2021 VF Inclusion, Diversity, Equity & Action Annual Profile

INCLUSION, DIVERSITY, EQUITY + ACTION

ANNUAL PROFILE 2021

MESSAGE FROM OUR CEO

04

MESSAGE FROM OUR IDEA LEADER

05

CURRENT VF LANDSCAPE

06

OUR DEMOGRAPHIC DATA

08

ASSOCIATES & CULTURES

12

BRANDS & CONSUMERS

34

SOCIETY & MOVEMENTS

42

PARTNERSHIPS & COMMITMENTS

48

AWARDS & RECOGNITIONS

52

FUTURE OF IDEA AT VF

54

MESSAGE FROM OUR CEO Fostering and sustaining a sense of belonging for everyone is central to who we are and how we work at VF. The racial equity movement ignited in 2020 didn’t just underscore the need for meaningful actions that drive real change – it made it clear we have more to do on our journey to become the kind of company we aspire to be.

Throughout the past year, VF has taken bold actions and outlined clear commitments that our associates are pursuing together to advance our inclusion and diversity strategies. And, most importantly, our people have consistently showed up for one another at work and used this moment as an opportunity to listen and learn from each other while acting with empathy and understanding as we navigate beyond our comfort zones. The challenges we’ve endured have made us all better together.

We recently renamed our Inclusion & Diversity organization, which we now call IDEA, an acronym that stands for Inclusion, Diversity, Equity and Action. When I think about the evolution VF is undergoing, our primary focus is on taking action. Finding the right words in difficult conversations is important. But those words mean little if they’re not reinforced by authentic and decisive acts that influence, contribute to, and drive measurable progress. Fortunately, our associates have guided us every step of the way. With passion and intention, they’ve held us accountable, called on us to lead by example and enabled our company to move this important work forward.

I’m incredibly grateful for the commitment of our teams and am proud of what we’ve accomplished

The actions we take — from the smallest gestures to the boldest moves — will continue to evolve as we work to lift up our communities and help create an equitable

so far. Our IDEA Annual

world for all. By committing to shared goals, we will

Profile celebrates and

have a meaningful impact on our associates, consumers,

highlights the various ways our associates and leaders have mobilized to support people around the world. And it also lights the way to the work

industry and the many stakeholders we serve around the world.

Thank you for your interest in learning more about our journey to authentic belonging.

still ahead of us, including how we’re progressing in diverse representation

STEVE RENDLE

and where we will invest

Chairman, President & Chief Executive Officer

going forward.

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2021 IDEA ANNUAL PROFILE

MESSAGE FROM OUR IDEA LEADER If this past year taught us anything, it’s this: Action without intention changes nothing. In 2020, the world watched as society shifted around us, and like millions of others, we were challenged to define our place in that evolution.

Today, as VF’s leader of Inclusion, Diversity, Equity and Action (IDEA), identifying opportunities for our company to show up and drive meaningful and palpable change for our associates, consumers and communities is at the top of my list.

We know that making a difference takes more than just rhetoric; it calls on us to leverage the impact of our impassioned associates, business scope and scale in new ways. I’m proud of the instrumental role our Employee Resource Groups (ERGs) have played in our evolution. From fiscal year 2020 to 2021, we doubled the number of ERG chapters around the globe. This expanded network of IDEA champions opened new channels that enabled us to hear, see and understand each other during times of unprecedented disruption.

In the United States, we also saw other examples with the launch of VF’s Council to Advance Racial Equity (CARE) — a group comprised of associates who have embraced the call to action to eradicate the impact of racism, and who are working to elevate voices from across the enterprise to inform and drive VF’s racial justice strategy.

Injustice is a global humanitarian issue, and the

The launch of the VF Global Inclusion, Diversity and

life-altering circumstances

Equity Council (GIDEC) will shepherd the creation of our

of this past year have

global IDEA strategy, while driving the organizational

catalyzed social upheaval seen and felt around the world. As we embrace our corporate responsibility to actively promote the

alignment and prioritization that will enable us to build a culture anchored in belonging, allyship and advocacy.

This isn’t just a calling. It’s a goal we all share as we

betterment of people and

move forward to drive meaningful action toward

the planet, VF is committed

equality for all.

to addressing the many ways inequities affect us all through the new architecture of our global council structure.

LAUREN GUTHRIE Vice President, Global Inclusion, Diversity, Equity and Action

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CURRENT VF LANDSCAPE 6

At VF, we strive to foster a culture of belonging based on respect, connection, openness and authenticity. We are committed to building and maintaining a workplace that celebrates the diversity of our associates related to their gender, nationality, ethnic origin, religion, world view, abilities, age, sexual orientation, or identity. Despite unprecedented business challenges and disruptions around the world, our VF associates demonstrated great resilience and resolve throughout fiscal year 2021. We leaned on our people-focused culture and continued promoting inclusion, diversity and equity to accelerate social impact globally for our associates, consumers and communities. At VF, we are building allyship, advocacy and authentic belonging while driving focused, impactful actions on our three defined strategic pillars:

2021 IDEA ANNUAL PROFILE

ASSOCIATE AND VF CULTURE The associate and VF culture strategic pillar focuses on impacting the entirety of the employee lifecycle.

We want to ensure all of our global associates experience an authentic and inclusive work culture.

BRAND AND CONSUMER The brand and consumer strategic pillar emphasizes the promotion of inclusion, diversity, equity and action through brand campaigns, product designs and activations.

SOCIETY AND MOVEMENTS The society and movements strategic pillar reinforces our intention to promote inclusivity and equal access to self-discovery across gender identities, abilities, ethnicity, lifestyles and economics within the local communities where we live and serve.

VF, our brands and our associates continue to exemplify the hard work it takes to improve the effectiveness and success of our organization. We will remain on this path of creating a better company and a better world.

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OUR DEMOGRAPHIC * DATA

VF continues to progress towards a more diverse workforce with improvements seen across organizational levels and the regions where we operate. By 2030, we aspire to achieve global gender parity at the Director and above levels, and have 25% of Director and above roles in the U.S. represent Black, Indigenous and People of Color (BIPOC).**

GLOBAL GENDER IDENTITY

Overall representation of women in our organization is

55%

Representation of women consistently remains over 50% (since tracking began in 2015)

Corporate / Brand HQ Locations

8

Retail Locations Distribution Centers

57% 55% 48%

2021 IDEA ANNUAL PROFILE

and above continues to increase in every region in the world where we operate, and is at 41% globally.

FY19

FY20

FY21

As of: 4/1/19

As of: 4/1/20

As of: 4/1/21

APAC1

41%

45%

50%

EMEA2

22%

26%

28%

MXLA3

7%

12%

28%

USCA4

38%

41%

43%

APAC: Asia Pacific |

1

EMEA: Europe, Middle East and Africa |

2

MXLA: Mexico and Latin America

3

|

USCA: United States and Canada

4

New Hires in FY21 represented by women: 100%

50%

0

55%

2021

50%

vs

2020

Corporate / Brand HQ Locations

55%

Retail Locations

55% 50%

Distribution Centers

Promotions in FY21 earned by women: 100%

54%

Corporate / Brand HQ Locations 50%

0

54%

52%

Distribution Centers 2021

vs

55%

Retail Locations

36%

2020

Attrition in FY21 represented by women: 100%

50%

0

51%

46%

2021

vs

2020

Corporate / Brand HQ Locations

54%

Retail Locations

53%

Distribution Centers

24%

**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.

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OUR DEMOGRAPHIC DATA

Representation of women at the Director-level

U.S. RACE & ETHNICITY

Representation of BIPOC identifying associates in our organization is

55%

Corporate / Brand HQ Locations

16%

22%

Retail Locations

63%

Distribution Centers

63%

14%

Representation of BIPOC

associates at the Director-level

and above has increased to 16% versus 14% last year New Hires in FY21 identified within the BIPOC community: 100%

50%

58%

57%

29%

Corporate / Brand HQ Locations

59%

Retail Locations 0

2021

vs

2020

56%

Distribution Centers

Promotions in FY21 earned by BIPOC associates: 100%

Corporate / Brand HQ Locations

22%

50%

48%

47% 0

54%

Retail Locations

52%

Distribution Centers 2021

vs

2020

Attrition in FY21 by BIPOC associates: 100%

50%

61%

59%

Corporate / Brand HQ Locations Retail Locations

0

10

2021

vs

2020

Distribution Centers

27% 60% 62%

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, acumen, independence and commitment to VF and service on our Board. Board members are selected to represent all shareholders and not any single constituency. In accordance with VF’s Corporate Governance Principles, the Committee considers diversity of experience and background in selecting nominees added to the initial list of candidates from which any new independent Director nominee is chosen.

