2021 
 Corporate
 Sustainability
 Report

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Contents
5
GOVERNANCE
2 
GOOD FOR THE PLANET
1 
OUR COMPANY
7
INDEXES
4
GOOD FOR OUR PEOPLE
 3  
GOOD FOR COMMUNITIES
6
WHAT WE’RE EXCITED  
FOR NEXT
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FOSSIL GROUP / 2021 ESG REPORT

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FOSSIL GROUP / 2021 ESG REPORT
CEO LET TER 
Hello everyone, 
 
Purpose has always been at the core of who we are at Fossil 
Group. Despite the global disruption and heartache of the past 
few years, we have remained true to our purpose to connect 
people with the one resource that everyone runs out of — time. 
Time to create success. Time to connect with each other. Time 
to make the world greater, together. Knowing time is finite for 
each of us, we are mindful of the limited nature of the resources 
we use to create our products and the impact of our work on 
communities and our people. We can and we should do the right 
thing. Our corporate responsibility strategy, Make Time for Good, 
provides the framework for how we manage environmental, social, 
and governance (ESG) initiatives at Fossil Group and establishes 
a path forward to be a purpose-driven leader for our planet, 
communities, and people. 
For over 35 years, we have designed and created thoughtful 
accessories that bring joy and help people live their lives to the 
fullest. We started as a small watchmaking business and have 
grown into a diverse portfolio of brands, crafting traditional 
watches, smartwatches, handbags, small leather goods, and 
more. Prioritizing our ESG initiatives is a natural extension of our 
company’s legacy to create better products that are not only high 
quality, but that also leave a lighter environmental footprint and 
support the livelihoods of people who design and produce them.
We are proud to present our first Corporate Sustainability Report. This 
report is a summary of the work we accomplished in 2021 and serves as 
our UN Global Compact (UNGC) Communication on Progress, affirming 
our support for the UNGC and its 10 Principles.  
As our first report, it also explains some of the history behind our 
initiatives and approaches, as well as our ESG performance strategy 
and vision moving forward. In the past year, we have worked to further 
define what corporate responsibility looks like for our company. We’ve 
increased our collaboration with our stakeholders, continued to deliver 
supportive initiatives to our employees and communities despite the 
pandemic’s challenges, and created new goals that reflect the current 
reality and our evolving priorities … all in an effort to Make (even more) 
Time for Good.
We look forward to continuing this journey together. 
 
 
 
 
Kosta N. Kartsotis
CEO of Fossil Group

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Our Company
We’re on a mission to connect people to what matters most: time.
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3
global regions
14
world-class brands
40+
offices around the globe
140+
countries of business  
and operation
1000s
of (crazy) talented employees
Good for the Planet
•	
We achieved partial 
traceability in our handbag 
and small leather goods 
categories (10% of total 
vendor base). 
•	
Over 25% of all our 
packaging contains recycled 
materials, and 20% of our 
packaging can either be 
recycled or reused.  
•	
Our Net-Zero road map is 
now underway in partnership 
with Science-Based Targets.
Good for Communities
•	
Fossil Foundation has 
positively impacted the 
lives of over 2.6 million 
underserved youth around 
the world. 
•	
 1% of all Fossil.com 
e-commerce sales goes to 
support Fossil Foundation. 
•	
Achieved a 73% score on 
the Women’s Empowerment 
Principles Assessment.
Good for Our People
•	
Achieved a 14% increase in 
female leadership. 
•	
DE&I goals were added to 
the Executive Leadership 
Team’s performance reviews 
and compensation plans. 
•	
  100% score on the Human 
Rights Campaign Corporate 
Equality Index.
Highlights
OUR FOOTPRINT
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About Fossil Group 
 
