IDEA Annual Profile FY 2022 by vfcidea_admin

INCLUSION, DIVERSITY, EQUITY + ACTION

ANNUAL PROFILE FY 2022

INCLUSION, DIVERSITY, EQUITY + ACTION =

IDEA

At VF, we envision a company where everyone can be themselves, belong and be part of our movement. Leveraging our differences, we drive inclusion, diversity and equity through action to foster a culture with IDEA at its core. We act with courage and curiosity to create a workplace and organization that is not only just, but equitable. We advocate with empathy in allyship with our global communities. We are guided by our Purpose for the betterment of people and our planet and hold ourselves accountable to the goals we set. Our authentic multifaceted, multicultural world inspires us to keep IDEA-ting.

MESSAGES FROM OUR LEADERSHIP

ABOUT VF CORPORATION

STRATEGIC OVERVIEW

BELONGING, ALLYSHIP & ADVOCACY

RECRUITING, RETAINING & ADVANCING

GLOBAL EQUITY PLATFORM

ORGANIZATIONAL ACCOUNTABILITY

PARTNERSHIPS & COMMITMENTS

EXTERNAL RECOGNITION

A LOOK AHEAD

MESSAGE FROM OUR CEO Leadership requires purposeful action. At VF, we’re perpetually inspired by the doers, athletes and go-getters of the world – those who build our cities, climb mountains, skateboard over halfpipes and blaze new trails. We admire them for their ability to act. We’re inspired by their dreams that are turned into reality through tenacity and a commitment to making it happen. We are also inspired by our associates around the world who help to champion a culture that makes us proud. A year ago, VF focused our diversity and inclusion efforts under one IDEA: Inclusion, Diversity, Equity and Action. We want to not just participate – but lead – in creating a world that is respectful, inclusive, equitable and accessible. To do this, we must act. This latest edition of the IDEA Annual Profile highlights

Further, The VF Foundation, a private foundation

how we power movement across our organization

funded by VF, has been a supportive partner looking

and the world. Whether it’s promoting equitable policy

to amplify our shared values of inclusion, diversity,

changes, sustaining a culture of belonging, or investing

equity and action in the communities we live, work

in inclusive philanthropy, IDEA drives our business

and play. The VF Foundation joined the Resilience

forward and compels us to innovate and expand.

Fund for Women in Global Value Chains as a

Here are just a few ways we acted on our IDEA strategy in fiscal year 2022 (FY22):

We established the Global Inclusion, Diversity & Equity Council (GIDEC) to prioritize our IDEA work

founding member. The fund provides opportunities for women in Southern Asia to advance their professional and personal goals. The supportive work of The VF Foundation to advance our shared goals is discussed in this year’s IDEA Annual Profile.

as a core element of our business initiatives. The

We know we have made progress on our path

Council focuses on centering inclusion, diversity

of change. Our IDEA initiatives are more than

and equity throughout our operations, driving

aspirational – they are actionable. But it will take time

company performance and positive outcomes for

and commitment from our associates and leaders to

our people and organization.

eliminate barriers to equity and accessibility across

Several of our brands participated in the inaugural VF DiverCity x Design program, in partnership with PENSOLE Design Academy, to increase the number of Black, Indigenous and People of Color (BIPOC) footwear designers in the industry.

ethnicity, gender, ability, sexual orientation and economics throughout our organization. Let’s celebrate our progress as we continue this journey. STEVE RENDLE

Chairman, President & CEO

FY 2022 IDEA ANNUAL PROFILE

MESSAGE FROM OUR IDEA LEADER “You don’t climb mountains with your eyes, you climb them with your feet.” — Matshona Dhliwayo, Canadian-based philosopher and inspirational author Many of us who’ve embarked on a journey to make a difference have also felt similarly about advocating for change. As we seek to eliminate social disparities and improve outcomes across a variety of diversity dimensions, we know that achieving equity and parity requires resilience, perseverance and partnership. We are proud of the actions we’ve taken at VF in support of our VF associates, our brands’ consumers and the communities in which we live and work around the globe. The continued focus on the commitments set forth by our Council to Advance Racial Equity (CARE) have guided our investments, and sparked a culture of belonging, allyship and advocacy felt throughout the organization.

Through CARE’s efforts we have addressed

As changemakers, we must be resilient when facing

opportunity gaps throughout the U.S. such as

the inevitable challenges that come with dismantling

establishing an aspirational commitment to achieve

centuries of bias and oppression. Change will not

pay equity by 2024 by resolving any identified pay

happen overnight, but it will come. We must also

gaps for BIPOC identifying associates across the

continue to persevere because we know the road to

organization.

equity is long. The only way we can make IDEA a

Our philanthropic efforts are another example of how we’re affecting change. We fund the VF

success is one step at a time, taken together in partnership.

Foundation, which has indicated to VF that it plans

We have a vision of what we want to create —

to direct at least 10% of its annual U.S. grant funding

a world that is inclusive, diverse, equitable and

to support community initiatives that align with the

accessible across demographics, cultures and

Foundation’s investment priorities and VF’s racial

belief systems — not only at VF but also in our

equity strategy.

communities and our global supply chain. And

While CARE is currently focused on the U.S., we’ve leveraged key insights and relevant program initiatives to catalyze our IDEA efforts across our

we know the way to build sustainable, long-term change is to stay steadfast on our journey as we ascend the summit to equity.

EMEA (Europe, Middle East and Africa) and APAC

LAUREN GUTHRIE

(Asia Pacific) regions.

Vice President, Global Inclusion, Diversity, Equity and Action

MESSAGES FROM OUR LEADERSHIP

ABOUT VF CORPORATION At VF, everything we do – from the products we make to the actions we take – is about enabling people to live sustainable and active lifestyles. We’re dedicated not only to business success, but also to making a positive impact on people and the communities and environments we all share. It’s about putting our size and strength to work for the good of others. The relationships, cultivated throughout our 123year history, are critical to our business and have inspired us to live our Purpose. Today, there’s an undeniable urgency to advance our efforts through meaningful and shared progress. We’re committed to addressing the challenges and injustices that exist in our increasingly complex world. As a company, an industry and a society, we must make the most of our collective resources and answer the call to action. 6

FY 2022 IDEA ANNUAL PROFILE

ABOUT THE VF FOUNDATION In our IDEA Annual Profile, you will see how the VF Foundation has been a supportive partner looking to amplify our shared values of inclusion, diversity, equity and action in the communities we live, work and play. Since the Foundation’s inception in 2002 as a private foundation funded solely by VF Corporation, they have granted nearly $60 million in the communities where VF operates across the U.S. and around the world. They have a legacy of leveraging their resources and expertise to support people, organizations and causes that align with VF’s Purpose to power movements of sustainable and active lifestyles for the betterment of people and our planet.