Our FY21 Board of Directors include:

12

Directors

» » » »

33% Identify as women

17% Identify as BIPOC

Average age:

Average tenure:

Years old

Years

60

8.6

BIPOC – Black, Indigenous, People of Color 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

*All data in this report is provided as of April 1, 2021 and excludes contingent workers, VF Occupational Workwear, and the Supreme® brand. Information about women and BIPOC associates is based on voluntary, self-identification by associates. Data may not add to 100% due to associates who did not self-disclose.

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OUR DEMOGRAPHIC DATA

BOARD DIVERSITY

ASSOCIATES & CULTURE 12

The betterment of people is a key component of VF’s purpose. So, it follows that creating an environment of inclusion and belonging is a priority in every region where we operate.

2021 IDEA ANNUAL PROFILE

ASSOCIATES & CULTURE

MESSAGE FROM ANITA GRAHAM

Executive Vice President, Chief Human Resources Officer & Public Affairs

This past year has been a process of discovery.

The groundwork VF has laid over the years

We had to learn, adjust and act — and do it all

equipped us well to move quickly and

quickly. Our team’s success demonstrated that we

purposefully this past year. When associates

have an industry-leading culture, especially when

said they needed us to play a bigger part in

it comes to inclusion, diversity, equity and action.

addressing social injustice, we supported

I saw our people-focused approach in action when our associates had to shift to a new normal with remote working. We focused on building a community of care to keep associates connected.

them with actions like our CARE platform, ERG programming, financial investment, industry engagement and other steps to help BIPOC communities.

And I’m proud of the safety measures we took for

At its most basic level, well-being and belonging

those whose work couldn’t be done from home,

are the foundation of IDEA. It won’t look the

including continuing to pay retail associates when

same for everyone, simply because we’re

stores were closed, providing “hero pay” to our

not a homogeneous company. That’s why

distribution center associates in various parts of

we’ll continue to listen and create solutions

the world, and providing emergency paid leave

that respect associates’ individual needs.

or other forms of support and recognition to

I’m personally committed to providing multi-

those associates who continued to work in our

dimensional support in my role, and I look forward

distribution centers during periods of lock down.

to the continued growth of this critical work.

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INCLUSIVE HIRING GUIDE VF’s Talent Acquisition team has been working to integrate diversity, equity, and inclusion throughout all phases of the recruitment process.

The Inclusive Hiring Guidebook includes information about IDEA initiatives across the organization to increase internal awareness and support hiring managers in communicating these initiatives to candidates. It also encourages hiring managers to

Recognizing the importance and value of a diverse workforce, Talent Acquisition partnered with a group of cross-functional associates across the organization to identify opportunities to enhance the existing recruitment process. Feedback from these associates helped identify the need to provide resources for our hiring managers to ensure a more inclusive and equitable hiring process.

value culture add over culture fit because different candidates will bring unique experiences and perspectives, allowing our organization to reach a broader consumer base that is reflective of our internal associate base.

As we continue to break down barriers for candidates outside of our industry, we have equipped hiring managers with a glossary of

Talent Acquisition then created the Inclusive Hiring Guidebook to empower hiring managers as the best stewards of our inclusive values and ensure all candidates have a positive experience throughout VF’s hiring process.

common terms and acronyms used across VF to share and create equity within the hiring process.

We are excited about the global adoption of this Guidebook and have seen hiring managers place a greater focus on each candidate’s potential for growth and the ways they will be able to contribute to the organization long term.

“ VIVIAN Talent Acquisition

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As an organization, if we are hiring candidates with different backgrounds and experiences, we will promote diverse thought and perspectives within teams and in a broader sense, across VF, allowing us to reach our full potential as an organization.

“

2021 IDEA ANNUAL PROFILE

ASSOCIATES & CULTURE

CHECKING IN: VF WELL-BEING SURVEY REVEALS SUPPORT NEEDS As the world continued to grapple with the COVID-19 pandemic, VF recognized the importance of providing support for associates and their well-being. VF launched a 2020 Well-being survey to understand the current state of associates’ well-being while adjusting to the impact of COVID-19 on the work environment.

Through this survey, we learned associates wanted to continue receiving transparent up-to-date communications on changes and expectations from the organization, get support around health and safety precautions, have access to opportunities so they can remain in remote working environments, and ensure there are better boundaries for work-life balance while working remotely. VF also leveraged its Total Worker Health Taskforce, comprised of cross-functional leaders that lent global support for associate wellbeing. Associates were given access to emotional wellness webinars as well as reminders of the many resources available through the Employee Assistant Plan and other benefits.

In Asia Pacific (APAC), the “Let’s

In Europe, Middle East, Africa

In United States and Canada

Talk About Mental Health”

(EMEA), the “It’s Okay to Not

(USCA), VF honored Mental

campaign launched internally to

be Okay” campaign launched

Health Awareness Month by

bring awareness to the importance

internally to focus on the

sharing associate stories on how

of associate well-being and to

importance of mental health

they are coping with feelings of

remove the negative stigma around and well-being, especially for

loneliness and anxiety, and what

mental health. Associates also

many who were isolated due to

they are doing to navigate their

had the opportunity to attend a

the COVID-19 lockdown. This

new normal. Several associates

series of Mental Health Awareness

campaign encouraged associates

shared tactics for disconnecting

workshops while senior leaders

to become comfortable with talking from their job duties while working

were given Mental Health First-Aid

about not being okay. Through a

from home by revisiting old hobbies

training.

series of newsletters, associates

and finding new ones, as well as

learned more about mental health

taking a true break for lunch.

and available resources, how to identify the signs of not feeling mentally well, and how to be more comfortable talking openly about mental health.

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SUPPLY CHAIN The VF global Supply Chain includes diverse associates working across the globe. From distribution centers to sourcing, our associates demonstrate workplace culture grounded in belonging, allyship and advocacy.

Leaders within Supply Chain strive to recruit, retain and advance the next generation of underrepresented leadership, creating a succession pipeline of globalready associates who will reinforce VF’s peoplefocused principles.

Our Women in Supply Chain series featured women who share information and best practices as they advance in their roles. Additionally, Supply Chain is partnering with Procurement to ensure procurement spend includes minority and BIPOC-owned businesses.

DIGITAL TECHNOLOGY Women Who Code As part of our work to increase opportunities for women across VF, our Digital Technology team engaged with Women Who Code on multiple events, including being a company sponsor for the Connect Forward conference in October 2020 and during their Connect Digital Career Expo in December.

During the Connect Forward conference, Purvi Patel, Senior Director, Global Digital Customer Experience and Design, and Kate Thomas, Director, Mobile Technology, from the VF Digital Technology team discussed how the design and development functions can partner together. At the Career Expo, Velia Carboni, VF Chief Digital and Technology Officer, recorded a session on surviving the ever-changing landscape as a woman in technology.

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2021 IDEA ANNUAL PROFILE

Be People-Focused and Create an Inspiring Experience At VF, our associates are our greatest asset. As a result, it’s critical that we have leaders who strive to build and sustain an environment where every associate is inspired to perform their best work.

VF’s Leadership Expectations were created to provide greater

Establish clear goals and hold each person accountable for delivering agreed on results.

In managing people, be empathetic and allow flexibility.

