Inclusion & Diversitya Recipe For Success
Manage HR Magazine | Friday, May 28, 2021
HR leaders know that Inclusion & Diversity are integral to a Company’s success – and rightly devote a fair amount of energy to help employees embrace this view.At Kontoor Brands, we’ve had the good fortune to draw upon best practices and lessons learned from others, and to rely on our leadership, our process, and on employees themselves as catalysts for meaningful change.
Kontoor proudly represents two iconic global brands, Wrangler® and Lee®, and we draw strength from their heritage and ambitions. We are also a new organization, created in 2019, with cultures meshing from our former parent company, our legacy brands, and the more than 600 new employees we have welcomed in the last two years.As we set out to create a place where all feel a sense of belonging, we knew our job was to meet everyone where they were and understand their perspective before asking them to go on the journey with us.We were determined to build a living, purpose-driven talent strategy that was right not only for Kontoor today, but also right for the company we aspire to become –and that includes our focus on Inclusion & Diversity.
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Here are a few of the lessons we’re learning on our journey so far:
Leadership and Advocacy: Bringing Purpose to Life
Support from the top is essential – but context from the top is even better.Our President and CEO Scott Baxter often points out that Inclusion & Diversity is not a one-off initiative at Kontoor – it’s intrinsic to our purpose to be the common thread that inspires people to live with passion and confidence. Scott chairs our Global Executive I&D Council,and he regularly affirms the strategicimportance of Inclusion & Diversity in shaping our identity and aspirations. Having vocal leadership on these topics provides critical perspective and visibility, and itmakes it easier to encourage employees at every level to be mindful of the ways they support our I&D strategy in their day-to-day work.
Enterprise and Expert Engagement: Fostering Meaningful Dialogue
Seeking and incorporating new ideas, information and perspectives from our employees and expert partners continues to be vital to our success.We conducted extensive conversations with leaders and others from our Employee Resource Groups (ERGs) and across our global organization as we were developing our strategy –asking what they wanted to see and what they wanted to happen.While building our strategy earlier this year, we witnessed the senseless death of George Floydand too many others in the Black community. In response, we held a number of virtual roundtable discussions. Thanks to the commitment and candor of our leaders and employees, these sessions were deeply meaningful. We are grateful that our new I&D strategy reflectsmany of the ideas and insights from these important conversations on race and inclusion.
We also recognize that we don’t have all the answers. Early in the process, we engaged a team of students from a local university, to hear their perspective and input. We also began outreach to human rights and equality organizations, as well aslocal nonprofits, to learn and understand from experts and our neighbors. And we relied on our HR network and peers from other companies –asking questions and listening.
We believe Inclusion & Diversity can move an organization forward in ways that are true to its values, right for the times, and relevant to stakeholders across every market
Now, we are creating new ways for the conversation to evolve.We’re doing this through our active network of Employee Resource Groups. The ERGs, for example, helped create our onboarding program for new hires and our new mentoring program.We are also launching new Inclusion & Diversity Councils at the global, regional and local levels to champion our I&D strategy and provide additional governance and support.Working in partnership, these groups of colleagues will strengthen the connections between I&D and our business strategy in ways that accelerate our growth as a company.
To enable the conversation to evolve, we must also recognize the discomfort that can occur when we have conversations on topics related to Inclusion & Diversity. That’s where our HR team comes in. Providing the education and tools to help others feel confident, speak with candor and bring their whole selves to work is no small task, and frankly, is one of our most important responsibilities. This can be the difference between maintaining the status quo and forward progress.
Transparency and Accountability: Keeping Inclusion & Diversity at the Forefront
Transparency builds trust. Our Inclusion & Diversity strategyis featured on our public website.The strategy focuses on four priority areas: Workplace Belonging, Workforce Diversity, Marketplace Equity, and Sustainability & Accountability – and the progress we make toward our goals in each of these areas will be public, as well.We want to keep our consumers, partners, prospective employees, communities, and other stakeholders informed and encourage them to join with us on the journey.And internally, we’re providing robust resources to help employees get and stay involved.
While our journey is just beginning, we believe Inclusion & Diversity can move an organization forward in ways that are true to its values, right for the times, and relevant to stakeholders across every market.Every company can and must do more to advance Inclusion & Diversity, and we are committed to doing our part.
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Manager in Minutes combines training on key compliance responsibilities with the everyday management skills managers need to put that knowledge into practice. The series currently includes FMLA and ADA , with Wage & Hour (FLSA), Interviewing, and Effective Performance Management coming next. Additional topics include Effective Listening , Giving and Receiving Feedback , and Belonging .