OUR FAMILY OF BRANDS Active

Outdoor

Work

ABOUT VF CORPORATION

FACTS-AT-A-GLANCE »

VF and our brands championed gender equity by celebrating the nearly 20,000 women across our company during Women’s History Month and International Women’s Day.

To reinforce the importance of loving your body, the Altra® brand featured the voices of women athletes of all body types and abilities in its campaign for International Women’s Day using the hashtag #ThisIsARunnersBody.

The Timberland® brand’s HR team in the Netherlands worked with local refugees in the region to learn the needed skills to start their careers at a VF distribution center.

The North Face® and Smartwool® brands, with additional funding from The VF Foundation, helped to provide charitable support for the inspiring and historic ascent of the Full Circle Everest team, the first all-Black expedition in history to attempt to summit Mount Everest.

FY 2022 IDEA ANNUAL PROFILE

The Vans® brand supported the global premiere of “Nusantara,” a Southeast Asia film featuring skateboarders from across Malaysia, Indonesia and Singapore.

Timberland® launched “From the Root,” a collaborative project featuring Black creators celebrating cultural unity and connections with nature. Timberland® also donated $125,000 to five nonprofits inspiring a new generation of designers, entrepreneurs and outdoor leaders in Black communities.

The North Face® brand launched an Athlete Development Program to amplify the talent of emerging athletes with a desire to reflect a more inclusive outdoor community. The brand will offer resources and mentorship to more than 15 athletes.

The JanSport® brand brought together a diverse team to develop and launch the new Color-It-Yourself backpack that allows consumers to express themselves through art.

The North Face® Explore Fund pledged $7 million to increase outdoor exploration among underserved communities.

JanSport® helped Gen Z unpack mental health issues.

The North Face® tapped two all-stars to lead the Explore Fund Council. Lena Waithe, actress, producer and screenwriter, and Jimmy Chin, professional mountain athlete, photographer, film director and author, joined the council to help create equity in the outdoors.

Altra®, Vans®, Timberland® and The North Face® invested in the next generation of BIPOC design talent through the DiverCity x Design program supporting students’ growth and development through a rotational design program.

ABOUT VF CORPORATION

STRATEGIC OVERVIEW Pursuing a Winning IDEA: Our Strategy and Approach

FY 2022 IDEA ANNUAL PROFILE

INCLUSION, DIVERSITY, EQUITY + ACTION = IDEA To mobilize our associates around a movement of social change, we must accelerate our commitment to inclusion, diversity, and equity through action. That’s why we’ve named this work IDEA, to underscore that progress depends on the actions of every individual. At VF, IDEA is a strategic business priority and an essential element of our success. Today, we take a global approach with our teams working to bring IDEA to the forefront for our 35,000 associates, consumers and communities around the world. To hold ourselves accountable, we’ve defined four key actions that serve as a foundation for our strategy to support three key audiences: our VF associates through the lens of culture, our consumers through the actions of our brands, and the communities where we live and work through societal movements. We’ve organized this profile around these key actions to demonstrate how our programs bring them to life.

IDEA on Four Key Actions

Define and promote programs that

Driving authentic, systemic change means bringing

support behavior development to

everyone on board. This starts within VF by

encourage a culture of belonging,

empowering our people through an inclusive culture

allyship and advocacy within VF.

and ensuring our brands actively break barriers and

(Page 16)

drive belonging for our consumers. And it extends

Develop processes and programs to actively recruit, retain and advance the next generation of underrepresented leadership. (Page 22)

IDEA Focus Areas

Define and refine VF’s global equity

beyond VF into the communities we work to impact across the world. These principles form the basis for our IDEA focus areas and are at the center of the stories and programs across our organization.

of the associate lifecycle to help ensure all our

platform and put stakes in the ground

associates worldwide experience an authentic

to inform our social advocacy efforts.

and inclusive work culture.

(Page 30)

Define and embed the methodologies

Associate and VF Culture – impacts the entirety

Brand and Consumer – emphasizes the promotion of inclusion, diversity, equity and

and measures that build subject matter

action through our brand campaigns, product

expertise and drive organizational

designs and consumer engagements.

accountability. (Page 40)

Society and Movements – reinforces our intention to promote inclusivity and equal access to self-discovery and equity across demographics, including but not limited to gender identity, ability, race and ethnicity, sexual orientation and economics within the local communities where we live and work.

STRATEGIC OVERVIEW

FISCAL YEAR 2022 (FY22) DEMOGRAPHIC DATA* VF is committed to hiring, promoting and retaining diverse associates. By 2030, we aspire to achieve global gender parity within our director and above population and aspire to have 25% representation of Black, Indigenous and People of Color (BIPOC)* within our director and above population in the U.S, while continuing to provide equal opportunity to all candidates and VF associates.

Global Gender Identity

Representation of WOMEN across all levels:

54.5%

53.2% vs

FY21

FY22

100%

50%

55.9%

52.4%

51.1%

Corporate / Brand HQ

Retail

Distribution Centers

Representation of women at the Director-level and Above: FY21

APAC: Asia Pacific |

GLOBAL

40.7%

41.8%

APAC1

50.3%

47.2%

EMEA2

28.0%

31.6%

MXLA3

27.8%

28.6%

USCA4

42.6%

43.7%

EMEA: Europe, Middle East and Africa |

FY22

MXLA: Mexico and Latin America

USCA: United States and Canada

FY 2022 IDEA ANNUAL PROFILE

New Hires represented by women: 100%

56.1%

50%

54.6% FY21

50.2% vs

FY22

Corporate / Brand HQ

49.7%

Retail

43.2%

Distribution Centers

Promotions earned by women: 100%

60.4%

50%

53.8% FY21

53.4%

55.5% vs

FY22

40.0%

Corporate / Brand HQ

Retail

Distribution Centers

Attrition represented by women: 100%

50%

53.5% FY21

63.6% 53.0%

45.9% vs

FY22

Corporate / Brand HQ

Retail

43.0%

Distribution Centers

*All FY22 data on this page is time stamped as of April 1, 2022. All FY21 data on this page is time stamped as of April 1, 2021.