In 1984, we set out to be a different kind of company. 
Fossil Group was founded on the belief that we can do greater things 
together. This belief, ignited by our five core values, transformed a 
humble watchmaking business into a customer-first digital and design 
powerhouse with a powerful global footprint (and unmatched culture).
The rest? History. We made our mark on the accessory world one 
collectible at a time, launching the iconic Fossil tin in 1989 and 
introducing our first leather goods shortly thereafter. We grew  
our portfolio, our reach, our categories, and ultimately expanded  
our capabilities to bring world-changing smart technology to  
our current consumers.
Today, we are home to a collection of world-class owned and licensed 
brands that share our passion for design, innovation, and doing good. 
Together, we make distinctive watches, smartwatches, and lifestyle 
accessories like no one else, and bring each brand and product story  
to life through an extensive channel and distribution network. 
We’ve made it our goal to create lasting change at the intersection of 
fashion and technology. Change is the smallest shifts towards one’s 
personal bests, change is at the forefront of a digital frontier at which 
we connect and shop, and change that scales the globe for the health 
of our planet. The way we use our time matters; and to us, it’s a matter 
of making time to transform watches and accessories for the better.
Our goal is to 
create lasting 
change at the 
intersection 
of fashion and 
technology.
SPOTLIGHT 
 
The Iconic  
Fossil Tin
What if a package could 
communicate the soul of a brand? 
That’s just what our designers 
set out to prove back when they 
designed the very first watch  
tin in 1989. Taking a cue from  
the colorful packaging of the  
‘40s and ‘50s, Fossil’s unique 
packaging came to embody our 
young, fun, authentic brand and 
creative culture. 
More than 35 years and thousands 
of designs later, our famous tins 
are as much a part of our product 
as the watches themselves. Today, 
we continue to create iconic 
designs for these little boxes that 
have come to embody our DNA. 
And our customers have become 
as creative as us in the ways they 
choose to both collect and “re-use” 
their tins. Whether it continues to 
serve as the watch’s home, a place 
for all those little things that we 
store in our pockets, or the perfect 
planting spot for desktop greenery, 
since day one we have always 
made our tins with recycling and 
sustainability in mind.  
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SPOTLIGHT 
 
We are Fossil  
Group because 
of our values, but 
more so, because 
of the people who 
keep them.  
 
Authenticity 
We go all in as we are.
Grit 
We push through, set our sights, 
and go for it.
Curiosity 
We ask, ‘What if? What’s next?’
Humor 
We don’t take ourselves  
too seriously.
Making an Impact 
We go big, perform, and strive  
to make a difference.
OUR BRANDS
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OUR CORPORATE RESPONSIBILITY STRATEGY 
make
time
FOR
good
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FOSSIL GROUP / 2021 ESG REPORT

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     We don’t 
have time 
to wait for 
change. Now 
is the time. 
We are the 
change.
Our industry intersects with many ESG topics. We carefully examine 
how our products use resources and how our business affects people 
and communities around the world so that we can explore ways to 
transform ourselves and our industry for the better. We embrace our 
employees’ backgrounds, experiences and perspectives. We also aspire 
to be a leader in the community by empowering women and girls, 
supporting human rights, and addressing challenges with sourcing, 
design, and transparency.  
 
For more information about Make Time for Good, including recent news 
and program highlights, please see our corporate website. 
Our Corporate Responsibility Strategy 
 
Making a positive impact has always been central to who we are.  
Our more than 7,000 employees are change-makers who make  
time to support the causes that matter to them. Through Make 
Time for Good, our corporate responsibility strategy for managing 
environmental, social, and governance (ESG), we are reducing our 
products’ environmental impact while supporting our communities  
and employees. Our strategy is made up of three drivers — Good for  
the Planet, Good for Communities, and Good for Our People.
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About This Report
 
This is Fossil Group’s first Corporate Responsibility Report, which 
covers the calendar year 2021, summarizing our initiatives and 
progress toward goals. The report’s structure and disclosures are 
aligned with the Global Reporting Initiative (GRI) and Sustainability 
Accounting Standards Board (SASB) frameworks. We have also 
used the Task Force on Climate-related Financial Disclosure (TCFD) 
recommendations to inform our disclosures on climate-related risks 
and the United Nations Sustainable Development Goals (SDGs) to 
inform our programmatic initiatives. 
For GRI and SASB data, please find the disclosures in the index section 
at the end of this report. For information about how we manage 
climate-related risks and opportunities, please see the Leaving a Light 
Footprint section. For connection to the SDGs, please see each Make 
Time for Good strategic driver to learn more about alignment with 
specific goals.  
 