“Managers are dealing with employment issues every day, often before HR even knows there is an issue,” said Katherin Nukk-Freeman, Co-Founder and President of SHIFT HR Compliance Training. “They don't need to become employment law experts. They need to know how to handle that first conversation and recognize when it's time to bring in HR.”
What starts as a routine conversation can surface issues managers need to be prepared for. An employee asking for time off may say something that raises an FMLA question, or someone may casually mention working after hours. In other situations, a manager may learn something that needs to reach HR even though the employee never intended to make a formal complaint.
“We hear from HR leaders all the time that managers are one of their biggest pressure points,” Nukk-Freeman said. “HR can't be in every conversation. Preparing managers for these everyday moments gives them a better sense of their role and what should happen next.”
Designed to be completed in 15 minutes, each Manager in Minutes course makes practical manager development easier to fit into the workday. Through realistic workplace scenarios, managers have a chance to work through issues before they face them on the job. They can practice how to respond and when to bring HR into the conversation.
The series is part of SHIFT's focus on manager readiness and will continue to expand as new courses are introduced.
“Good manager judgment comes from practice,” Nukk-Freeman said. “When managers have thought through these situations ahead of time, they're better prepared when one actually happens. They know what to pay attention to, how to respond, and when they need to bring in HR.” ...Read more
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In an evolving regulatory landscape, employers face increasing scrutiny from regulators, courts, and the public. Organizations that prioritize compliance reduce uncertainty, manage risk effectively, and establish clear policies that guide daily decision-making. By embedding employment law compliance into operations, businesses build stronger relationships with employees and position themselves for long-term stability and growth.
How Can Risk Be Minimized and Operational Stability Enhanced?
Organizations that adhere to labor regulations can significantly reduce exposure to lawsuits, fines, and regulatory scrutiny. Establishing clear policies on hiring, compensation, overtime, leave, and termination helps minimize misunderstandings that may lead to disputes. When employers consistently document decisions and apply policies uniformly, they strengthen protection against claims of unfair treatment or discrimination. Marshall Workplace Law supports organizations in implementing workforce management strategies that align with regulatory requirements and compliance standards. This approach enables organizations to respond more effectively to audits or complaints by demonstrating adherence to legal obligations.
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AtWorkCare supports workforce management through solutions that enhance compliance and improve adherence to labor regulations across organizational practices.
How Can Employee Trust Be Enhanced to Increase Long-Term Business Value?
When employees understand their rights and see them respected, they feel valued and secure. Fair pay practices, safe working conditions, and equal opportunity policies demonstrate that the organization treats people with dignity. The trust encourages open communication, reduces workplace conflict, and improves morale. Employees who feel protected and respected are more likely to remain loyal, perform well, and contribute positively to organizational culture.
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Employment law compliance delivers benefits that extend far beyond legal protection. It reduces risk, strengthens operational stability, builds employee trust, and enhances organizational reputation. By embedding compliance into everyday practices, employers create fair, transparent, and resilient workplaces. The commitment protects the organization and supports long-term success through engaged employees, ethical leadership, and sustainable business growth. ...Read more
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Innovations Elevating Event Planning
Corporate event planning gains new momentum through tools and methods that enhance coordination and strengthen decision-making. Dynamic layout modeling helps planners visualize venue arrangements, test seating options, and adjust flow paths well before final execution. Platforms such as Clover contribute to event planning efficiency by leveraging data-driven insights and coordination tools to improve decision-making processes. These simulations support stronger crowd management, more efficient use of space, and smoother transitions throughout the event.
Digital management platforms streamline planning by centralizing registration, scheduling, vendor coordination, and communication in one system. Automatic updates reduce errors and ensure every stakeholder receives accurate information. This structure minimizes last-minute disruptions and allows planners to maintain consistent oversight of budget, logistics, and timelines.
IPOfferings LLC delivers solutions that enhance coordination and decision-making within structured corporate event planning environments.
Content creation also advances. Interactive presentation formats, immersive stage designs, and adaptable lighting frameworks enhance audience engagement across various event types. Organizers use these elements to shape distinctive experiences that leave stronger impressions. Responsive audiovisual tools support seamless transitions between speakers, breakout sessions, and demonstrations, ensuring that each segment maintains clarity and continuity.
Catering and hospitality services improve through more personalized menu planning and better accommodation of dietary preferences. Flexible serving models allow for quick adjustments based on crowd size, pacing, or theme changes, contributing to a smoother attendee experience.
Enhanced Execution and Attendee Experience
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