Explore and develop each person’s strengths and passions. Look to broaden their experience and exposure across VF. Provide frequent, ongoing feedback and coaching to drive the development and growth of our people.

transparency, build accountability,

Communicate and Provide Context

and create consistency around

Be a super-communicator – of business context, goals, and what’s going on – to build trust and help everyone understand their role, and the larger context in which decisions are made.

the role leaders play in our organization. They reinforce our commitment to the continuous growth and success of our associates and achievement of our business strategies. VF has provided a guidebook of expectations that maps the behaviors of inclusive leaders

Help create a clear connection between the VF (and your brand’s) purpose, team’s goals, and each person’s strengths and individual purpose – to maximize the impact of their work and create value for VF stakeholders.

Empower people to accomplish goals and drive outcomes for our business and encourage them to learn, participate and collaborate.

at all stages of their leadership journey. These expectations create a unified approach to inclusive leadership across our global organization so we can hold ourselves and each other accountable to meeting these expectations.

Be Highly Inclusive Build and sustain a highly inclusive team environment, where the diversity of each person’s skills and background is a powerful strength for the team.

Actively seek input from your team and encourage everyone to explore different perspectives. Be vulnerable.

Be humble and exemplify the Guiding Principles in all you do.

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ASSOCIATES & CULTURE

LEADERSHIP EXPECTATIONS

A YEAR OF LISTENING AND LEARNING

“ JULIE S. Government Affairs & Global Impact

Creating new ways to connect was a great way for associates to continue learning from one another and an inflection point for the IDEA team. Each of us was on our own journey, but yet, we could all feel comfortable sharing our unique experiences, whether we came from the vantage point of experiencing inequity or as an ally seeking to understand and support our colleagues.

“

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2021 IDEA ANNUAL PROFILE

of 2020 made it more important than ever to encourage and nurture a global culture that honors the humanity of our associates, hears their concerns and gives them opportunities to make a real difference in the world.

While the COVID-19 pandemic kept us apart physically, it couldn’t stop us from redoubling our efforts to foster

In addition, our ACE Diversity ERG, in collaboration with our IDEA team, hosted a series of listening sessions for our enterprise, brand and retail associates. Each session was designed to create a safe space to express emotions freely, to listen wholeheartedly, and to embrace the tenets of allyship. We had over 7,000 associate interactions across those listening sessions, consistently maxing out the capacity of our Zoom licenses. As associates shared what was important to them, we identified several key opportunities to turn their voices and inspiration into action.

a community of belonging, unity and

While our U.S. teams participated in active listening

action.

sessions, our EMEA team had an intensive training

Our associates were at various stages of engagement and understanding regarding IDEA focused challenges and needed support to navigate through a rapidly shifting social landscape. As a result, we prioritized listening sessions to provide forums for connection, launched surveys to elevate associate voices and perspectives, and redesigned our global IDEA learning journey to fast-track trainings on unconscious bias, allyship, and other key topics.

Helping to reinforce VF’s commitment to IDEA, we’ve embarked on a series of trainings and listening sessions to inform our path forward.

In June 2020, over 1,000 associates observed a moment of silence for the death of an unarmed Black man, George Floyd, a powerful starting point.

Subsequent sessions led by our ACE Diversity ERG and IDEA leaders gave time for associates to share their thoughts and emotions about ongoing cultural changes. We partnered with our external consultant, Amber Cabral, to host an “Allyship

focused on “Unconscious Bias,” as well as “Being an Ally” – a session that further built upon the “Allyship to Advocacy” session from Amber Cabral and allowed participants to reflect, share learnings and identify meaningful actions they would commit to.

We initiated a cross-functional review of unconscious bias and completed a full refresh of our unconscious training programs and content.

This content and more were made available for all associates in October and complemented the larger refresh and creation of inclusion and diversity trainings across VF and our brands.

VF also debuted the “Inclusion starts with I” program at retail locations across the U.S. Through guided discussions, retail managers equipped associates with inclusive practices to better serve our consumers. New Inclusion & Diversity e-learning modules were launched for our entire EMEA retail population as well as intensive unconscious bias training for our EMEA store managers.

to Advocacy” session that helped associates

We will continue to review existing programs

learn about the differences between allyship and

and implement updates and changes to training

advocacy and provided a forum for them to express

programs to ensure VF associates have the

their allyship in actions as well as words.

curiosity and commitment to continuous learning to foster inclusive environments.

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ASSOCIATES & CULTURE

The challenges and uncertainties

IDEA LEARNING JOURNEY We recognized a knowledge gap across our associate base and a desire for better understanding of DEI topics. Creating the globally aligned IDEA Learning Journey for all associates was an answer to that call.

Leveraging insights across HR, IDEA, and external vendors, we built a journey that meets people where they are and helps usher them to the next step in learning. This journey transformed the previous learning opportunities from nearly all self led to instructor supported and discussion heavy to ensure a more meaningful engagement with the content. The IDEA Learning Journey builds a roadmap for associates and their leaders to understand how to incrementally develop their skill set on topics such as bias, inclusion fundamentals, power, privilege, and more.

RACIAL EQUITY COUNCILS

CARE

COUNCIL TO ADVANCE RACIAL EQUITY

We successfully launched the Council to Advance Racial Equity (CARE), which gathered 15 leaders from across the enterprise to guide and inform VF’s approach to racial equity and anti-racism. CARE was initially stood up with a deliberate focus on Black and Brown communities within the U.S., and

Hear from Lauren Guthrie on how VF has stepped up to eradicate racism with the launch of CARE.

CLICK TO LISTEN

the Council’s work will inform the creation of core strategies to support anti-racism globally as a cultural tenet.

This associate-led council brings diverse voices to the table so we can understand and assess the greatest opportunities to advance racial equity across our company, our communities, our industry and – more broadly – the society in which we live.

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2021 IDEA ANNUAL PROFILE

communities, CARE identified three primary areas of focus where VF can have

1

authentic impact at scale:

ECONOMIC EQUITY

2

ENVIRONMENTAL JUSTICE

3

ACCESS TO EDUCATION, DEVELOPMENT AND ADVANCEMENT

In addition to developing short- and long-term strategies, CARE addresses racial equity and justice in meaningful ways by committing VF to the following eight strategies:

1. Achieve 25% Representation

Aspire to have 25% Black, Indigenous and People of Color (BIPOC) representation within our Director and above population by 2030 within the U.S.

IDEA goals and support of IDEA commitments as evaluated through our performance review process.

5. Double Supplier Diversity Spend

through the framework set forth in our IDEA Policy

Enhance our supplier diversity program to double

Statement.

our spend with minority- and women-owned

2. Slate 50% Diverse Candidates

Apply principles similar to the Mansfield Rule - a diversity benchmark originally developed for the legal industry - to our talent acquisition and development decisions across all company departments. The Mansfield Rule requires initial candidate slates to contain at least 50% diverse candidates (defined as women, BIPOC, LGBTQ+ individuals, veterans, and individuals with disabilities) when hiring or promoting candidates.

3. Attain Pay Equity

businesses by 2025 through direct and indirect procurement and the activities of our brands.

6. Commit Dedicated Grants

The VF Foundation has committed 10% of its annual U.S. grant funding to support community initiatives that advance racial equity and are in alignment with the Foundation’s investment priorities.

7. Dedicate Mentorship and Sponsorship All VF Vice Presidents will commit a minimum of three hours per quarter to mentoring and sponsorship, ensuring equal opportunity for

By 2024, assess and resolve any identified pay gaps

underrepresented associated within VF.

for associates, sponsored athletes, and influencers

8. Educate, Listen and Learn

across the organization through pay equity analysis and review of pay practices.

All associates will participate in a foundational

4. Compensate People Leaders

we share a common vocabulary and commitment

Leverage our annual goal-setting process to cascade IDEA goals and aspirations to all people managers. Directors and above will have a portion of their bonus tied to successful implementation of

inclusion and diversity learning journey to ensure to establishing a culture of belonging, allyship and advocacy. VF leaders will play a key role in this commitment and are required to plan and commit to quarterly listening and learning sessions as a component of their people strategies.

