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WORDS
INTO ACTION:

2021 UPDATE ON OUR COMMITMENTS*

our mission remains the same, to ignite the limitless potential of all women and girls-and when we say all, we mean all.

*Note, statistics and goals are specific to the U.S.

In the summer of 2020, along with our parent company Gap Inc., we made commitments to Create for All, With All focused on driving systemic change through our customers, our employees, and our community.

At Athleta, we thought hard about how we could further amplify these actions. We committed to Increase Representation, Ensure Pay Equity, launch the Wellness for All Grant Initiative, Reinforce Accountability, and to Recommit to Community.

our mission remains the same, to ignite the limitless potential of all women and girls-and when we say all, we mean all.

A year later, we’re sharing how we’re doing—how we’re aligning to our latest commitments, our progress against our original commitments, and the work we’re doing to sustain and expand our efforts moving forward.

We said it a year ago, and it’s still true—systemic change doesn’t happen overnight. But we’re here to do the work. We’re proud to be a mission-driven B Corp that uses business as a force for good, putting people and planet right up there with profit. Our mission remains the same, to ignite the limitless potential of all women and girls—and when we say all, we mean all.

01 OUR CUSTOMERS

we will continue to tell the stories and amplify the voices of bipoc women and girls in our community.

CREATE FOR ALL, WITH ALL

We’re laser-focused on increasing inclusivity through every product we design. From our XXS to 3X size range to our ongoing Amplify Artist Series product capsules celebrating Black creatives, we’re working closely with our employee-led Color Proud Council as a partner is embedding inclusivity in our DNA.

we will tell the stories and amplify the voices of bipoc women and girls in our community.

AMPLIFY BIPOC VOICES

The stories we tell shape who we are. We will continue to tell the stories and amplify the voices of BIPOC women and girls in our community. In tandem, our #HoldTheSpace series serves as a dedicated space for overt dialogue around racial injustice and issues facing BIPOC communities, spotlighting testimonials and conversations with BIPOC women in the Athleta community.

OPEN TO ALL SHOPPING EXPERIENCES

Our stores, physical and digital, are the heart of our brand—and they are Open to All. We’ll continue to find ways to show up and stand up to authentically serve all our customers and communities, both online and in stores. This includes the models we work with, the product collections we feature, in-store displays that celebrate all shapes and sizes, and anti-racism trainings.

02 OUR EMPLOYEES

TRANSPARENCY

Since 2013, we’ve publicly reported our annual global employee gender data and overall U.S. race and ethnicity data. We’ll begin to regularly share additional data of how our employees identify their race and ethnicity, including at the store and HQ levels. We’ll also expand our annual reporting to create a dedicated Equality & Belonging report, mapping our progress as well as contributing to industry learnings.

REPRESENTATION

We will double the representation of Black and Latinx employees at all levels in our U.S. headquarters offices by 2025 to mirror our customers. Efforts will be particularly focused on functions that make and market our products to ensure we are creating for all, with all. In tandem, we plan to increase representation of Black employees by 50% in our store leader roles by 2025 as we strive to operate stores that reflect the local communities we serve.

we commit to double the representation of black and latinx employees at all levels in our hqs by 2025.

TRANSPARENCY

Since 2013, we’ve publicly reported our annual global employee gender data and overall U.S. race and ethnicity data. We’ll begin to regularly share additional data of how our employees identify their race and ethnicity, including at the store and HQ levels. We’ll also expand our annual reporting to create a dedicated Equality & Belonging report, mapping our progress as well as contributing to industry learnings.

we commit to double the representation of black and latinx employees at all levels in our hqs by 2025.

RACIAL PAY EQUITY

In 2019, we expanded our annual review of pay data to assess our pay data across race and ethnicity for employees based in California, where we are headquartered. Starting in 2020, we now have an external firm assess our pay data by race for U.S. Employees, with the objective of continuing to ensure pay equity for all employees. This independent review concluded by finding no meaningful pay disparity by gender or race.

03 OUR COMMUNITIES

we launched the power of she fund, with a commitment of $2 million to fuel confidence through movement and connection.

ADVOCACY

In 2020, we launched The Power of She Fund, with a commitment of $2 million to fuel confidence through movement and connection. We’ve done this through two grants. Wellness for All Grants fund female, women of color with a purpose to make wellness and fitness more inclusive to female BIPOC communities. Move Together Grants fund organizations that foster connection through multi-generational, movement-based programming.

we launched the power of she fund-$2 million to fuel confidence through movement and connection.

CIVIC ENGAGEMENT

We’re committed to removing roadblocks so that employees don't have to choose between voting and work. We promote early voting and vote-by-mail options, and our store leaders work with store associates to accommodate shift coverage and provide up to 3 hours of paid time off. Our HQ leadership shares information about voter registration and encourages a day without meetings so that all employees have flexibility to vote on or before Election Day.

ACCESS

We’ll achieve diverse representation in our pipeline programs through internships and our longstanding This Way Ahead program, with a concerted effort to increase representation of Black talent by 2021. We’ll continue our partnership with Harlem’s Fashion Row as one way to champion the next generation of designers and create access for designers of color to careers in fashion.

We joined the 15 Percent Pledge as an advocacy partner in 2021, aligning with the Pledge’s mission of creating a more equitable industry. Gap Inc. commits to increasing pipeline programs by 15% to drive access and opportunity for the Black community within the Gap Inc. family of brands starting with early empowerment programs.

CIVIC ENGAGEMENT

We’re committed to removing roadblocks so that employees don't have to choose between voting and work. We promote early voting and vote-by-mail options, and our store leaders work with store associates to accommodate shift coverage and provide up to 3 hours of paid time off. Our HQ leadership shares information about voter registration and encourages a day without meetings so that all employees have flexibility to vote on or before Election Day.