The relevant topics included in this report were determined through  
our recent Materiality Assessment and ongoing engagement with  
our stakeholders.
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Materiality Assessment 
 
Fossil Group’s culture is rooted in the belief that we are Greater 
Together. In that spirit, we engage with a range of stakeholders, 
including our employees, nonprofit organizations, investors, customers, 
licensors, and suppliers, each of whom plays a vital role in our business. 
At the end of 2021, we collaborated with a third party to conduct a 
comprehensive Materiality Assessment that identified and prioritized 
the environmental, social, and governance (ESG) issues most  
important to our business and our stakeholders. 
 
 
 
Using peer benchmarking and industry research, we created a list of 
the 35 most important ESG issues to our company. Then, we surveyed 
business leadership and the stakeholder groups listed above about 
these ESG issues. Survey respondents ranked each issue on a range 
of importance and had the opportunity to volunteer for a follow-up 
conversation with the third-party provider to give additional feedback. 
 
The Fossil Group 2021 Materiality Matrix summarizes our findings. The 
vertical axis summarizes responses from our business leadership, while 
the horizontal axis summarizes responses from stakeholder groups. All 
topics in the far top right of the matrix (Tier 1) are our material topics1. 
While all topics on the matrix are important, material topics are the 
highest priority to both our business and stakeholders. In alignment 
with Global Reporting Initiative (GRI) practices, we are including all 
material topics in this report.
We created a list of the
35
The Fossil 
Group 2021 
Materiality Matrix 
summarizes our 
findings.
most important ESG issues  
to our company.
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FPO
1In this Corporate Responsibility report and our other reports, communications, and statements regarding ESG, we use the terms “material,” “materiality,” and similar terms to refer to ESG topics that are most significant to Fossil Group’s 
business and stakeholders. We are not using these terms as they have been defined or construed in accordance with the securities laws or any other laws of the U.S. or any other jurisdiction, or as these terms are used in the context of 
financial statements and financial reporting, and nothing in this report or other ESG communications or statements should be construed to indicate otherwise.
MATERIALITY MATRIX
Importance to Stakeholders
Importance to Business
Water Pollution
Air Pollution
Management of 
Climate-Related Risks
Environmental Impacts
in the Supply Chain
Communicating 
Core Purpose
Management of 
Chemicals in Products
Human Rights
Workforce Retention
Living Wages in 
the Supply Chain
Equal Compensation
Supplier Diversity
Responsible Marketing
GHG Emissions
Raw Materials Sourcing
Product Circularity
Workforce Training 
& Development
Corporate Governance
Renewable Energy
Labor Rights 
in Supply Chain
ESG Disclosure 
in Financial Filings 
Philanthropic Investments 
& Community Outreach
Health & Safety 
in Supply Chain
Ethical & 
Transparent 
Business 
Practices
Supply Chain
Traceability & 
Transparency
TIER 3
TIER 2
TIER 1
Data Privacy
& Protection
Sustainable
Transportation
Sustainable
Product Design
Energy 
Management
Waste
Management
Water
Management
Biodiversity
& Conservation
Employee Engagement 
& Well-Being
Women in
Management Roles
Diversity, Equity, 
& Inclusion
Compensation
& Benefits
KEY
Environment
Social
Governance
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Good for 
the Planet
We’re taking action to lead the industry in environmentally-friendly 
innovation to help revitalize our natural world.
Our Good for the Planet strategic driver is informed by the 
United Nations Sustainable Development Goals (SDGs).
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We aim to reduce our environmental impact 
and interact responsibly with the natural world. 
While we are still early in our journey of developing environmental 
initiatives and programs, we know that time is of the essence. Our Good 
for the Planet commitments prioritize transforming to a low carbon 
business model, reducing our environmental impact, and creating more 
responsible products. We focus on sustainable sourcing and circularity, 
which are important steps to achieving our current long-term goals, and 
help lay the groundwork for more ambitious targets in the near future.  
 