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ASSOCIATES & CULTURE

By exploring areas of impact that disproportionately affect marginalized

Following the launch of CARE, several of our brands organized racial equity taskforces to support the work of the council within their organizations and hold brands accountable to the commitments made.

Inclusion Council The Smartwool® brand launched its associateled Inclusion Council to lead the charge to promote an inclusive work environment, and to help Smartwool® brand to achieve its goals

Racial Equity Taskforce

around fostering a culture of allyship and

The North Face® brand Racial Equity Taskforce

understanding.

has a goal to build a long-term authentic brand-focused IDEA strategy that aligns with the overall VF IDEA strategy, making recommendations specific to how the brand can activate the VF CARE strategy through the lens of The North Face® brand. This taskforce has over 50 passionate associate volunteers on their sub-committees, creating a richly diverse, cross-functional workgroup.

CLICK TO READ MORE Racial Justice Taskforce The Vans® brand Racial Justice Taskforce was launched associates feel safe, supported and empowered while

JanSport® Brand Justice & Equity Council

incorporating goals around equity into all aspects of the

The JanSport® brand Justice & Equity

business, from the work done and products made.

Council was created to cultivate an

with the intentions of making Vans® a place where BIPOC

environment of inclusion, opportunity and allyship that not only engages JanSport® associates, but becomes organically infused in the brand’s community work,

CLICK TO READ MORE 22

culture, products and communication.

2021 IDEA ANNUAL PROFILE

The Work Taskforce The Timberland® brand looked at the racial injustice that was plaguing our world, recognized there was a lot of work to be done and pledged to become a more inclusive company and a force for social and environmental good. Through the Timberland® brand Racial Equity Taskforce, the brand committed to leveraging four pillars (people, community, design education, and entrepreneurship) that are central to its values of building a more equitable world for all, within the workplace and the community at large.

CLICK TO READ MORE Inclusion & Diversity Taskforce As a brand that values differences, inclusion and diversity is a priority that is embedded in its purpose. The Kipling® brand launched its Inclusion & Diversity taskforce to guide commitments towards creating systematic change through education, community partnerships, and recruiting and retaining talent.

D.A.R.E. Taskforce The Dickies® brand to Advance Racial Equity (D.A.R.E) was created as part of the brand’s focus on inclusion, diversity, equity, and action efforts. The group works towards racial equity within the brand through education and awareness. This taskforce drives efforts around changing the Dickies® brand community to a culture of belonging, authenticity, and equity.

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MESSAGE FROM MARTINO SCABBIA GUERRINI

Executive Vice President & Group President, EMEA

When it comes to equity and action, it’s

and equity issues. We led regional

about celebrating the richness that each

campaigns that educated associates and

associate, brand and partner can bring to

celebrated the LGBTQ+ community, the

make our company, industry and community

advancement of women in the workplace

more inclusive. At VF, the betterment of

and more.

people is part of our purpose. We know when we create an environment in which everyone can be themselves, we learn from one another, collaborate more effectively, and create products and experiences that

Across the EMEA region, we saw how these actions helped to build a culture of inclusivity — one in which we can start to understand each other’s backgrounds

reflect the diverse communities we serve.

and celebrate our diverse talents and

The events of 2020 inspired conversations

beginning of an evolving journey. But we

we may not have discussed openly before,

believe it’s through this culture that we can

and practical training helped us combat our

break down barriers and foster a sense of

own biases to be better allies. For example,

belonging with our associates, our brands

we hosted training sessions on unconscious

and our partners.

experiences. We know we’re just at the

bias, allyship and important social justice

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2021 IDEA ANNUAL PROFILE

EIN launched its first Inclusion and Diversity content series starting in September 2020, focusing on different intersections of diversity every week. The network engaged associates on topics such as Women in the Workplace, Disability Awareness, LGBTQ+ Community Inclusion, and Racism & Social Inequality through panel discussions, videos, articles, training sessions, quizzes, and webinars. Through this series, EIN provided opportunities for associates to gain a clear understanding of the key IDEA focus areas in EMEA, increase awareness and knowledge, and encourage associates to act by becoming advocates and allies for underrepresented groups.

EMEA INCLUSION & DIVERSITY NETWORK In March 2019, the EMEA Inclusion and Diversity Network (EIN) was created for the betterment of our workplace, with the aim of building an active movement in the future that will

Mentoring Circles Throughout fiscal year 2021, EIN organized several mentoring circles that focused on the advancement of women in the workplace, focusing on highly relevant moments in their career: Returning Back to Work, A Mother and Woman’s Perspective, and Career Planning. These mentoring circles created safe spaces for associates to become inspired, share experiences, and expand their professional networks with the goal of building authentic communities.

inspire and empower associates across the region.

EMEA Speed Chats

Since its launch, EIN has brought

The global pandemic made many uncertain of the

to life innovative activations throughout the region to promote inclusion and diversity in the workplace, as well as support underrepresented professionals throughout the region.

future, causing stress and anxiety. Trying to bring back positivity and some of the conversations that occurred so naturally in the office prior to lockdown, the EIN, in partnership with the VF Well-being team, organized Speed Chats that connected associates virtually and gave them a positive break within their busy days. Associates scheduled quick 15-minute calls with their colleagues to talk casually as they would have bumped into each other in the hallways and in the kitchen.

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ASSOCIATES & CULTURE

IDEA Content Series

EMPLOYEE RESOURCE GROUPS Expanding the Dialogue through our ERGs Our Employee Resource Groups (ERGs) play a central role in providing resources for associates’ career growth and success. VF’s ERGs create a space where associates can share thought-provoking contributions about what makes their roles meaningful and how VF can improve their experiences.

As 2020 became the year of remote work and separation, our ERG networks became even more intentional about coming together and supporting the rising tide of activism and advocacy. Our associates’ passion to create an inclusive culture led to the doubling of VF ERG chapters; we began the year with eight chapters and ended with 17.

VF ERGs expanded their impact by launching an ERG mentorship program. The initiative pairs participants with mentors to help develop leadership skills, competencies and business acumen.

Participants also were encouraged to have authentic, vulnerable conversations to increase learning between mentor and mentee.

Our ERGs continue to address the evolving culture and needs of VF, our associates and the world.

The consistent thread through all these groups is an atmosphere where associates feel respected, connected and free to be authentic in their work.

Focuses on promoting women’s leadership, attracting and retaining the best female talent and building WOMEN OF VF EMPOWERMENT NETWORK

a community of safe and honest dialogue.

Chapter locations: Asia Pacific (APAC – Hong Kong; Dalian; South Asia; Vietnam); Costa Mesa, California; Denver, Colorado; Fort Worth, Texas; Greensboro, North Carolina; Stabio, Switzerland; Stratham, New Hampshire

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2021 IDEA ANNUAL PROFILE

In celebration of Women’s History Month, WOVEN ERG groups across VF hosted regional events to discuss being a woman in the workplace. Programming included an Empowering Your Best Self event hosted by the WOVEN-Stratham chapter featuring best-selling author Rashim Mogha and international advisor and founder of The Confidence Factor Carol, Sankar. Other regional events centered on the theme of International Women’s Day #ChooseToChallenge related to the need to call out gender bias and inequality and take responsibility for our thoughts and actions.

In a partnership with WOVEN APAC and The North Face® brand, Winnie Ma, VF President of Greater China, Alex Sun, editor-in-chief of Marie Claire, and The North Face® brand athlete, Niko Kang, encouraged more women to get outdoors and explore outside of their comfort zone. The EMEA #ChooseToChallenge panel, which included Sue O’Hagan, Vice President, Customer Services, Oryana Awaysheh, Executive Manager at Jerash Garment Factory (Jordan), Paolo Castano, Vice President, Strategy, and Eleanor Peacock, Senior Manager of Credit, highlighted the woman’s journey and tips on how they challenge expectations.

LENA

Product Supply Lena Yang launched the WOVEN Vietnam Chapter in 2020 despite challenges due to the ongoing pandemic restrictions across the region. She managed to build solidarity with the team in Vietnam across multiple locations and managed to recruit a team of passionate individuals who came together to form the ERG committee.