STRATEGIC OVERVIEW

U.S. BIPOC* REPRESENTATION* Representation of BIPOC IDENTIFYING ASSOCIATES across all levels: 100%

56%

54.5%

50%

FY21

FY22

64.2%

60%

Retail

Distribution Centers

24.0% Corporate / Brand HQ

Representation of BIPOC identifying associates at the Director-level and Above: FY21 USCA

16.4%

FY22

18.1%

New Hires identified within the BIPOC community: 100%

57.3%

60.6%

64.1%

50%

31.5% FY21

FY22

46.8%

Corporate / Brand HQ

Retail

Distribution Centers

60.0%

54.0%

Retail

Distribution Centers

61.7%

61.0%

Retail

Distribution Centers

Promotions earned by BIPOC associates: 100%

46.9% FY21

47.9% vs

FY22

50%

20.2% Corporate / Brand HQ

Attrition represented by BIPOC associates: 100%

58.8%

60.2%

50%

37.4% FY21 14

FY22

Corporate / Brand HQ

FY 2022 IDEA ANNUAL PROFILE

FY22 U.S. BIPOC Representation (all levels): 39.5%

White

33.5%

Hispanic or Latino

8.7%

Black or African American Two or More Races Asian

7.0% 5.7%

Not Disclosed

4.6%

American Indian or Alaska Native

0.6%

Native Hawaiian or Other Pacific Islander

0.5%

For more detailed information on our U.S. workforce, please see our 2021 EEO-1 Report.

Black, Indigenous and people of color* is primarily used in the U.S. to describe any person who is not considered white, including in various points in U.S. history, African Americans, Hispanic Americans, Asian-Americans, Native Americans, Native Hawaiians, Middle Eastern Americans, and others.

Promotion – Associates promoted to a new job level during a specified time frame.

New Hires – Associates hired during a specified time frame.

Attrition – Associates who have terminated, voluntarily and involuntarily, during a specified time frame.

BOARD DIVERSITY VF’s Board of Directors possess backgrounds, qualifications, attributes and skills that, when combined, provide VF with a broad range of experience. Candidates are selected for their character, judgment, business experience and acumen; in addition to their demonstrated independence to VF.

VF’s Board of Directors (as of the proxy statement filed June 13, 2022) include:

DIRECTORS

27% IDENTIFY AS WOMEN

18% IDENTIFY AS BIPOC

Average age:

Average tenure:

YEARS OLD

YEARS

8.3

*All FY22 data on this page is time stamped as of April 1, 2022. All FY21 data on this page is time stamped as of April 1, 2021. STRATEGIC OVERVIEW

BELONGING, ALLYSHIP & ADVOCACY Key Action: Define and promote programs that support behavior development to encourage a culture of belonging, allyship and advocacy within VF. Every VF associate can make a difference in our business and in the lives of their colleagues. By creating and building people-focused programs and supporting and encouraging the development and expansion of Employee Resource Groups (ERGs), VF is helping to bring to life this culture of belonging, allyship and advocacy.

FY 2022 IDEA ANNUAL PROFILE

ERGs OVERVIEW Our passion to create an inclusive culture has catalyzed the establishment and growth of ERGs across our organization. We know ERGs bring associates together based on shared characteristics, life experiences, and the desire to be allies and advocates. ERGs serve as inclusive communities that champion differences and create spaces where associates can work together to pursue shared goals. Associates lean on our ERGs to connect and commune, serve as allies and advocates and grow as leaders. Today, VF has four ERGs with 21 chapters throughout the world. Led by associates and supported by VF leaders, ERGs foster diversity of thought and turn differences into insights and capabilities that drive our strategic IDEA business initiatives. As the growth of our ERGs continues, we remain focused on a shared vision of cultural belonging.

The Evolution of ERGs at VF Our ERG journey stems from one simple truth

Tackling inclusion and

– we deserve to live in a world where we can

belonging for our workforce is a

each be our authentic, true selves at all times –

process that takes patience and

on the streets, with our friends and family, and

resilience. We want ongoing

in the workplace. We each have unique stories

conversations across all regions.

to be recognized and voices to be heard. That’s

We must also understand and

the goal and shared vision behind our ERGs,

respect that each region is in

and it’s top of mind in everything we do.

a different stage in their IDEA journey, and each has unique

The progress we’ve made goes beyond the

priorities.

number of chapters, ERGs and initiatives. It’s embodied in the authentic engagement of

What began with a push for inclusion from

our associates around our shared vision. In

select associates is now part of VF. The

the early stages, we strived for awareness

progress made would not have been possible

about the need for inclusion and hoped

without the people who spoke up and initiated

the highlighted topics would resonate

the first move. As we continue in this journey, I

with associates. That has evolved into the

encourage our current and future associates to

psychological safety net that our associates

be the change they want to see.

have created. Today, ERGs come to life organically, through self-starters across local offices.

BELONGING, ALLYSHIP & ADVOCACY

— Monika Michaliszyn, Vice President of People Services, EMEA

VF EMPLOYEE RESOURCE GROUPS WOVEN: Women of VF Empowerment Network Achieving gender equity in leadership requires a deep commitment to fostering a culture of belonging where everyone can thrive. That’s the mission of WOVEN: to promote women’s leadership and attract and retain the most talented women in our industry. WOVEN’s nine chapters worldwide create opportunities for career development and mentorship and provide an environment for safe and honest dialogue for those who identify as women – and their allies.

2022 HIGHLIGHTS

Panel Discussions – To support women at VF, the Timberland® brand’s WOVEN chapter hosted a panel discussion where leaders shared personal stories and career advice. Panelists included Susie Mulder, Global Brand President, Timberland®; Jen McLaren, President, Smartwool®; and Katie Weeks, Senior Director, Digital Brand Transformation, Timberland®.

International Women’s Day – To celebrate the social, economic, cultural and political achievements of women, our WOVEN chapters created a series of inspirational programs and events that reinforced VF’s commitment to equality. In APAC, the Vietnam chapter hosted a charity drive for village communities. In South Asia, associates participated in the “Break the Bias” social campaign and sessions led by notable guest speakers such as Dr. Rubana Huq, Vice Chancellor of the Asian University for Women. And, in the U.S., WOVEN partnered with the Veteran Forces ERG for a session featuring guest special agents from the Denver FBI Office speaking on their experiences working in an industry with few women.

FY 2022 IDEA ANNUAL PROFILE

ACE Diversity: Attract. Connect. Engage. ACE Diversity creates an inclusive culture at VF by providing opportunities for associates to connect with each other. The ERG builds leadership capabilities and fosters a sense of community and belonging for our BIPOC associates and their allies.

2022 HIGHLIGHTS

ACE Diversity Culture Connect – To amplify the voices of our BIPOC associates and connect colleagues with education regarding this community and their contributions, we launched ACE Diversity Culture Connect – a newsletter sharing events, resources, reading recommendations, cultural news and associate highlights. ACE Diversity Culture Connect was shared with associates throughout the year during key moments, such as heritage months.