Our current approach focuses on two areas: Designing for the Future 
and Leaving a Light Footprint. Meeting these targets will require 
the focus of everyone in the company, from frontline workers to 
the C-suite. Our efforts are led by leaders from a range of teams, 
including Sustainable Materials team, Product Development, and the 
Environmental Sustainability team. Their main goal is to focus on the 
daily operations and management of our environmental initiatives to 
make meaningful progress toward our targets.
We focus on sustainable 
sourcing and circularity, 
which are important steps 
to achieving our current 
long-term goals.
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OUR GOOD FOR THE PLANET GOALS AND PROGRESS
Double the adoption of clean energy sources with our operations  
and suppliers in three years. 
Engage 100% of our direct suppliers to meet the water stewardship  
policy set by Fossil Group. 
Achieve Net-Zero GHG emissions by 2040, starting with  
halving emissions by 2030.
We partnered with a third party to map out our energy landscape globally, 
using a digital platform. Over 85% of our managed facilities are now mapped in 
this digital platform. In 2021, we sourced 3MWh of power from clean energy.
We have engaged 87 Tier 1 suppliers (>90% of our Tier 1 suppliers), including 
suppliers from watches, leather goods, jewelry, packaging, and connected 
devices, in our environmental initiatives through online workshops.
In 2021, we began working with a third-party assessor to validate our complete 
Scope 1, 2, and 3 emissions. We also began developing our Net-Zero road map 
with science-based targets.
BY 2025
BY 2025
BY 2040
BY 2030
BY 2040
2021 PROGRESS
2021 PROGRESS
Achieve 95% traceability of our suppliers and our processing units on our 
raw materials to ensure transparency and responsibility within design and 
supply chains.
We achieved partial traceability in our handbag and small leather goods 
categories. This represents 10% of our total vendor base, and we plan to  
expand traceability across our remaining product categories. 
Design 100% of our owned brand products with recycling in mind. Our 
teams will continue designing to eliminate waste, using materials that are 
regenerative, recycled, or sourced sustainably, to create products that are  
more durable, easily repaired, or recyclable. 
30% of our owned brand products and packaging utilize  
environmentally-friendly materials. 
Fully roll out our global take-back program.
We rolled out our take-back program to 30% of our retail stores, specifically 
within select Fossil stores in our European and Asian regions. We are using 
these stores to test and refine practices, which will ultimately support our 
global approach.
Complete Life Cycle Assessment by third-party certification/validation 
organization of all products for their sustainability benefits (e.g., recycled 
content, sustainably sourced origins, recyclability, degradability).
As we strive to find environmentally-friendly materials, sourcing, and 
manufacturing for all our products, having reliable third-party sources 
confirming these efforts is important to us. Thus, we are currently researching 
the proper certifying organizations to which will align our business practices.
Use 100% circular packaging (e.g., recyclable and/or reusable).
20% of our packaging is now recyclable and/or reusable.
DESIGNING FOR THE FUTURE
LEAVING A LIGHT FOOTPRINT
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Designing for the Future
 
We aspire to be part of leading industrywide change by transitioning 
to a circular business model for watches and packaging materials.  
By incorporating sustainability as an integral part of product design 
and using less resource-intensive materials, we are creating products 
with reduced environmental impact throughout the complete  
product life cycle. 
Environmentally-Friendly Criteria
Our products’ life cycles begin with environmentally-friendly criteria 
for the design and selection of raw materials that reduce our impact 
on the planet.  
 
This includes renewable and regenerative materials, recycled 
content, reduced use of natural resources and chemicals, and leading 
environmental certifications. We use these criteria as a guide to help 
us create more sustainable products.
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OUR IMPACT
Sustainable Design
Designing with environmentally-friendly materials is only the beginning. 
By harnessing our passion for innovation, we are finding creative 
solutions to create long-lasting products that keep future generations 
in mind. Our Materials Team is spearheading the exploration of 
more sustainable materials and emerging technologies. We are 
experimenting with plant-based materials such as cactus, mulberry, 
and apple skin as leather alternatives, plus renewable materials, bio-
based, and ocean-bound plastic. While not all materials are suitable 
for our products, we are committed to testing materials to make our 
products more sustainable. For our watches and accessories, we 
are working to address the complex challenges along our supply 
chain and are exploring better ways to design and make products 
with more sustainable materials and processes. To reduce our 
products’ footprints, we identify the core components with the 
greatest environmental impact, review the materials and potential 
alternatives, and research vendors who can help us transition to 
lower-impact options. 
TO SUBSTITUTE SUSTAINABLE/RECYCLED MATERIALS
FROM CURRENT MATERIALS
 