Lena said, “Vietnam being the new sourcing hub of VF, is a place full of opportunities and promoting an inclusive and diverse culture within the community is definitely crucial to our future success.”

Since the official launch event in October 2020, Lena led the team to drive multiple events and initiatives in the Vietnam office locally, which helps to foster valuable connections across brands and functions. They have also participated in the region-wide International Women’s Day celebration in 2020.

“WOVEN Chapter is a fantastic platform for aspiring women leaders including myself. I started organizing this chapter as I’d like to get out of my comfort zone and challenge myself to lead a team doing things that I haven’t had prior experience on. It was a very rewarding journey.”

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ASSOCIATES & CULTURE

WOMEN’S HISTORY MONTH

Chapter locations: Canada region; Costa Mesa, California; Denver, Colorado; Fort Worth, Texas

ACE Diversity is a network of multicultural groups focused on building an inclusive culture by providing opportunities for associates to connect, build leadership capabilities and foster a sense of community.

THROUGHOUT THE YEAR, ACE HOSTED A SERIES OF EVENTS TO ENGAGE WITH ASSOCIATES.

BLACK HISTORY MONTH In honor of Black History Month in North America, VF hosted a series of internal educational programs to honor and celebrate the Black community.

Starting with an opening keynote from Dr. Nita Mosby Tyler, founder of The Equity Project, we explored the historical and current impacts of disparity in the Black community, particularly as it relates to access to education and advancement, economic equity and environmental justice, all focus areas of our CARE commitment.

We also offered associates access to an exclusive screening of the documentary “Black Ice,” a 35-minute film about climbers from the Memphis Rox gym who travels to Hyalite Canyon, Montana, to go ice climbing. They are met by The North Face® brand athletes Manoah Ainuu, Conrad Anker and Fred Campbell, who share their love of winter climbing in the mountains. The documentary was followed by a panel discussion with The North Face® brand athletes and Memphis Rox leaders to discuss the importance of equity in the outdoors.

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ASSOCIATES & CULTURE

ASIAN PACIFIC AMERICAN HERITAGE MONTH ACE Diversity Denver hosted events for VF associates in celebration of Asian Pacific American Heritage Month.

The multicultural group planned two events: musical performances by Asian American artists Ceraadi, Audrey Nuna and Bohan Phoenix, as well as a robust leadership panel on honoring heritage, exploring experiences for Asians born in the U.S. compared to those born in Asia and discussing challenges faced by the Asian American community. The panel, entitled “The Quest for Authenticity: Exploring the Complexities of Asian American Identity,” was hosted by ACE Diversity Denver leadership.

HISPANIC HERITAGE MONTH Throughout Hispanic Heritage Month, VF, our family of brands and the ACE Diversity ERG celebrated culture through the theme UNITY. ERG leaders designed and distributed UNITY branded pins and T-shirts and hosted a series of educational events with outside experts covering topics like career conversations, and the intersection of being outdoors and Hispanic. Fundraising efforts at the Jonestown Distribution Center benefited nonprofit organizations while ACE Diversity Fort Worth and Dickies® brand hosted “Hispanic Heritage Month 101” with Dr. Santiago Pinon, a professor at Texas Christian University.

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LEADING BY EXAMPLE

KELLI

The North Face®

When the new Denver headquarters opened, associates were eager to engage with ERGs. Kelli Williams, Chair of the ACE Diversity ERG, was among the speakers at a virtual ERG learning session aimed at connecting brand associates with the group that best served their needs. ACE Diversity held a number of events, including listening sessions and coffee chats, and provided resources for learning and understanding issues related to inclusion and equity.

Kelli’s service-based leadership with ACE Diversity earned her the prestigious Half Dome Award from The North Face® brand for her work on creating community and centering brand purposes.

Focuses on creating an inclusive environment for LGBTQ+ associates and allies who support and enhance authenticity and individuality. This ERG connects, engages and empowers the VF Pride community.

Chapter locations: Costa Mesa, California; Fort Worth, Texas; Stabio, Switzerland

PRIDE MONTH To celebrate Pride Month in June, VF Pride organized events and global campaigns across the company. In the U.S., associates from the Fort Worth Pride ERG, Denver Pride ERG, and campus leads at the Kipling® brand, Appleton and Greensboro hosted an allyship discussion. Four hundred participants tuned in for small group discussions about their experience with allyship, how to be an ally to the LGBTQ+ community and shared true stories of allyship from the LGBTQ+ community.

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In APAC and EMEA, VF Pride hosted “What is Pride,” an ERG-led learning session. Associates gained an introduction to LGBTQ+ inclusion and the basics of terminology, societal impact and LGBTQ+ rights across regions. The event also provided a safe and open platform for four associates who shared their personal stories based on their experiences being in the LGBTQ+ communities in Asia and Europe.

Associates also joined in #ImYourAlly, a Yammer campaign focused on speaking up and pledging to be an ally to the LGBTQ+ community.

The Veteran Forces ERG creates a welcoming environment to veterans, including those transitioning to the civilian workforce and ensuring professional development of those Chapter location: North America Region

veterans as well as supporting VF associates who have family members currently serving in the Armed Forces.

VETERANS DAY To honor veterans at VF, Joe Raines, Vans® brand Vice President, Supply Chain and U.S. Army veteran, moderated a conversation on the veteran experience and the tremendous value and unique skillset that veterans bring to teams. Featured panelists from VF included Shonna Tsacoumangos, VF Vice President, Strategic Projects and U.S. Army veteran, and Justin Cullinan, VF Vice President, Global Security and Business Resiliency and Crisis Management and U.S. Army veteran. The Greensboro campus also hosted a flag ceremony with the Naval Junior Reserve Officers Training Corps Honor Guard presenting. As a gift of appreciation to those who served, VF presented branded face masks with the VF Veteran ERG logo to all associates who identify as veterans.

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MESSAGE FROM WINNIE MA President, Greater China

While each of us experienced this year

Additionally, we revamped our regional

differently, one reality bound us together:

diversity council to ensure it represented

Global coordination and action was critical

leadership from every function. This council

to keeping us on the path toward equity and

acted as a sounding board for our regional

inclusion. These events required us to rely on

IDEA team and engaged in strategic

one another, build connections beyond our

conversations to ensure the region was

professional relationships and act creatively

driving impact and taking meaningful

to foster an inclusive community.

actions. In addition, we managed to launch

In APAC, our associates came together in ways that made me proud to be a VF associate. We launched an internal virtual inclusion campaign to get associates inspired about our IDEA commitments. We held discussions, called Inclusion Circles, to help build awareness of VF’s IDEA efforts and how individuals could take action. These

two new WOVEN chapters in Vietnam and Dalian, China, whilst completing a rebranding of two existing chapters in Hong Kong and South Asia (India and Bangladesh). I am impressed by the commitment from our team on the ground despite tremendous challenges to connect and engage over the past year.

conversations engaged hundreds of APAC

I’m inspired by the progress we’ve made and

associates as we explored such topics as

the genuine commitments of our leaders,

women’s equality, LGBTQ+ allyship and the

associates, and brands. But we know that

meaning of privilege. We also introduced

there’s more to do. That’s why we’ll stay

tools for practicing empathy and combating

on this path, moving our efforts forward

our personal biases.

and turning our associates’ awareness into meaningful action.

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INCLUSIVE LEADERSHIP TRAINING IN APAC Our Product Supply executive leadership team in

pledged their commitment to influence their direct

APAC participated in an intensive learning series

teams to practice inclusive behavior.

with four facilitated virtual workshops led by external coach Tracy Ann Curtis. The training helped the team

To help serve their people, leaders focused on IDEA

to better understand what constitutes “inclusive

education and associate listening sessions. Every

behavior,” provide a forum for self-reflection and take a

Timberland® brand associate was invited to attend

proactive approach in role modeling and building their

IDEA training on topics like unconscious bias, power,

own inclusive leadership brand. These conversations

privilege and more. Education sessions spurred

included debates around internal biases among the

conversations amongst teams on how associates can

executive leadership team and defined new inclusion

take an active role in working

norms. At the conclusion of these sessions, the team

towards being allies and

developed personalized individual action plans and

advocates in their work.

JORDAN Vans®

Aside from his role leading the Vans® brand business in Korea, Jordan is a visible and active champion for Inclusion & Diversity being the first male co-chair for a WOVEN Chapter in the Asia Pacific region.

Jordan knew that male sponsors and champions could help move the needle on success and fortify relationships between associates in ways that would lead to new career opportunities. When asked about the impact of IDEA on his work, Jordan said, “More than anything. It’s about being aware of the little things. I try to catch myself and my teammates in what we say and how we react to things. The goal is to hear and amplify equal voices.”

APAC INCLUSION AND DIVERSITY COUNCIL The APAC Inclusion and Diversity Council (AIDC)

VIRTUAL INCLUSION CAMPAIGN & INCLUSION CIRCLES

launched in 2019, overseeing the first building block

APAC hosted a “Purpose x Inclusion” campaign to

of the IDEA journey in the APAC region. This council

engage associates in various purpose and inclusion

managed to build a regional foundational awareness

activities and conversations, creating a platform for

of inclusion and diversity via various activations and

our associates to learn to build an inclusive mindset

initiatives such as the launch of I&D 101 workshops,

in the workplace. Throughout the campaign, regional

I&D Survey and the “Purpose x Inclusion” Campaign. In

associates received a series of newsletters called

the next chapter of their IDEA journey, the AIDC intends

“Inclusion Pulse” followed by five sessions of “Inclusion

to elevate conversations of leadership accountability

Circles.” These virtual inclusion circles provided space

and strategic decision making to help drive region-wide

for associates to discuss and engage in conversations

change and impact.

around key concepts relating to “how do we drive inclusion” such as courage, privilege, empathy, and biases. Manager guides were also created to help facilitate conversation amongst teams on these topics.

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BRANDS & CONSUMERS 34

This year our brands helped us stay connected, provided support, and encouraged making new connections, from associates and communities to influencers and partners, investing in the betterment of all.

2021 IDEA ANNUAL PROFILE

Vans® brand produced and released a story about connection, a documentary entitled “Breaking Boundaries: A Surfboard Drive for Trinidad & Tobago.” The film highlights pro surfer Chris Dennis and his ongoing efforts to teach youth — many of whom were facing issues of poverty, crime, abuse and difficult home situations — about surfing. Dennis created Waves for Hope, a nonprofit surf therapy program, in 2019. The brand team hopes the film will inspire more initiatives like Waves for Hope.

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Our Dickies® brand team understands the importance of fostering a diverse global community that is united in values, mindset, and passion to embody the spirit of inclusivity. To shift the culture of belonging at the Dickies® brand, they have committed to four pillars of change: Balance, Grow Potential, Focused Acquisition and Supporting Community. To inform the strategy of their commitments, the Dickies® brand held a series of Community of Belonging focus groups to hear from associates and to gain additional insights and perspectives on the current environment.

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BRANDS & CONSUMERS

To highlight the work being done by athletes, the

Leaders from across the Timberland® brand regularly gathered over the last year to intensify their focus on fighting systemic racism, building a more inclusive company and more equitable world. They created a long-term strategy to help drive both internal and external action. The key pillars of the strategy are people, community, design education, and entrepreneurship.

In support of their community pillar, associates engaged throughout the year in educational volunteering opportunities. The brand worked with a new partner this year, Roca, that serves primarily BIPOC communities in East Boston and Baltimore by disrupting incarceration, poverty and racism by engaging the young adults, police and systems at the center of urban violence in relationships to address trauma, find hope and drive change. Associate giving answered holiday wishes for Roca’s program that supports young mothers. The EMEA Timberland® brand team supported this pillar through mentoring opportunities to support young women professionals (in partnership with Young Women Network), LGBTQ+ professionals (in partnership with MyGwork) and 11 young refugees (in partnership with Save the Children).

The Timberland® brand, in partnership with the Vans® brand, The North Face® brand and the Altra® brand, announced in March a program to hone in on design education. DiverCity x

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DESIGN is a full year educational experience designed and executed in partnership with PENSOLE, that will provide footwear design principles, product creation fundamentals, hands-on experience, professional development training and brand engagement to students.

Our Timberland® brand also supported communities of color through associate service events, from renovating local schools and parks to immersive education opportunities. The brand also dedicated an annual day of hands-on community service for associates to advance racial and social justice. In addition, the Timberland® brand continues to support programs like the Equal Justice Initiative to further the organization’s efforts to challenge racial justice.

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ALICIA Timblerland® As a design student who faced funding challenges during her education, Alicia recognized how having a network and scholarships can change the trajectory of a career. When watching a memorial service for George Floyd, a Black man who was murdered by police officers in Minnesota, Alicia was inspired by a university president’s call for other universities to do more in support of Black and Brown students. She also saw the lack of representation of People of Color in the fashion and footwear industry and wanted to make a difference.

In June 2020, Alicia launched the Black Talent in Design and Fashion Fund to help students enter the fashion and footwear industry by funding tuition and supplies, as well as other needs. Many VF associates stepped in to help, and VF shared Alicia’s work on internal and external channels to amplify her message. Alicia also served as a co-lead for EMEA Inclusion & Diversity Network’s Belong group and was one of four winners for the Cassie Heppner Hero Award, given annually by Timberland® brand to associates who embody the spirit of moving the world forward.

The North Face® brand values a community that loves to explore and connects with the people and world. However, over the last year it has been clear that not all feel welcome in this community and our brand is committed to changing that.

In partnership with Perspectives, The North Face® brand launched a series of vlog style videos to amplify Black voices as a part of Black History Month. This campaign was activated across Instagram and Tik Tok, with each post spotlighting an athlete or brand associate. With nine in-feed posts and two stories on Instagram, the brand engaged 82,900 consumers, made 2,600,000 impressions, and generated 891,000 views. Seven Tik Tok posts engaged 2,900 consumers, made 14,000 impressions, and generated 18,500 views.

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This past year the Kipling® brand stepped into its power as a brand, leaned on its values and led with purpose. Many of its efforts were in support of the Kipling®’s brand “Come as You Are” pillar, which encourages associates and consumers to show up as authentically and uniquely themselves. In April, the brand hosted a listening and learning opportunity around disabilities to educate their associates around disability inclusion and lean in on their value, “Be a Better Brand.”

In June, the Kipling® brand team celebrated Pride with LGBTQ+ influencers to bring awareness to LGBTQ+ inclusion. Influencers Kendall Chase and Freddy Rodriguez shared their stories as LGBTQ+ community members

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on the Kipling®’s brand social media platforms. They spoke to followers about the causes they care most about. Kendall spoke about transgender equality and encouraged followers to join her in supporting the National Center for Transgender Equality.

The Kipling® brand also donated on her behalf in support. Freddy used his platform to speak about supporting the Black Trans LGBTQ+ community and encouraged folks to join him in supporting the LA LGBT Center. The Kipling® brand was able to join Freddy in this and made a donation to the LA LGBT Center as well.

As a part of an intentional effort to focus on supporting urban youth and the BIPOC community in the outdoors, the Smartwool® brand partnered with Outdoor Afro and Environmental Learning for Kids (ELK) through their advocacy program and celebrated the work of their partners through sock collections. The Smartwool® brand created an advocacy program to partner with organizations that align with the brand’s beliefs of fighting to protect the outdoors while fostering a love of the outdoors in future generations. With Outdoor Afro, the Smartwool® brand created a performance hike sock featuring a print from one of Outdoor Afro’s volunteers, Leandra Taylor, that was inspired by the group’s mission to emphasize joy and community in the outdoors while standing up to protect local areas and wild places. The sock was launched online for the Smartwool® brand Socktober campaign, and proceeds were donated to Outdoor Afro.

