Our people, both direct colleagues and those in our supply chain, are crucial to our business and operations. We respect and uphold human rights wherever we operate and we work to enhance our people’s wellbeing through targeted initiatives.
Our approach to our people is defined by our Burberry Forward strategy and our objectives to organise for growth, strengthen our leadership and ensure that talent is at the centre of everything we do. We empower colleagues to seek opportunity in everyday challenges and feel connected to our business and each other.
Diversity, equity and inclusion are deeply embedded in our ways of working at Burberry and we are strengthening a culture of belonging across the business. We have established strong foundations through policies, programmes and representation, and continue to support behaviours that mirror who we are as a Company.
As part of our transformation, we are reigniting a high-performance culture centred on belonging and grounded in our reimagined purpose and values. Our purpose, To Embrace the Elements with Open Arms, provides a shared foundation that keeps us connected as one Burberry community while encouraging diversity to thrive. Our values ensure we recognise achievements, support collaboration and engage diverse perspectives, so that our people feel valued and part of Burberry. We believe that everyone at Burberry is responsible for bringing our purpose and values to life.
To learn more about our targets, visit our Annual Report.
of workforce is female. Recognised as a top performer for women in leadership in the 2026 FTSE Women Leaders Review for eighth consecutive year
workers reached through our Vendor Ownership Programme
of our Tier 1 workers in our supply chain covered by the Wellbeing Programme
In line with our aim to Reignite a High performance Culture, we are working to ensure our people feel connected to our purpose, confident in their contribution to the business and clear on their role in shaping Burberry’s future. We are doing this through our Belonging strategy, which forms part of our evolving approach to diversity, equity and inclusion.
In March 2026, we launched a campaign asking colleagues to help us define what belonging means at Burberry in order to create a simple definition. In FY 2026/27, we will embed these learnings across the business, including in Human Resources processes from talent acquisition and development to engagement and performance.
In FY 2026/27, we will launch an internal Council with the aim of turning insights into action and strengthening the connection between colleagues and our culture, including our approach to wellbeing and performance. We are also taking belonging into account when considering the strategy, structure and governance required to guide decisions on partnerships and how we participate in key cultural moments. This includes a review of the purpose, structure and impact of our Employee Resource Groups (ERGs) to ensure they operate as effective insight, connection and cultural feedback mechanisms that complement Employee Engagement Survey data and leadership listening.
The upcoming relaunch of the Icon Awards, our flagship recognition programme, will reinforce belonging as a driver of high performance. A peer‑led, globally accessible celebration, the event highlights colleagues who have demonstrated high
performance and modelled our purpose and values. The refreshed approach will focus on clear behavioural criteria and inclusive participation, helping to make cultural expectations visible and valued across the organisation.
In parallel, we continue to advance our diversity, equity and inclusion initiatives through external benchmarking, such as the FTSE Women Leaders Review, and by embedding the recommendations
from our participation in the Investing in Ethnicity Maturity Matrix and the Stonewall Global Workplace Equity Index during the year. By partnering with organisations such as the Business Disability Forum, we are also able access expert guidance and implement practical actions that strengthen accessibility, develop inclusive leadership behaviours and improve support for people with disabilities so all our people can feel a sense of belonging at Burberry.