CASE
 
BRACELET
 
STRAP
MOVEMENT
 
DIAL
Recycled
Stainless Steel
Bio-Plastic
Bio-Acetate
Recycled Plastic
Leather Working Group
LiteHide™
Recycled Plastic
Bio-Plastic
Organic Textiles
Solar
Mechanical
Bio-Plastic
Recycled Plastic
Regenerated
Organic Material
Recycled
Stainless Steel
Bio-Plastic
Bio-Acetate
Recycled Plastic
Stainless Steel
Plastic
Acetate
Ceramic
Stainless Steel
Plastic
Acetate
Ceramic
Leather
Textile
Plastic
Quartz
Digital
Ana-Digi
Brass
Plastic
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OUR IMPACT
Raw Materials
In addition to our internal research and development, we use leading 
environmental certifications to identify more sustainable raw material 
alternatives. In 2021, 25% of our four most used raw materials (leather, 
metals, plastic, and glass—the top three of which are outlined below), 
have a third-party environmental certification. We aim to increase our 
use of certified raw materials moving forward.
Leather
Leather is one of our most used raw materials. To mitigate our 
environmental impact, we aim to find more sustainable leather sources 
and processes. Therefore, we are committed to supporting responsible 
leather manufacturing across the globe and that is why we are proud 
members of the Leather Working Group (LWG), plus partnering with 
Litehide™. One hundred percent of the leathers from our nominated 
matrix used in our handbags/SLGs, watches, and jewelry, are leathers 
that have gone through a resource efficient tanning process or are  
from tanneries that support responsible manufacturing via the  
Leather Working Group.
Leather Working Group - The global multistakeholder, Leather 
Working Group (LWG), is a member-led nonprofit organization that 
is dedicated to driving excellence in the leather industry, minimizing 
the environmental impact of leather production, and challenging 
industry perceptions through a suite of tools and ESG certification. 
LWG represents over
25%
total production of finished 
leather in over 50 countries.
LWG has a diverse  
community of over
1,800
members.
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LWG represents over 25% of the world’s total production of finished 
leather in over 50 countries and has a diverse community of over 1,800 
members from across the leather supply chain. 
Launched in 2005, the group offers the LWG Leather	Manufacturer 
Audit Protocol as a means of assessing the environmental performance 
and related business practices of leather manufacturers. Developed by 
industry experts, audit protocols allow the assessment and certification 
of best practice in leather manufacturing facilities, ensuring brands and 
retailers can make responsible sourcing decisions.
Litehide™ - Litehide leather has undergone resource-efficient raw 
materials processing that significantly reduces water consumption, 
wastewater pollution, CO2 emissions, salt use, and waste generation. 
Compared to traditional hide processing, Litehide saves up to 60% 
freshwater use, decreases total dissolved solids in wastewater by 70%, 
and effectively eliminates salt in hide preservation. Since Litehide 
leather weighs less than traditionally processed leather, transporting 
Litehide emits fewer emissions than transporting traditionally processed 
leather. All Litehide is also produced in tanneries certified by LWG, 
which further reduces this leather’s environmental impact.
SPOTLIGHT
LWG Members
•	
Brands/Retailers
•	
Leather Manufacturers
•	
Leather Traders
•	
Subcontractors
•	
Commissioning Manufacturers
•	
Suppliers to the leather 
industry (e.g., chemicals, 
machinery, testing)
•	
Groups/Associations
•	
NGOs/CSOs
Metals
Our products use a variety of metals, with steel being our main metal 
resource. To reduce the footprint of this resource, we are seeking to 
source steel with the highest possible recycled content. According to 
the Environmental Protection Agency, the use of recycled steel in the 
United States conserves 60-70% of energy — that is equivalent to the 
energy used by nearly 26 million American households each year. Its 
durability, coupled with its infinite recyclability, enables us to create 
long-lasting, responsible products.
FOSSIL GROUP TANNERIES
KEY
LWG Gold Rated
LWG Silver Rated
Currently in LWG auditing process
8%
15%
77%
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Plastics
We use plastics in nearly every stage of production, from our watches and accessories to packaging. To 
minimize our impact, we utilize alternatives to petroleum-based virgin plastic, such as recycled polyethylene 
terephthalate (PET), ocean-bound, or bio-based plastics. 
 
