our Black and Latinx populations.
Overall, we’re a larger organization than a year ago, with growth across our corporate, distribution and retail populations. Although we saw a decrease in the overall percentage of representation for women, we made notable increases in their representation across our executive and top management levels. In the U.S., we’re also more racially diverse than a year ago, led by notable increases in our Black and Latinx populations.
To help fulfill our commitment to fair and equitable compensation, LS&Co. conducts an independent pay equity audit every other year. We use the data to identify potential adjustments to be incorporated into our annual performance review process, which ensures pay equity across different groups within the U.S.
Our latest audit was completed in 2020 and covered our U.S. non-union population, including corporate and retail employees as well as distribution center management. The study considered job level, performance, experience, and other factors such as promotions and location of jobs. Our audit confirmed that we do not have any systemic pay differences across gender and ethnicity.
We know that, globally, we still have work to do to ensure equity within compensation and are continually expanding our pay equity audits to new markets. We’re also focused on eliminating bias and increasing transparency in pay practices and salary ranges and ensuring objectivity around compensation rewards. This remains a priority for us. Because let’s face it: pay should be based on what you do, not who you are.