Outdoor Liberation Speaker Series – To promote the outdoors as a space where everyone can feel free and welcomed, our Denver chapter launched the Outdoor Liberation Speaker Series. The series, curated by Latino Outdoors founder José G. González, educated associates on the intersection of the outdoors and race, ethnicity and culture. ACE Diversity featured Outdoor Liberation speakers during Hispanic Heritage Month, Pride Month, Native American Heritage Month, Black History Month and Women’s History Month.

Denver Mentorship Opportunity – A good mentor can propel personal and professional growth. That’s the impetus behind VF’s ACE Diversity mentorship program: to equip members with leadership skills and business acumen to build their careers. The Denver Mentorship Opportunity was developed in 2021 in collaboration with WOVEN and the JanSport® brand’s Justice & Equity Council. The program matches mentors and mentees based on mutual goals and interests. This is just one example of the inclusive professional development opportunities available for our Denver-based associates.

BELONGING, ALLYSHIP & ADVOCACY

VF Pride Our VF Pride ERG focuses on fostering an inclusive environment for LGBTQIA+ associates and allies to support and enhance authenticity and individuality. The ERG aims to connect, engage and empower associates.

2022 HIGHLIGHTS Every Month is Pride Month – June is widely recognized as Pride Month by the LGBTQIA+ community and their allies, sparking energy as we activate across our offices and global ERG chapters. But our VF Pride ERG takes a holistic approach through ongoing efforts to foster an inclusive environment year-round. One example is our recent global campaign to share our pronouns to acknowledge identity as part of authentic selfexpression. VF Pride also worked with corporate human resources leaders to adjust policies and terms such as “maternity leave” to be more inclusive. VF now offers “parental leave,” that applies to any parent, regardless of gender.

FY 2022 IDEA ANNUAL PROFILE

“

It’s not enough to say “we welcome everyone” just as it’s not enough to act during the month of June for Pride when there are 11 other months in the year. Creating a true culture of belonging means challenging and normalizing the uncomfortable every day to ensure everyone can live their best, transparent life. — Jan Van Mossevelde, Global President, icebreaker®

“

Veteran Forces To champion and support our community of U.S. veterans at VF, we launched Veteran Forces in the U.S., an ERG that creates a welcoming environment with professional development opportunities for veterans — and their families — transitioning to the civilian workforce.

2022 HIGHLIGHTS Honoring Veteran Forces – We know how important it is to recognize the contributions our U.S. veterans make to our nation. On Veterans Day, we invited VF leaders Colin Daugherty, Director, Corporate Security in the Americas, and Sophia Rodriguez, Senior Product Manager, Global Supply Chain, to discuss the importance of Veterans Day with their fellow associates and share why they work at VF.

The VF Foundation, in partnership with Paradox Sports, funded trips for two veterans with disabilities to summit mountains at Yosemite National Park and Grand Teton National Park.

BELONGING, ALLYSHIP & ADVOCACY

RECRUITING, RETAINING & ADVANCING Key Action: Develop processes and programs to actively recruit, retain and advance the next generation of underrepresented leadership.

FY 2022 IDEA ANNUAL PROFILE

IDEA Embedding a Culture of IDEA-lism Culture is the intangible factor that shapes

That’s why we’re committed to

the employee experience at an organization.

learning the truth about how

It signals what is important, valued and acted

our associates feel. If culture

upon by people in a company.

is the sum of our values that we create through our actions,

To create, maintain and advance a culture

then we must focus on how our

based on the principles of our IDEA

behaviors impact our people. In

commitments, we must ask ourselves as

our annual associate survey, we

leaders, “is this an inclusive action or an

ask: “How do you feel?” “Do you

exclusive action?” Without this lens, we

feel your voice is sought out?”

may unintentionally miss something or

“Are your concerns heard?” rather than, “Do

overlook someone. As individuals and as an

you think we’re inclusive?”

organization, we must continue to examine whether our choices promote what we believe

We know that to attract and retain top

in and want to achieve.

talent, people must feel good throughout the associate life cycle. Creating a culture of

How do we build a culture of belonging? In my

belonging must be, and is, part of everything

role as the Chief Human Resources Officer, I

we do.

have worked with our teams to re-imagine the associate experience at VF. We’re focused on

— Anita Graham, EVP, Chief Human Resources

embedding the principles of our IDEA strategy

Officer & Public Affairs

in how we hire, train, develop and promote associates. Leaders must be brave and call out whether a business action will advance or hinder our IDEA strategy.

RECRUITING, RETAINING & ADVANCING

INCLUSIVE HIRING GUIDEBOOK

FOX/VF DIVERSITY FELLOWSHIP

Building a talent pipeline through the lens of

Developed in partnership with national law

inclusion, diversity and equity plays a critical role

firm Fox Rothschild LLP, the Fox/VF Diversity

in our efforts to advance our company culture

Fellowship Program provides selected law

and more accurately reflect the diversity of the

students an opportunity to accelerate their

consumers we serve. To achieve this, our Talent

understanding of client partnership and in-house

Acquisition team created the VF Inclusive Hiring

legal practices through an immersive summer

Guidebook, which provides guidance to hiring

associate experience.

managers on mitigating biases commonly found throughout the hiring process. The Guidebook also includes a glossary of common IDEA-related terms and acronyms used across VF.

Fellows engage with VF General Counsel and members of the Executive Leadership Team to get first hand experience with legal work that supports VF and it’s portfolio of brands.

Advancing Opportunities for BIPOC Designers In the U.S., Black and Brown designers are significantly underrepresented compared to the U.S. labor force. This trend, which is consistent within the design discipline across industries, is even more pronounced in footwear design. To begin addressing this situation, VF brands collaborated with Portland-based PENSOLE Design Academy on DiverCity x Design. This immersion program trains students on footwear design principles, brand engagement and product creation processes, while providing hands-on experience and invaluable professional development. The DiverCity x Design corporate apprenticeship program welcomed its first cohort of five upand-coming BIPOC designers who spent threemonth rotations with the Altra®, The North Face®, Timberland® and Vans® brands to gain knowledge of different work cultures and design experiences.

FY 2022 IDEA ANNUAL PROFILE

Aligning Goals with Action When I started with VF as Global Brand

to career opportunities

President of Timberland , part of what

at Timberland®. I

drew me to the role was the way the

also developed solid

company acted on its commitments to both

relationships with our Black

people and the planet. That aligns with my

Retail Action Group (BRAG)

personal values and my can-do mentality

interns and Powering

as an athlete.