rPET - Recycled PET is plastic recycled from items like consumer packaging, such as plastic bottles and food 
containers. In 2021, we used a mix of 50% virgin plastic and 50% rPET in our handbag linings. In 2022, we 
will continue our transition to 100% rPET in our handbag linings. In addition to handbag linings, we use rPET 
across many of our watch cases, straps, and bracelet components.  
 
Ocean-bound Plastics - Ocean-bound plastics are plastics found within 50 kilometers of a waterway or coastal 
area, making them at risk of becoming ocean pollution if they are not collected. This plastic can be repurposed 
into products as a more sustainable alternative to virgin plastic. We use ocean-bound plastics in many of our 
watch cases, straps, and bracelet components.  
 
Bio-based Plastics - A renewable alternative to bio-based plastics are castor oil-based plastics. For example, 
castor oil comes from the seeds of the Ricinus communis plant, which is harvested by farmers predominantly 
in India, China, and Brazil. In addition to being a renewable material used to create bio-based plastics, this 
plant does not compete with land needed for food crops. We are increasingly using bio-based materials, such 
as castor oil, in a number of our watch models to replace fossil fuel-based virgin plastic. Similar to rPET and 
ocean-bound plastics, bio-based plastics can also be used in watch cases, straps, and bracelet components. 
We are transitioning to
100%
rPET in our handbag linings.
Ocean-bound plastics  
are found within
50km
of a waterway or coastal area.
We are increasingly using  
bio-based materials with up to 
45%
castor oil content in a number  
of watch models.
Bio-based  
plastic case
rPET strap
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Management of Chemicals in Products
Our approach to chemicals management is grounded on compliance 
with global laws and regulations, as well as protecting the health and 
safety of our employees, customers, and the environment. We articulate 
our chemical management expectations with our suppliers through 
our Product Guidelines and our Restricted and Declarable Substance 
List (RDSL), which outlines potentially harmful chemicals used in our 
industry, specifies safe limits of each substance in our products, and 
prohibits specific chemicals that are found to be unsafe for humans 
and the environment. These resources were informed by industry best 
practices and developed with the guidance of third-party experts. We 
update our Product Guidelines and RDSL regularly to reflect the most 
updated safety information and also include chemical management 
expectations in our supplier trainings. We share our Product Guidelines 
and RDSL in our Supplier Guidebook. We have a goal to enhance our 
Chemical Management efforts in 2022 by increasing transparency of 
chemical standards in Fossil Group products. 
 
