H&M Group is a value-driven company that wants to lead the way to a more inclusive world. To us, inclusion and diversity represent who we are and want to be, now and in the future.
Inclusion and diversity
How we embrace inclusion and diversity
While for us, inclusion and diversity mean promoting these principles in all aspects of our business, we welcome how others define them too. We don’t see them as static but as something we are constantly working on.
Because inclusion and diversity are complex and ever-changing, we make sure to grow and evolve too – by learning and applying that knowledge. Committed to ongoing self-reflection, we are a part of what happens around us and can leverage our brands, our size and scale – our entire business – to create awareness around them. We know our progress can help pave the way to a more inclusive and diverse fashion industry, one step at a time.
Internal diversity representation at H&M Group
of management positions were held by female colleagues in 2022 (2021: 71%) and our board of directors had a 55%:45% (female:male) gender split1, the same as in 2021.
Our colleagues represent
nationalities, with leaders who manage people representing 96 nationalities2.
Our workforce spans across several generations:
Generation Z: 25.7%
Generation X: 11.4%
Baby Boomers: 1.7%2
is our male-to-female staff ratio. We recognise gender is not binary and that gender dimensions exist between and beyond male and female identities. We are exploring how we can adapt our systems to be more inclusive of all genders, while also complying with local laws and regulations. In the meantime, we will continue to report on the data we currently have available.
We’re determined to create and maintain inclusive, diverse and equitable workplaces throughout our organisation. Together with our brands, we promote diversity and equality through products and communication, and advance inclusion in our communities.
Our focus areas and objectives help us set direction and vision. They represent an overarching framework consisting of actions of both global and local origin and implementation so that our brands, regions and company functions can set their own priorities relevant to their specific context as well.
Our inclusion and diversity strategy is structured around:
In the United States, we are working to increase the diversity of our suppliers. We are setting goals to collaborate with suppliers that are at least 51% owned, operated and controlled by minorities. As we believe inclusive procurement is a great way to contribute to positive social impact, we are exploring how we can expand the initiative to more markets.
Our brands and inclusion and diversity
All of our brands are working to embed inclusion and diversity in their operations, assortments, and communities.
There are many ongoing campaigns and initiatives on both a global and local scale. Some of the more recent examples include: