Abercrombie & Fitch (A&F) (NYSE: ANF) is an American retailer that focuses on casual wear for consumers ages 18 through 22.[3] With over 300 locations in the United States, the brand is now expanding internationally.[4] The company also operates three offshoot brands: abercrombie (childrenswear), Hollister Co., and Gilly Hicks. The company operated a post-grad brand, Ruehl No.925, that closed in early 2010.[3]
Established in 1892 by avid outdoorsman David Abercrombie and later
expanded into a giant clothing retailer by Ezra Fitch , Abercrombie
Fitch is one of today 's most successful clothing companies . From its
inception as a sporting goods retailer and its further growth into the
world 's largest sporting goods store that attracted the rich and the
famous as its customers , the company has since then moved on to become a
symbol of ``casual luxury ' Majority of Abercrombie Fitch 's consumers
belong to the young and elite demographic . The company itself was
revived by The Limited , Inc . from its bankruptcy in the 1970s by
repositioning the brand to target a much younger clientiele . However ,
Abercrombie Fitch has maintained its appeal to the upper class market
by consistently suscribing to the image of luxury . Through an
advertising campaign , the brand Abercrombie Fitch was transformed into
the clothing choice of hip , young , White Americans who either had
disposable income or who were born in the lap of wealth and moneyed
class . Ultimately , the brand had to change its image to include other
ethnicities in the upscale market .
Since the start of the initiative, we have seen marked improvement in the diversity of our in-store staff. We continue to work at this and other aspects of our initiative, but here are a few key facts as of April 30th, 2010 that we are proud of.
Our in-store workforce, as a whole is 50.22% people of color
Our in-store models are 48.44% people of color
Our in-store managers-in-training are 41.04% people of color
LEADERSHIP & ASSOCIATE ENGAGEMENT
In order to drive the initiative forward each and everyday, a number of our associates – at Home Office, across stores and in our Distribution Center – are actively involved in leading the work.
Executive Diversity Council – a leadership group mostly comprised of Senior Vice President’s and above from a cross-section of business units, including: Human Resources, Store Operations, Sourcing and our Swiss office are charged with providing support for the initiative company-wide.
Stores Diversity Council – a stores specific leadership group, comprised of District Managers and Recruiters are charged with auditing and implementing our initiative at the store level.
Distribution Center Diversity Council – a distribution center specific leadership group that is represented by Human Resource leaders and line managers and charged with implementing our strategy across our distribution facilities.
INTERNAL & EXTERNAL COMMUNICATION
Since launching our initiative, we have made significant strides and embraced the conversation around diversity and inclusion. The links below are evidence of that dialogue, how forward thinking we have been in our approach to this issue and ways we are contributing to these conversations.
"From Bland to Brand" featured in DiversityExecutive magazine
http://www.diversity-executive.com/article.php?article=943
"Diversity Paradox" featured in DiversityExecutive magazine
http://www.diversity-executive.com/article.php?article=898
"Global Diversity: Navigating International Differences" featured in DiversityExecutive magazine
http://www.diversity-executive.com/article.php?article=539
TRAINING & EDUCATION
In order to educate our associate population – domestically and internationally – we recently launched our newest training program titled, Building CulturalDexterity™. The course teaches our associates how to lead across cultural differences, filter business decisions through different value lenses and respond to expectations from people who may have grown up with different experiences.
Established in 1892 by avid outdoorsman David Abercrombie and later
expanded into a giant clothing retailer by Ezra Fitch , Abercrombie
Fitch is one of today 's most successful clothing companies . From its
inception as a sporting goods retailer and its further growth into the
world 's largest sporting goods store that attracted the rich and the
famous as its customers , the company has since then moved on to become a
symbol of ``casual luxury ' Majority of Abercrombie Fitch 's consumers
belong to the young and elite demographic . The company itself was
revived by The Limited , Inc . from its bankruptcy in the 1970s by
repositioning the brand to target a much younger clientiele . However ,
Abercrombie Fitch has maintained its appeal to the upper class market
by consistently suscribing to the image of luxury . Through an
advertising campaign , the brand Abercrombie Fitch was transformed into
the clothing choice of hip , young , White Americans who either had
disposable income or who were born in the lap of wealth and moneyed
class . Ultimately , the brand had to change its image to include other
ethnicities in the upscale market .
Since the start of the initiative, we have seen marked improvement in the diversity of our in-store staff. We continue to work at this and other aspects of our initiative, but here are a few key facts as of April 30th, 2010 that we are proud of.
Our in-store workforce, as a whole is 50.22% people of color
Our in-store models are 48.44% people of color
Our in-store managers-in-training are 41.04% people of color
LEADERSHIP & ASSOCIATE ENGAGEMENT
In order to drive the initiative forward each and everyday, a number of our associates – at Home Office, across stores and in our Distribution Center – are actively involved in leading the work.
Executive Diversity Council – a leadership group mostly comprised of Senior Vice President’s and above from a cross-section of business units, including: Human Resources, Store Operations, Sourcing and our Swiss office are charged with providing support for the initiative company-wide.
Stores Diversity Council – a stores specific leadership group, comprised of District Managers and Recruiters are charged with auditing and implementing our initiative at the store level.
Distribution Center Diversity Council – a distribution center specific leadership group that is represented by Human Resource leaders and line managers and charged with implementing our strategy across our distribution facilities.
INTERNAL & EXTERNAL COMMUNICATION
Since launching our initiative, we have made significant strides and embraced the conversation around diversity and inclusion. The links below are evidence of that dialogue, how forward thinking we have been in our approach to this issue and ways we are contributing to these conversations.
"From Bland to Brand" featured in DiversityExecutive magazine
http://www.diversity-executive.com/article.php?article=943
"Diversity Paradox" featured in DiversityExecutive magazine
http://www.diversity-executive.com/article.php?article=898
"Global Diversity: Navigating International Differences" featured in DiversityExecutive magazine
http://www.diversity-executive.com/article.php?article=539
TRAINING & EDUCATION
In order to educate our associate population – domestically and internationally – we recently launched our newest training program titled, Building CulturalDexterity™. The course teaches our associates how to lead across cultural differences, filter business decisions through different value lenses and respond to expectations from people who may have grown up with different experiences.
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