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MAIN NAVIGATION

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   * About Our Brands
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   * Our Culture
   * Values
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   * Why We’re Here
   * Meet Our Team
   * How We Got Here
   * Community Involvement
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   * Explore Openings
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   * Responsibility
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   * Efforts and Initiatives
   * Policies
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MAIN NAVIGATION

 * Brands
   * About Our Brands
   * Fashion Lifestyle Brands
   * Performance Lifestyle Brands
 * Culture
   * Our Culture
   * Values
   * Diversity, Equity, and Inclusion
   * Why We’re Here
   * Meet Our Team
   * How We Got Here
   * Community Involvement
 * Careers
   * About Careers
   * Explore Openings
   * Benefits
   * Global Locations
   * North America
   * United Kingdom and Europe
   * Asia-Pacific
 * Investors
 * Responsibility
   * Responsibility
   * Community Involvement
   * Efforts and Initiatives
   * Policies
 * Contact




DIVERSITY, EQUITY, AND INCLUSION

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WE EMBRACE EACH OF OUR UNIQUE EXPERIENCES AND IDENTITIES, KNOWING THAT THEY HELP
US FOSTER CONNECTIONS, DRIVE INNOVATION AND CREATE ONE CULTURE OF BELONGING. WE
ARE COMMITTED TO AN INCLUSIVE AND EQUITABLE WORKPLACE WHERE EACH OF US CAN COME
AS WE ARE.

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21% BIPOC DIRECTORS+

Since last year, BIPOC leaders at Director level and above positions has
increased from 15% to 21% in the U.S.


44% BIPOC NEW HIRES

Since last year, 44% of all new hires have been from BIPOC communities in the
U.S. *Excludes Retail and DC.

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OUR COMMITMENT


GLOBAL OBJECTIVES FY22-FY25


BUILD A MORE DIVERSE AND EQUITABLE WORKFORCE


CREATE ONE CULTURE OF BELONGING


INCREASE DIVERSITY AND INCLUSION IN PRODUCT AND MARKETING


BECOME DEI INDUSTRY LEADERS


TARGETS

 * 25% representation of Black, Indigenous, and People of Color (BIPOC) at
   Director Level and above in the U.S. by 2027
 * 100% of Executive Leadership Team has inclusion and diversity related goals
 * UGG, HOKA, Teva, Sanuk and Koolaburra by UGG each committed to featuring 60%
   BIPOC, LGBTQ+, and diversity of body types and abilities in marketing
   campaigns
 * All Director level and above positions are interviewed by a panel that
   includes underrepresented groups (gender and BIPOC)

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PRONOUNS MATTER
We encourage all employees to include pronouns in their email signatures.
Pronouns are one of the best and simplest opportunities to help respect
someone’s identity. We hope to create the space to enable individuals to
identify themselves in the way in which they choose because we know that this
promotes a culture of mutual respect and affirms our individual value.  To learn
more about pronouns, visit https://www.mypronouns.org/
 

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SPOTLIGHT STORIES


LOOKING INWARD

Our employees and leaders foster a culture where people from all backgrounds and
identities can thrive through the support of Employee Resource Groups,
intentional conversations, ongoing learning and development opportunities and
enhanced benefits to better support the communities we represent. Exciting
updates include the expansion of our transgender and fertility care programs and
a corporate exposure program for retail employees. 


LOOKING OUTWARD

We're committed to doing good and great in our communities through ongoing
global volunteer efforts and donations. We donate $500,000 annually to
organizations that support racial and social justice, and we're excited to
empower the next generation of Black talent through our UNCF HBCU Scholarship
Program. Participation in The Valuable 500 and the Bloomberg Gender Equality
Index are invaluable in helping us be transparent and accountable in our efforts
to create a more inclusive, accessible and equitable workplace. Our brands are
doing their part too and have each committed to represent 60% BIPOC, LGBTQIA+,
abilities, and diversity of body types in their marketing campaigns.

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EMPLOYEE RESOURCE GROUPS


LTX (LATINX)
BLK (BLACK)
DECKABILITY & ALLIES
HEALTHY MINDS
PRISM (LGBTQIA+)
VERG (VETERANS)
SOUTH ASIAN
BOUNDLESS (WOMEN)
WORKING PARENTS AND CAREGIVERS
DO GOOD



©2023 Deckers Brands


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