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2021 IDEA ANNUAL PROFILE

Smartwool® brand developed a sock that was designed by students from ELK’s Urban Ranger program and spotlights how Hispanic Heritage Month celebrates the histories, cultures, and contributions of Chicanx, Latinx and Hispanic individuals. The campaign was launched in both English and Spanish during Hispanic Heritage Month. As part of the campaign, $5 from the sale of each sock sold was donated to ELK to support their goal of creating the ELK Education Center at Montbello Open Space Park in Denver, Colorado. The Smartwool®’s brand “What Matters” report outlines additional efforts the brand made towards breaking down barriers to make the outdoors accessible for all and ensure that it is a welcoming and safe space where everyone feels they belong.

Through surveys and focus groups with Gen Z consumers, the JanSport® brand realized that mental health is at the top of the priority list. The JanSport® brand launched the Lighten the Load mental health campaign, which included Instagram live videos, to connect students, youth and mental health providers and discuss the disproportionate weight of today’s issues on BIPOC youth.

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BRANDS & CONSUMERS

In partnership with ELK, the

In solidarity with those who seek to right the wrongs of racial injustice and promote racial equality in all measure of society, the JanSport® brand made five commitments to action:

1. Forge a multi-year funding partnership with the United Negro College Fund (UNCF) 2. Accelerate previously established efforts to promote inclusion, diversity and equity in all parts of the business

3. Aspire to increase the presence of BIPOC associates on our leadership team 4. Offer consumers a voice on JanSport ’s brand social media platforms and actively join the fight for ®

racial justice and equality

5. Continue a tradition of elevating BIPOC representation on advertising, marketing, and communication platforms.

AWARENESS UNITY JUSTICE EQUALITY

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SOCIETY & MOVEMENTS 42

At VF, we are one with our community, working collaboratively to preserve the world, the people, and environments so future generations can do the same.

We all are made to do different things, but together we can power movements that inspire each and every one of us to live active and sustainable lifestyles for the betterment of people and our planet.

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“ GLORIA The VF Foundation

It’s inspiring how our partners, brands, corporation and Foundation are coming together to address the inequities illuminated in 2020. It’s through our collective action that we have the biggest opportunity to advance this important work.

“

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The VF Foundation supports non-profit organizations that embrace Outside Matters, dignify Worthy Work, and empower diversity, equity and inclusion as we are Free to Be.

THE VF FOUNDATION

Amid the global COVID-19 pandemic, VF Corporation, the VF Foundation and the VF family of brands provided more than $10.3 million worth of aid to support emergency responders and provide testing kits and medical supplies.

In 2020, The VF Foundation partnered with Global Giving to a launch 2:1 matching campaign that enabled associates, our brands, and consumers to address the ongoing impacts of COVID-19, which have disproportionately affected women, BIPOC and low-income individuals. Together, we raised more than $2 million to support our neighbors in the most vulnerable communities where we operate. Among other things, these proceeds supported the UN Foundation’s Resilience Fund for Women in Global Value Chains and helped us to join forces with organizations such as CARE Cambodia, a development organization fighting global poverty, to provide women and their families with health-related services during the pandemic.

The VF Foundation partnered with the Fashion Scholarship Fund to launch the Fashion Scholarship Fund Alumni Mentoring initiative. The Mentoring Initiative strengthened the Fashion Scholarship Fund’s mentoring programs to reach alumni who are college graduates within their first year’s post-graduation, with a particular focus on alumni from underrepresented backgrounds who seek careers in the apparel, fashion, and retail industries. The grant funding also enabled Fashion Scholarship Fund to improve the rigor of its program data intake and evaluation capacity and to enhance its technology platforms and determine the impact of mentorship on each mentee’s career success.

The VF Foundation partnered with Oregon State University on their Outdoor Recreation Economy Initiative (OREI) that is dedicated to closing the skills gap that the outdoor industry is currently facing. This initiative is creating an innovative, scalable approach to workforce development that meets the unique needs of the trades that power the outdoor industry, while supporting entrepreneurship and innovation in rural and urban communities nationwide. Together with its industry partners, OREI is helping people from all backgrounds get new and better jobs in the outdoor recreation economy.

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VF EMEA + VF EMEA donated €100,000 to IGLA World – The International Lesbian, Gay, Bisexual, Trans & Intersex Association to support their advocacy work as well as LGBTQ+ women and youth who are often less visible within the LGBTQ+ community.

Additionally, the contribution helped to fund ILGA World’s support of LGBTQ+ specific advocacy at the United Nations. The Eastpak® brand also donated €10,000 in support of ILGA to help unite over 1,500 LGBTQ+ activists and scholars at the first ILGA World Conference in New Zealand and the first online conferences during the pandemic. These moments were powerful as the LGBTQ+ community took center stage to share their struggles, successes and plan new strategies for the future.

To help combat the mental health crisis spurred by the pandemic, the Vans® brand donated over $1 million to support charities around the world and united the Vans® brand family around a shared mission of mental health and well-being. During Vans® Checkerboard Day, a day set aside to boost creativity among children, the brand amplified a simple message:

“CREATIVITY IS GOOD FOR YOUR HEAD.” This message and initiative were created to celebrate how the power of creativity can decrease the feeling of isolation by fostering connection and mental wellness.

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In June 2020, The NAACP called to boycott Facebook in support of the #StopHateForProfit campaign that was created to hold social media companies accountable for addressing the rampant hate on their platforms and to prioritize people over profit.

This initiative catalyzed an industry-wide response with The North Face® brand being one of the first to withdraw from Facebook and Instagram ads in support of this initiative.

The North Face® brand Explore Fund was created in 2010 to create access and drive equity in partnership with a community of hundreds of outdoor leaders and organizations. Over the last 10 years, The North Face® brand Explore Fund supported nonprofit organizations that increased access to exploration. The Fund also launched the Move Mountains rant in 2019, empowering and enabling women identifying filmmakers because representation matters. In October 2020, The North Face® brand launched its Explore Fund Council, pledging $7 million to diversity, equity, and inclusion efforts over the next three years as a way to expand access to outdoor exploration. This revamp of the Explore Fund is an extension of the brand’s “Reset Normal” campaign, a global initiative encouraging people everywhere to reset their lives through exploration in the hope of progress and discovery that is desperately needed in today’s challenging environment.

To help uplift and empower the next generation, the Smartwool® brand donated funds and products to SOS Outreach, an organization that delivers character and leadership for underserved youth to thrive through mentoring in the outdoors.

The funds supported the creation of the Continuing the Circle Alumni Network, a program that connects students to careers in the outdoor industry. The network provides greater support for SOS programs through peer-to-peer networking and allows alumni to help students navigate college or their first career postgraduation.

The Smartwool® brand has also partnered with the United Negro College Fund (UNCF) to sponsor a $25,000 scholarship program for the fall 2021 semester for students currently enrolled at Historically Black Colleges and Universities (HBCUs). The scholarships ($2,500 each) will be awarded to 10 students enrolled fulltime in their junior or senior year attending an HCBU located in Tennessee or North Carolina - home to the Smartwool® brand sock development teams and sock mills.

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Recognizing that mental health is paramount to the success and support of LGBTQ+ community, the Dickies® brand donated to Switchboard, an organization supporting LGBTQ+ communities in facing the issues of the day through their confidential information and support helpline.

In EMEA, Black History Month is celebrated in October, and the recognition centered on support of anti-racism and support of Black creators. The Eastpak® brand donated €10,000 to HOPE not Hate, a U.K. anti-racist and anti-fascist organization that educates school children about racism. The brand also designed a range of bags with anti-racist messages; sales went to HOPE not Hate. Black creators were highlighted on social channels, website and email.

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PARTNERSHIPS & COMMITMENTS 48

Around the world, we established new partnerships and sustained existing relationships to advance equity both inside and outside our company.

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as a member of the CEO Action for Diversity VF partnered with the national nonprofit

& Inclusion, the largest CEO-driven business

organization, Management Leadership for

commitment to advance diversity and inclusion in

Tomorrow, as it launched a first-of-its kind

the workplace.

certification program to establish corporate standards for supporting racial equity, known as Black Equity at Work. This certification will help VF develop a rigorous plan to pursue diversity goals and focus on equitable actions that impact people, purchasing and philanthropy. This partnership will also help us create both internal and external accountability metrics and directly align our overall racial equity commitments through the work of CARE. With the desire to better understand what diversity and inclusion means in the Asian context and to propel VF APAC forward in creating a diverse and inclusive workplace, we joined DIAN. This partnership allowed VF to establish a strong network of relationships in the region and have support in driving our IDEA strategy forward.

The VF Foundation supported Camber Outdoors with a $140,000 grant to help with their Take Action Initiative. The initiative is meant to help propel the industry to move beyond awareness, intent, and discussion of diversity, equity and inclusion (DEI) issues towards tangible action in building inclusive, equitable, and diverse workplaces. As a recipient of this grant, Camber was able to disseminate DEI best practices amongst companies and across all levels of an organization as well as drive long-term activeoutdoor industry impact in the form of enhanced career access and employee engagement, satisfaction, and retention.

To best serve our associates with specific needs related to disabilities, VF works with Disability:IN on programming and policies as a corporate partner.

This year the Disability:IN team helped to provide on-demand disability inclusion training for our associates.

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PARTNERSHIPS & COMMITMENTS

VF CEO Steve Rendle continues to influence change

VF continues to support this coalition of business leaders dedicated to addressing the corporate leadership gender gap with an aim to achieve gender parity throughout our own leadership structure by 2030. In pursuit of this goal, we’re making progress toward eliminating unconscious bias, increasing the number of women in senior operating roles, measuring progress and maintaining accountability by providing regular progress reports and providing women with sponsors who can position them for long-term

VF is a founding member of Pride in Fashion, a retail industry network of companies that share similar values towards diversity and inclusion in APAC with a focus on supporting LGBTQ+ communities within our workplace and the wider community.

success.

VF partnered with this renowned footwear design academy to provide opportunities for students from underrepresented groups and nontraditional backgrounds to learn about and train as footwear designers as a part of our DiverCity X Design program. In collaboration with designers from Timberland® brand, The North Face® brand, Vans® brand, and Altra® brand, PENSOLE facilitated a three-week design essentials course and eight-week masterclass to provide selected students with robust

The team at Altra® brand knows that taking care of our mental health is just as important as taking care of our physical health. This year the Altra® brand connected with Still I Run, a charity that

knowledge of the footwear and retail industry.

promotes the benefits of running for mental health.

Top-performing students will earn an opportunity to

Giving Tuesday (Dec. 1, 2020), $1 was donated to

participate in year-long rotational apprenticeships

Still I Run. Also, the Altra® brand hosted a virtual

at our brand offices where they’ll gain intimate

Breaking Stigma in Stride 5K on New Year’s Day.

knowledge of each brand’s consumers, cultures

These activations raised $30,000 to benefit Still I

and ways of working, while they further develop

Run.

For every pair of the Altra® brand shoes sold on

their footwear design skills. By addressing a gap in access to education, this partnership directly aligns with our focus on uplifting Black and Brown communities, which have been traditionally underrepresented in the fashion and design space.

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PARTNERSHIPS & COMMITMENTS

VF began partnering with the strategic professional service firm Seramount, formally known as Working Mother Media, to further understand best practices for advancing diversity, equity, and inclusion in the workplace.

WOMEN’S EMPOWERMENT PRINCIPLES VF signed the United Nation’s Women’s Empowerment Principles to publicly indicate our commitment to foster business practices that advance women’s empowerment in the workplace, marketplace, and community. The principles set the expectation that signatories will review and implement practices around ensuring pay equity, gender-responsive supply chain practices and zero tolerance against sexual harassment in the workplace.

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AWARDS & RECOGNITIONS 52

We are incredibly honored to have been recognized by the diversity, equity and inclusion community for our efforts of cultivating a culture of inclusion and belonging.

2021 IDEA ANNUAL PROFILE

AWARDS & RECOGNITIONS

We are proud to share that the following recognitions have been awarded for five consecutive years: »

VF received a perfect score of 100% on the Human Rights Campaign Foundation’s Corporate Equality Index, a national (U.S.) benchmark on corporate policies, practices and benefits pertinent to the LGBTQ+ community.

»

Diversity MBA named four VF associates to the 2020 Top 100 Under 50 Executive and Emerging Leaders. This recognition represents outstanding achievements in community, leadership, and education. The honorees include Joyce Ha, Vice President, Product Management, Apparel, Vans® brand; Kelly Garrett Zeigler, Vice President, Global Consumer and Shopper Insights, Vans® brand; Divya Aidoud, Director, Consumer and Shopper Insights, Timberland® brand; and Jason Herring, Director, Human Resources Business Partner, Enterprise and Service Functions, VF.

»

Ethisphere named VF one of the World’s Most Ethical Companies.

OUR OTHER IDEA RECOGNITIONS INCLUDE:

1. 2021 Best Employers for Diversity

Forbes named VF on the Best Employers for Diversity list for the second year.

2. 2021 Champion of Change

4. 2020 America’s Most JUST Companies

Forbes and JUST Capital named VF one of America’s Most JUST Companies. Forbes JUST 100 recognizes companies that do

The Colorado Women’s Chamber of

right by all their stakeholders – workers,

Commerce named VF as a 2021 Champion

customers, communities, the environment, and

of Change. VF and The VF Foundation

shareholders.

were presented this award in the Corporate Changemakers category.

3. 2020 Best Places to Work for Women

5. 2020+ Top Company for Executive Women

Seramount (formerly known as Working

& Diverse Managers

Mother Media) named VF to the list of 2020+

Diversity MBA, a national leadership

Top Companies for Executive Women. VF was

organization that integrates diversity and

recognized for its work to accelerate gender

inclusion with talent management, ranked VF

parity and its progress in hiring, retaining,

No. 20 on its 2020 Best Places to Work for

and promoting more women into senior roles

Women & Diverse Managers list. This is the

across the organization.

third consecutive year that VF ranked in the top 20.

6. 2021 Best Companies for Multicultural Women

Seramount also ranked VF No. 9 on its 2021 Best Companies for Multicultural Women.

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FUTURE OF IDEA AT VF 54

After a year of facing with illuminating and often difficult truths, VF’s purpose has never been clearer. We have a responsibility to drive this work forward in our communities and our industry. Through action, collaboration, and respect, we can see to it that our impact is greater than the sum of its parts.

2021 IDEA ANNUAL PROFILE

FUTURE OF IDEA AT VF

The current IDEA strategy ensures we hold ourselves accountable to this call to

2 4

action and was amplified to focus on four key action strategies:

1 3

Define and promote programs that support behavior development to encourage a culture of belonging, allyship and advocacy within VF.

Define and refine VF’s global equity platform and put stakes in the ground.

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

Define and embed the methodologies and measures that build subject matter expertise and drive organizational accountability.

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With our diversity representation goals in mind, these action strategies will guide us through our journey to creating an authentic culture of belonging and come to life within each of our three strategic pillars in the following ways:

Associates & Culture »

Attract, retain, and advance talent by launching a company-wide mentorship program, promoting equal access to leadership development programs for women and BIPOC associates.

»

Embed associate voices at the center of our IDEA strategy through diversified and continuous listening sessions while also actively developing curiosity, empathy, and compassion as a key organization capability by relaunching our Global Learning platforms.

Brand & Consumer »

Hold our brands accountable to the IDEA related commitments they have made to associates and consumers through their communications and initiatives on key platforms.

»

Encourage our brands to engage consumers in direct dialogue regarding important issues and opportunities while continuing focus on amplifying values that transcend demographics.

Society & Movement »

Bring connectivity between Corporate and Brand philanthropic support through the VF Foundation.

»

Act on our commitment to support entrepreneurship through the launch of VF’s Supplier Diversity program.

View IDEA policy statement.

The information included in the 2021 Inclusion, Diversity, Equity & Action Annual Profile reflects data from April 1, 2020 to March 31, 2021.

Download IDEA Annual Profile 56

2021 IDEA ANNUAL PROFILE

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FUTURE OF IDEA AT VF