Potential associates,

encouraging these talented Having a solid game plan for driving

BIPOC associates to see

belonging, allyship and advocacy is

the paths available to fulfill

incredibly important. But winning

their career aspirations within our brand.

outcomes are dependent on successful execution. As a leader, it’s critically

IDEA drives our business forward. Our

important to model the behavior we expect

target consumers come in all different

of others. I’m a strong believer in being a

shapes, sizes, races, beliefs, perspectives

player-coach.

and parts of the globe. To resonate with such a diverse group, we consciously select

Over the last year, I got personally involved

authentic partners for our collaborations

in some incredible IDEA-focused initiatives.

and external communications. This

This included serving as a judge for the

attention to authentic action is what

DiverCity x Design competition through

inspires our consumers, makes our

our partnership with the PENSOLE Design

business stronger and helps move the

Academy and finding ways to connect

world forward.

the incredible young BIPOC participants — Susie Mulder, Global Brand President, Timberland®

*2021 American Institute of Graphic Arts Design Census Reports RECRUITING, RETAINING & ADVANCING

LEADERSHIP EXPECTATIONS Our goal to instill common values and shared commitments across our global network starts with VF leadership. Our Leadership Expectations – rooted in the principles of inspiring, connecting and including associates – outline the behaviors, attitudes and actions of inclusive leaders at every stage of their leadership journey, creating a unified approach across our brands and offices to hold ourselves and each other accountable.

INSPIRE

Champion winning together: Set clear goals and expectations; hold people accountable for collaborating and delivering results.

show genuine care for people

and appreciate people’s unique contributions; make connections between the VF Purpose, the team’s goals and each person’s strengths.

Develop VF talent: Empower people to drive outcomes; encourage learning from

Diversity, Equity and Action

openness in order to build a

(IDEA): Show courage by

foundation of psychological

holding yourself and others

safety.

accountable to exemplify a

Be candid: Say what you think

Openly communicate with your team about what’s going

Embrace different perspectives: Demonstrate a learning mindset and deep curiosity about other viewpoints to further your own growth.

Provide context and prioritize:

Uncover biases and inequities: Seek input to

on; explain the larger context

recognize your own biases;

in which decisions are made

work hard to overcome

and help everyone understand

systemic obstacles; and

their role and how to best

promote an equitable work

prioritize their work.

environment.

provide ongoing feedback

Foster community: Facilitate connections; make it easy for

and coaching; and broaden

everyone to contribute; and

people’s experience, exposure

expect people to value and

and internal network.

and advocacy.

can say what they think too.

failures and new challenges;

CONNECT

culture of belonging, allyship

Show humility: Ask for

environment so that others

Recognize people: Champion

Prioritize Inclusion,

promote authenticity and

… with care; foster an open

and provide flexibility.

feedback and admit mistakes.

Be empathetic: Seek to understand those around you,

Build trust: Practice and

support one another.

INCLUDE

FY 2022 IDEA ANNUAL PROFILE

POWERING POTENTIAL: RETAIL ADVANCEMENT OPPORTUNITIES As part of our broader efforts to diversify our workforce and more authentically connect with our consumer base, we created Powering Potential. This cross-brand initiative is focused on promoting an environment for our Retail talent to build even more meaningful careers at VF. Our Limit Less Learning Retail Apprentice program

To complement our apprenticeship program,

facilitates career growth toward corporate positions

we have also invested in ongoing education for

for all associates, including our Retail BIPOC talent.

our hiring managers to emphasize the value

The year-long immersive apprenticeship allows

of transferable skills in the industry and foster

our associates to build relationships, gain exposure

openness toward hiring Retail talent.

to senior leaders, develop and enhance skills, and contribute to business-critical projects. The program hires 15 apprentices annually to work across our

Another important component of our efforts to recruit Retail associates into our corporate ranks is

brands.

our Retail First initiative. This opens select office-

Additionally, all VF Retail associates have access to

as current and former interns and apprentices, for

our resource library, which includes information on

the first two weeks before becoming available to

resume writing and interviewing, career navigation

external candidates. During these two weeks, our

guidance, self-assessments and more.

hiring managers are encouraged to assess internal

based positions to VF Retail associates, as well

candidates and evaluate how the transferable skills gained in Retail can add value to our officebased teams.

“

This project is important because the retail employee population at VF mirrors our consumers — it’s demographically diverse. In addition, retail attracts individuals who are passionate about working with people and with product; individuals who are often still searching for their calling. We can nurture their aspirations, guide them, and make them aware of the many career paths available at VF regardless of any systemic social barriers they may have experienced. — Nicolle Johnson, Senior Manager Learning & Development, Vans

“

RECRUITING, RETAINING & ADVANCING

MAKING IT PERSONAL: THE WELL-BEING OF OUR ASSOCIATES To retain top talent, we know how important it is for people to feel good about themselves and where they work. That includes infusing IDEA-inspired elements and resources into associate health and wellbeing programs. To years ago, the COVID-19 pandemic prompted us to put more emphasis on work-life balance. To evaluate the resources most important to associates we solicited candid feedback from them throughout the year. We learned that associates want access to health and wellness resources on their terms. We’ve adapted our health plans to offer services that best fit their needs and preferences, such as through traditional in-person office visits or telehealth sessions and therapy via text message for associates who are more comfortable communicating that way. We’ve also ensured our benefits offerings are inclusive by offering BIPOC and LGBTQIA+ associates access to providers who share their identities and provide culturally competent care. In FY22, we launched Live Well with VF, our expanded global Employee Assistance Program (EAP), which establishes a consistent approach to associate well-being worldwide. The program offers confidential counseling, legal and financial consultation, work-life assistance and crisis intervention services to all associates and their household family members 24/7 at no cost to them. It also provides each person with up to five free visits with a mental health professional should they need it. VF also hosted a series of global well-being sessions covering mental health topics ranging from anxiety to mindfulness to navigating change. More than 2,500 VF associates participated in one of these sessions in FY22. To further support associate work-life balance, we unveiled our flexible Workplace Next guidelines as a permanent part of our culture in FY22. We activated Workplace Next across markets and regions in a way that considered their unique tax, legal and support structures, as well as continued implications of COVID-19. We took a job-driven approach, evaluating the location and business objective of every associate’s role to determine how to maximize flexibility and autonomy while still getting the job done. As a result, most of our office-based associates are designated as office flex, using a hybrid in-office and work-from-home flex schedule.

FY 2022 IDEA ANNUAL PROFILE

We also evolved our volunteer program into a new global Volunteer Time Off (VTO) policy, offering VTO hours to associates at locations around the world who did not have the program previously. Each associate can receive paid volunteer time off each year, up to the equivalent of their regular work week, to give back to a cause they are passionate about or participate in VF-sponsored volunteer events.

