Everlane
For Everyone
We strive to create an environment and culture that celebrates and leverages the collective diverse perspectives and experiences present at Everlane and our community.
OUR STRATEGIC PILLARS
An Equitable & Optimistic Future
Continue to build trust through transparency and cultivation of inclusive & equitable people practices integrated throughout Everlane.
Value Creation for Everlane’s Diverse Communities
Over-invest in the attraction, development, and support of Everlane’s diverse communities.
Bold & Continuous Learning
Develop a culture and regular cadence of learning via courageous conversations to elevate collective cultural competence of the Everlane team.
01
Supporting
Our Crew
We are investing in career development and support for BIPOC and other under-represented communities.
Our Actions
- Established safe spaces for employees to provide feedback.
- Created employee handbooks and updated our onboarding experience.
- Expanded the People team so we can support our employees today and in the future. We know it is important for our teams to feel comfortable with our People team and we were thoughtful. safe spaces for employees to provide feedback.
Areas of Focus
Safe Spaces for Employees to Provide Feedback
In 2020, we implemented Butterfly – a monthly anonymous feedback tool for employees to provide regular feedback on topics like management, impact, transparency, teamwork and DEI. Results are shared on a quarterly basis, at minimum.
We’ve implemented EthicsPoint, a third party hotline that is available to our employees. It is an alternative avenue for how they can report workplace concerns either anonymously or self-identified.
Career Growth
We’ve created an Internal Mobility program giving all employees the opportunity to grow within the company.
Our Retail & Customer Experience team members bring tremendous value to our HQ teams through their experiences supporting our customers; therefore we exclusively promote our internal opportunities to them so they have a direct path to join the HQ team
Strong Communities
We’re committed to empowering the voices of our team members and continue to partner with employee-led resource groups for BIPOC success.
Established a dedicated operating budget and resources for our Employee Resource Groups to have a greater impact in our community.
Lasting Strength
We track BIPOC retention to ensure our teams grow in diversity. Reviewing the data allows us to identify where we can continue to drive for representation.
In addition to measuring our racial and ethnic1 diversity, Everlane team members are now able to self-report if they identify as a members of the LGBT*Q+ community. We aim to collect sufficient data to report our LGBTQ+ representation in the near future.
LatinX: LatinX is a space to celebrate our different backgrounds, get together to tell our stories, share experiences, support each other and organize events and volunteering activities.
EverBlack: Everblack is a safe and inclusive community for Black identifying employees. Our goal is to curate and foster networking, professional development, and connection through targeted programming as well as creating a safe space for sharing our experience in and outside of the workplace.
Kin: Inspired by the belief that we are all cut from the same cloth, Kin reflects our shared connection as a diverse group of AAPI-identifying individuals while celebrating our group’s tapestry of cultures, stories, and experiences.
Retail Community Committee: A volunteer-led group aiming to foster an inclusive and aware community within our Retail team and strengthen our bonds as one Everlane community.
Parents: The Everlane parents group provides connectivity and community to the parents and parents-to-be of Everlane.
Dawn: Our goal is to make .dawn into a sustainable lifestyle community, where we strive to “Live Everyday With Purpose”, from the moment the sun rises to the moment the sun sets.
Engagement Committee: The Engagement Committee is a place for passionate individuals to come together to intentionally build our work community. We host events, give back to local charities, and create fertile soil for making memories and bonds across the organization.
1U.S. Racial and Ethnic Minorities as defined by EEO1 categories including American Indian or Alaskan Native, Asian, Black or African American, Hispanic/Latino, Native Hawaiian or other Pacific Islander.
02
Bringing
In Experts
We are focusing on continuous education that helps us have honest conversations, work beyond our biases, and grow together in a more inclusive environment.
Our Actions
- We brought in third-party partners Converge and Out of Privilege to help us build our diversity, equity, and inclusion strategy.
- We conducted an internal DEI survey and hosted DEI Dialogues to get a proper sense of where we stand.
Areas Of Focus
Continued Education
We’ve continued to partner with Converge Firm —a consulting firm that specialize in helping reset workplace policies while educating managers and teams on systemic racism, allyship, unconscious bias, and inclusive leadership.
Anti-Racism Training
We instituted company-wide anti-racism training and allocated an ongoing annual budget for DEI resources, tools, and education.
Direct Accountability
Our entire leadership team will be held accountable for inclusive hiring practices and career pathing via the Rooney Rule, retention metrics, and engagement metrics.
03
Growing
Our Team
We are dedicated to achieving the best practices for equitable hiring, growth, and pay for every team member.
Our Actions
- Redesigned our talent acquisition practices to eliminate bias and introduce more diversity all levels of the organization.
- Introduced BIPOC representation to our C-team & Board of Directors
Our Current Team
Everlane Senior Management*
4% 36%
Black POC
Everlane Team
4% 36%
Black POC
*Figures correct as of December 2023. Everlane management is defined Director level and above including our C-team.
Areas Of Focus
Inclusive Hiring Practices
We’ve established partnerships with organizations serving underrepresented communities to effectively market our open positions with a goal of building the most diverse pipeline of applicants
We’ve established partnerships with organizations serving underrepresented communities to effectively market our open positions with a goal of building the most diverse pipeline of applicants
All hiring managers and interviewers are required to attend interview training to ensure our process is properly practiced.
All job descriptions were redesigned using inclusive practices; education requirements were eliminated from our application process
Guided Growth
We’ve built our job architectural foundation, which provides clarity of roles and responsibilities for our Team Members. Currently we are working with our People Leaders to map career pathing opportunities for our teams.
Fair Pay Grades
We engaged with Gray Scalable, a Human Resources consultancy that works with scaling companies. Gray Scalable reviewed our compensation practices and recommended a market-based structure that allows Everlane to be both internally consistent and externally competitive in their pay practices. We are committed to every two year pay audit that will be done with Gray Scalable or similar consulting firm.
04
Working Beyond
Our Walls
We believe that we should use our influence to create positive change throughout the industry and society.
Areas Of Focus
Brand Representation
We have set new goals for broader, deeper representation in our creative work and commit to better celebrating diversity through our words and images.
Industry Accountability
As a member of the Black In Fashion Council, we are working to advance inclusivity in the fashion industry through systemic change.
Nonprofit Support
To date we’ve donated over $1.5M to the ACLU. We have also donated $75K to the Equal Justice Initiative. Every year, we evaluate and evolve our volunteer and giving program to support our local communities.
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