ASSOCIATE ADVANCEMENT REQUIRES ACTIVE LISTENING VF launched several ongoing opportunities for regular associate listening sessions, in addition to our annual IDEA survey. This helps us measure how well our programs and actions are advancing cultural change and where associates think we could be doing better. For people to move forward in their careers, we must understand the tools they need for development and self-improvement. In FY22, we redesigned our global IDEA learning with an expanded focus on bias minimization based on the feedback from our surveys and listening sessions. We have adjusted our IDEA learning journey offerings to reach every associate and facilitate a culture of belonging, allyship and advocacy. Across our brands, we have invested in flexible learning platforms that allow associates to engage in IDEA topics in a format that best suits their work situation and learning preferences – from online, on-demand training modules to live and instructor-led IDEA sessions.

RECRUITING, RETAINING & ADVANCING

GLOBAL EQUITY PLATFORM Key Action: Define and refine VF’s global equity platform and put stakes in the ground to inform our social advocacy efforts. VF associates span more than 100 countries. Taking action on diversity, equity and inclusion on such a large scale means we must build a platform of programs and goals that are as local as they are global. No one understands the history and context of social injustices and inequities better than the people who live in the communities and regions where they occur. Our global equity platform supports our vision of creating change for associates, communities and supply chain workers for generations to come.

FY 2022 IDEA ANNUAL PROFILE

ADDRESSING RACIAL EQUITY WITH CARE Our Council to Advance Racial Equity (CARE), established in FY21, comprises leaders from across the enterprise to guide our approach to racial equity and anti-racism. While CARE has been predominately U.S. focused, it also informs our approach to global equity initiatives across our company. In FY22, we added a combination of actions and programs, community partners and public policy initiatives to our CARE efforts to address opportunity gaps in our three priority areas: access to education, development and advancement, economic equity and environmental justice. CARE established an initial set of eight IDEA-aligned commitments to support VF’s associates, communities and consumers. CARE focuses on improving:

BIPOC Representation

Supplier Diversity

Diverse Candidate Slates

Committed Grant Making

Pay Equity

Mentorship and Sponsorship

Leader Compensation

Education, Listening and Learning

GLOBAL EQUITY PLATFORM

Since establishing CARE, we have started to make meaningful progress across our eight commitments:

BIPOC Representation: VF aspires to achieve 25% BIPOC representation within

Diversity Principles Statement provides guidance to suppliers on our intent to grow

U.S. by 2030, while continuing to provide

and develop our relationship with women-

equal opportunity to all. In support of this

and minority-owned vendors in the U.S. Our

commitment, our brands are creating new

commitment to double our spend with women-

opportunities to attract and develop BIPOC

and minority-owned suppliers by 2025 will

associates. (For more information on BIPOC

not only provide more economic opportunity to

representation, visit Page 14.)

our vendor partners but also add value to and support the overall resilience of our

Diverse Candidate Slates: Our Talent Acquisition teams ensure our candidate slates (defined as women, BIPOC, LGBTQIA+

supply chain.

Committed Grant Making: The VF Foundation has indicated to us that it is helping

individuals and individuals with disabilities)

to initiate equitable change by centering IDEA

when seeking to hire or promote associates.

principles in its philanthropic work. In fact, The

We’re also partnering with our ERGs to help

VF Foundation allocated 56% of its U.S. grant

recruit diverse talent and hold us accountable to

funding to advance IDEA principles in 2021,

our IDEA commitments.

far surpassing its 10% goal. Examples of their

Pay Equity: By 2024, VF will assess and resolve any identified pay gaps for BIPOC and women identifying associates, sponsored athletes and influencers across the U.S. through a pay equity analysis.

Supplier Diversity: Our new Supplier

its director and above population in the

contain at least 50% diverse candidates

Leader Compensation: All people

commitment include The VF Foundation’s joint philanthropic effort with The North Face® and Smartwool® brands to support the first allBlack expedition in history to summit Mount Everest to advancing climate justice in cities, by revitalizing asphalt schoolyards into green neighborhood parks.

managers will set at least one IDEA-related goal to pursue for the year as part of their annual goal-setting exercise. Directors and above will also have a portion of their financial bonus tied to successful implementation of IDEA goals, while maintaining equal opportunity for all, as evaluated through a formal performance review process.

FY 2022 IDEA ANNUAL PROFILE

Mentorship and Sponsorship: We’re piloting and scaling our inclusive talent

Education, Listening and Learning: We’ve continued to host group listening

development programs to ensure career

sessions and provide educational and

empowerment, exposure and advancement

learning resources, such as our fully refreshed

opportunities for BIPOC associates. (For more

Unconscious Bias training programs and

information on mentorship and sponsorship,

content, to promote advocacy, awareness,

please refer to Page 19.)

personal accountability and active allyship. Our ERGs and brands are also taking an intentional role in facilitating dialogues around IDEAfocused issues and developing programs that move associates toward active allyship. (For more on these resources, visit Page 29.)

“

Diverse candidate slates help drive a more inclusive and equitable hiring process. Each candidate brings a unique perspective to the hiring process and more diverse candidates also introduce more diverse ways of thinking.

“

— Vivian Nguyen, Senior Recruiter, VF Talent Acquisition

EMPOWERING WOMEN IN THE GLOBAL SUPPLY CHAIN Our IDEA principles extend deep into our supply chain. This includes a focus on achieving equitable solutions for women, who comprise approximately 60% of the workforce throughout the global apparel supply chain. VF’s Worker & Community Development (WCD) program is promoting equality, female leadership and expanded childcare initiatives. An example in our third party contracted workforce of initiatives supporting female leadership and sponsored via our WCD program includes the Gender Equality and Returns (GEAR) program in Bangladesh – a flagship initiative of Better Work jointly implemented by the International Finance Corporation (IFC) and the International Labour Organization (ILO). The GEAR program focuses on training female sewing operators on technical and soft skills to become supervisors in factories, while at the same time training factory management on how to select, promote and support women in their factories. In 2021-2022, GEAR has been implemented across six VF supplying factories in Bangladesh where half of the participating factories reported their percentage of female supervisors increased from 11% to 15%. In addition, The VF Foundation became a founding member of The Resilience Fund for Women in Global Value Chains. This first-of-its-kind collaboration provides unrestricted funds to organizations in Southern Asia — trusting local and regional women’s funds, women-led organizations and women leaders to know what their communities need and enabling them to direct resources to yield the strongest outcomes.

Parity Progress In FY22, women held 42% of our director and above roles, moving us closer to our aspiration of complete gender parity by 2030.

FY 2022 IDEA ANNUAL PROFILE

BREAKING BARRIERS TO INCLUSIVE OUTDOOR EXPLORATION For more than 10 years, The North Face® brand’s Explore Fund has focused on driving access

Explore Fund Council Members

and equity in the outdoors. The newly launched Explore Fund Council, a diverse 10-member group of leaders and advocates, aims to take the Explore Fund to the next level by forging deeper connections in underserved communities to build meaningful solutions for more equitable outdoor exploration. To embrace and create space for all explorers, The North Face® selected Explore Fund Council members who are actively working to advance equity in their own communities. Among the diverse perspectives on the Council include the director of outreach at a community-based climbing organization, an artist and community activist, and a wildlife ecologist and National Geographic explorer. Explore Fund Council leaders recognize that communities have the best ideas and solutions for addressing barriers to outdoor exploration but are often furthest away from the resources to close those gaps. When The North Face® pledged $7 million to diversity, equity and inclusion efforts through the Explore Fund – a significant increase from past funding – the brand knew the Council’s community connections would be invaluable in identifying the best investment opportunities. Each Council member will nominate an organization that embodies inclusive exploration and celebrates the many ways people experience the outdoors.

GLOBAL EQUITY PLATFORM

Increasing Access and Equity in Outdoor Sports In FY22, The North Face® brand’s Explore Fund expanded the brand’s world-renowned athlete team with the launch of its new Athlete Development Program. Designed to recruit and foster emerging athletic talent, the Athlete Development Program will offer the opportunity for 15 to 20 aspiring athletes to earn a twoyear contract with The North Face®, including funding, gear, education and a one-on-one mentor. Program spots are focused on outdoor athletes who are passionate about reaching the next level in climbing, skiing, snowboarding, trail running and/or alpinism. The initiative aims to eliminate barriers that often prevent underrepresented outdoor athletes from achieving their full potential.

“

As we look to inspire younger explorers and cultivate a more inclusive outdoor community, we must accelerate the recruitment of athletic talent to better reflect the makeup of the next generation. — Mike Ferris, Vice President, Global Brand Management, The North Face®

“

FY 2022 IDEA ANNUAL PROFILE

Getting Schooled in Footwear Design To empower the next generation of BIPOC designers, the Timberland® brand joined forces with CNSTNT DVLPMNT, an incubator for young creatives that aims to grow diversity within creative industries. In FY21, Timberland® and CNSTNT DVLPMNT launched a six-week online design education program for students at Mott Hall Bridges Academy, a science-focused middle school in Brooklyn, New York. The program introduced students to fundamental footwear and color design principles in order to give them the tools to design their own Timberland® sneaker boot. Through the program, students received instruction from CNSTNT DVLPMNT mentors, as well as designers from Timberland®, who talked about their creative process. At the end of the six-week program, students presented their final footwear sketches to the entire group, including Chris McGrath, Vice President of Design for Timberland®.

“We all enjoyed it,” said Christopher Dixon, Timberland® Senior Footwear Designer and Founder of CNSTNT DVLPMNT. “It was one of those awesome experiences where the teachers came away just as inspired as the students.”

The collaboration between Timberland® and CNSTNT DVLPMNT is part of VF’s comprehensive focus on facilitating partnerships that create purposeful solutions and drive diverse talent to the retail and design industries. This focus underscores VF’s overarching belief that diverse representation in creative roles ultimately leads to more relevant products for our consumers.

GLOBAL EQUITY PLATFORM

Global Goes Local with Regional Councils and Programming The Asia Inclusion & Diversity Council (AIDC) and EMEA Inclusion Network, follow global guidance to create localized IDEA strategies that best fit their regions.

IDEA CONTENT SERIES AND MENTORING CIRCLES Our EMEA Inclusion Network (EIN) content series contributes to our continuous effort to drive a global culture of belonging. For example, in FY22, associates learned from Saray Khumalo, the first Black African woman to summit Mount Everest. The series also featured emotional literacy clinical consultant Kevin George, who spoke on how our childhood experiences affect us as adults. EIN also organizes intimate in-person and virtual mentoring circles that create spaces for associates to share their experiences and expand professional networks. Guest speakers and mentors discussed topics such as generational differences in workplace culture and authentic allyship.

FY 2022 IDEA ANNUAL PROFILE

NEARLY 1 MILLION PEOPLE CONTRIBUTE TO THE MANUFACTURING OF OUR PRODUCTS

GLOBAL EQUITY PLATFORM

ORGANIZATIONAL ACCOUNTABILITY Key Action: Define and embed the methodologies and measures that build subject matter expertise and drive organizational accountability. Inclusion and equity can only happen if we’re transparent about holding each other – and our organization – accountable for our actions. By tracking activities and behaviors, we can more effectively realize the change we want to see.

FY 2022 IDEA ANNUAL PROFILE

GLOBALIZING OUR STRATEGY In FY22, VF launched the Global Inclusion, Diversity & Equity Council (GIDEC), replacing several similar executive councils in favor of one global governing body. The Council, which includes executives from across VF and our brands, provides visibility and focus to strategic IDEA initiatives while driving organizational alignment and prioritization, including:

Assigning priority to and monitoring corporate performance against set objectives.

Championing IDEA initiatives to drive measurable performance and positive outcomes for VF.

Linking performance on IDEA’s overarching goals to leaders’ annual incentives.

BUILDING A PURPOSE-LED, PEOPLE-FOCUSED GLOBAL SUPPLY CHAIN Across 40 countries, there are nearly 1 million people who contribute to the manufacturing of our products. Supporting such a massively diverse network is an ambitious endeavor, but we’re committed to ensuring people lead better lives because of their connection to VF. Through our Worker & Community Development (WCD) program, we proactively collaborate with workers and the communities that support our global supply chain to create shared value. Our WCD program focuses on three pillars: access to water and sanitation; adequate health and nutrition; and affordable childcare and education.

ORGANIZATIONAL ACCOUNTABILITY

WELCOMING WOMEN IN TECH While digital technology has traditionally been a male-dominated sector, VF has proactively adjusted its work environments and recruitment practices to attract more women into technology roles. Across all career paths in the tech space, we are offering more flexible schedule options. This includes fully remote positions, which offer the autonomy that many women who are primary caretakers often seek. We’ve also expanded our recruiting efforts to focus more on candidates with experience in content management, user experience design, product management, vendor relations and customer service. This broader net allows us to draw more women into technology roles.

“

Business and brands can’t communicate as effectively with female consumers without women being involved in the process. — Velia Carboni, Chief Digital and Technology Officer, VF Corporation

“

FY 2022 IDEA ANNUAL PROFILE

WE’RE COMMITTED TO ENSURING PEOPLE LEAD BETTER LIVES BECAUSE OF THEIR CONNECTION TO VF

ORGANIZATIONAL ACCOUNTABILITY

PARTNERSHIPS & COMMITMENTS All over the world, VF continues to partner with a broad range of nonprofits, coalitions, resource groups and alliances to advance social and racial equity within our operations and for the benefit of society at large.

FY 2022 IDEA ANNUAL PROFILE

HERE ARE SOME EXAMPLES OF THE GROUPS WE’VE JOINED AND/OR WORK WITH. »

VF works closely with the Diversity & Inclusion in Asia Network (DIAN) to better understand what diversity and inclusion means in Asia. Through our partnership with DIAN, we have been able to strengthen our network of relationships in the region in support of our efforts in APAC to create an inclusive workplace and drive the IDEA strategy forward.

VF is a committed participant in MLT’s Black Equity at Work certification program. The certification provides a road map for employers to pursue racial equity with the same rigor and results orientation as their pursuit of earnings and other key priorities. This partnership to dismantle profound and persistent inequities between Black and white Americans has shaped our annual culture survey and how we hold ourselves accountable to VF’s overall racial equity commitments.

To elevate young creatives and facilitate diversity in creative industries, the Timberland® brand partnered with CNSTNT DVLPMNT to introduce footwear and color design to middle schoolers in Brooklyn, New York. CNSTNT DVLPMNT, founded by Timberland® footwear designer Christopher Dixon, aims to cultivate untapped talent and expand the creative community.

Camber Outdoors was awarded a $140,000 grant by The VF Foundation in support of the Voices of the Future of Work initiative, to support content that will amplify underrepresented voices and enable systems change across workplace environments of the Outdoor Recreation Economy that will enable inclusion, ensure equity, attract a diversity of talent, and ultimately build an Industry of Choice for all.

In 2017, VF CEO Steve Rendle pledged to advocate for change as a member of CEO Action for Diversity & Inclusion, the largest CEOdriven business commitment to advance diversity and inclusion in the workplace. Since the initiative’s launch, more than 2,200 CEOs and presidents representing more than 85 industries have signed the pledge to support a more inclusive workplace for the benefit of associates, communities and society at large.

PARTNERSHIPS & COMMITMENTS

VF is a proud corporate partner of Disability:IN, a nonprofit resource for disability inclusion in business. Disability:IN helps businesses develop programming and policies to create an equitable environment for associates with disabilities.

The VF Foundation awarded a $35,000 grant to support Paradox Sports, an organization dedicated to transforming lives and communities through adaptive climbing opportunities for people with differing abilities. The contribution supported climbing trips to the Grand Tetons and Yosemite for 20 veterans in FY22.

VF supports Paradigm for Parity, a coalition of business leaders dedicated to achieving gender parity including racial equity in corporate leadership. We continue to make progress on our aspiration of gender parity within VF’s leadership structure by 2030 by eliminating unconscious bias, promoting women in senior operating roles, and establishing mentorship programs to position our female associates for long-term success at VF.

Pride in Fashion is a Hong Kong-based association of companies that advocates for LGBTQ+ communities in the workplace and the wider community. As a founding member of the association, VF continues to be a strong voice for LGBTQ+ inclusion throughout APAC.

VF continues to work with the strategic professional service firm Seramount, formerly known as Working Mother Media, to incorporate best practices for advancing diversity, equity and inclusion in the workplace into our business model.

WOMEN’S EMPOWERMENT PRINCIPLES

VF signed the United Nations Global Compact’s Women’s Empowerment Principles to show our public commitment to advance women’s empowerment in the workplace, marketplace and community. We’ve invested in practices to support pay equity and prevent sexual or genderbased harassment in the workplace, and support suppliers in their efforts to improve women’s equality and empower women.

FY 2022 IDEA ANNUAL PROFILE

As part of The VF Foundation’s broader mission to create a more inclusive industry, it awarded a grant to the Fashion Scholarship Fund (FSF) to help launch its Alumni Mentoring initiative. The program helps match FSF alumni from underrepresented backgrounds with dedicated mentors to gain industry knowledge and build a network. During the grant period, 55 new college graduates were matched with volunteer mentors, resulting in 165 mentoring sessions.

PARTNERSHIPS & COMMITMENTS

EXTERNAL RECOGNITION We are honored to have been recognized by the diversity and inclusion community for our efforts to cultivate a culture of belonging.

FY 2022 IDEA ANNUAL PROFILE

WE ARE PROUD TO SHARE THAT VF HAS RECEIVED THE FOLLOWING RECOGNITIONS FOR SIX CONSECUTIVE YEARS:

2017 - 2022 Named one of the World’s Most Ethical Companies™ by Ethisphere®

Earned a perfect score of 100 on the Human Rights Campaign Foundation’s Corporate Equality Index

OTHER IDEA RECOGNITIONS FROM FY22 INCLUDE:

Named one of the World’s Most Admired Companies by Fortune

Ranked 9th on Seramount’s Best Companies for Multicultural Women list

Ranked 12th on Forbes’ World’s Top Female-Friendly Companies list

Ranked 15th on Diversity MBA’s 50 Out Front list for Best Places to Work for Women & Diverse Managers

EXTERNAL RECOGNITION

OTHER IDEA RECOGNITIONS FROM FY22 INCLUDE: (CONTINUED):

Ranked 14th on 3BL Media’s 100 Best Corporate Citizens list, VF also ranked first in the Consumer Durables & Apparel industry

Ranked 32nd on Forbes’ America’s Best Employers for Diversity list

Ranked 86th on As You Sow’s Racial Justice scorecard

Ranked 159th on JUST Capital’s America’s Most Just Companies list

Ranked 259th on As You Sow’s Workplace DEI scorecard

FY 2022 IDEA ANNUAL PROFILE

VF ASSOCIATES SPAN MORE THAN 100 COUNTRIES

EXTERNAL RECOGNITION

A LOOK AHEAD To know where we’re going, we must know where we’ve been.

FY 2022 IDEA ANNUAL PROFILE

Since we expanded the scope of our IDEA strategy in 2020, we’ve focused on building special awareness about inclusion, diversity and equity. We’ve created platforms for associates to empower each other and connect on their shared experiences and identities. We’ve set organizational aspirations and goals and hit milestones. Now, we must accelerate and integrate IDEA into all aspects of our global business. When we provide the right systemic interventions to address equity and minimize bias, we reinforce IDEA as a core commitment and business imperative at VF. We hear our associates, consumers and communities. We understand their desire to live and work in a world where justice and equity are our top priorities. We must deepen our role as an industry change-maker. We must act with urgency. Realizing our vision will take resilience and perseverance. We’re committed to moving ahead fearlessly. We’re as relentless in our drive towards equity, parity and accessibility as we are in powering sustainable and active lifestyles.

To learn more about VF’s IDEA Strategy VF’s IDEA Policy Statement VF’s 2021 EEO1 Report The information included in the 2022 Inclusion, Diversity, Equity & Action Annual Profile reflects data from April 1, 2021 to March 31, 2022. Download IDEA Annual Profile A LOOK AHEAD