Designing Out Waste
We are designing our products and packaging for reuse so that the 
raw materials in them don’t end up as waste. This process will take 
many forms as we embark upon this journey. As a first step, we 
continue our long history of service and repair for our watch products. 
Allowing customers to make needed repairs rather than discard them 
allows for extended life and provides continued enjoyment. We also 
acknowledge we need to continue to do more. Second, by focusing on 
usage of environmentally-friendly criteria, we aim to identify materials 
and manufacturing processes that help our products reduce their 
impact on the planet when their life cycle is complete. This includes 
recycled content, reduced use of non-renewable natural resources, 
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Global Take-Back Program
Supporting our “designing out waste” program and our partnership 
with Li Tong,  we are currently developing a take-back program to 
collect watches from all brands. By working with multiple regional 
partners around the world, we plan to collect and then responsibly 
recycle unsellable, unusable, and unwanted watches. Next, we are 
working to find circular solutions to turn the materials in these 
unwanted watches into something new, which reduces waste to 
landfill. Our program is now available in 30% of our global stores.  
We are incorporating the lessons learned from this initial phase into 
the future expansion of this program. Our goal is to offer a take-back 
program in all of our stores by 2030.
chemicals, renewable and regenerative materials, and well-recognized 
sustainability process certifications. We use these criteria as a guide 
to help us create more sustainable products. Our goal is to achieve 
circularity, where resources are reused and repurposed back into new 
products to provide the next generation of customers with similar 
joy and longevity for our products. To that end, beginning in 2020, 
for products that could no longer be serviced or resold and for which 
we have exhausted all other options, we have begun to recycle the 
raw materials. This also includes our production samples and items 
developed during our creative and manufacturing processes. We are 
partnering with ReTeck, a member of the Li Tong Group, to manage 
recycling in the U.S. and Asia regions. Within Europe, we are working 
with Weisser Rabe Gruppe. In all cases, our recycling partners will 
ensure and certify the materials from these products are being recycled, 
reused, or disposed of in a more environmentally-friendly way. We are 
also pursuing additional circularity opportunities through our global 
take-back program and packaging initiatives.
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Packaging
We aim to transition to 100% circular primary packaging by 2025. This 
means all our packaging would be reusable (like our famous tins) or 
recyclable. To accomplish this, we are re-imagining our packaging by 
first optimizing material usage and removing unnecessary packaging. 
Second, we are making packaging more easily recyclable through steps 
that include using single-source materials and water-soluble varnishes. 
Currently, over 25% of all our packaging contains recycled materials, 
and 20% of our packaging can either be recycled or reused. All paper 
used in our packaging is Forest Stewardship Council (FSC™) certified, 
which means it was sourced from responsibly managed forests. 
As members of the Sustainable Packaging Coalition’s How2Recycle 
Program, we also help inform customers in the U.S. and Canada about 
how to properly recycle our packaging to support less waste in our 
landfills, oceans, and communities.
OUR IMPACT
Watch Repair
The best way to reduce waste is to extend the life of what we already 
have. Fossil Group has offered watch repair to our customers for years, 
enabling our customers to love their watches for longer. Our customers 
initiate a repair request online and mail their item to us. One of our 
repair experts will examine and restore the watch, while also providing 
the customer with repair status updates. Then, we will mail the renewed 
item, ready for a second life, back to the customer. 
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Our current goals focus on combating climate change, driving 
significant water and waste reductions, and providing transparency 
around chemicals. In 2021, one of our biggest milestones was 
committing to science-based targets, which aligns to the 1.5° Celsius 
scenario with the Paris Agreement. Collaboration with the industry 
and supply chain partners is important to realize such an ambitious 
goal. Our teams work hand in hand with our partners not only in 
decarbonization, but also minimizing the impact to water quality  
and chemical usage.
Leaving a Light Footprint
 
Nations around the world are increasingly working to address climate 
change through international agreements, from the Kyoto Protocol 
to the Paris Agreement, and they have been vital to emphasizing the 
enormity of the issue as well as the importance of collaborations. We 
produced over 15 million watches in 2021. These watches, along with 
other accessories, used a wide range of natural resources — resources 
that we should use responsibly.  
 
To protect the earth’s resources for future generations, we conducted 
an internal assessment to better understand where our environmental 
impact comes from and how we can make the most meaningful 
reductions. From our internal assessment, we found that over 50%  
of our environmental impact comes from the manufacturing process 
of the materials used in our products and packaging. 
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Climate Change
According to the Intergovernmental Panel on Climate Change (IPCC), 
in order to avoid the worst impacts of climate change, the world needs 
to drastically reduce global greenhouse gas (GHG) emissions. Scientists 
at the IPCC also warn that climate impacts are already beginning to 
unfold and will continue to do so even as GHG emissions are reduced. 
Therefore, we recognize it is important for companies to identify and 
manage the risks that climate poses to them.
Our business is susceptible to risks associated with climate change, 
including through disruption to our supply chain, potentially impacting 
the production and distribution of our products, and availability and 
cost of raw materials. Increased frequency and intensity of weather 
events due to climate change could increase the risk of a significant 
disruption to our operations, including at our global offices and 
warehouses and transportation and manufacturing partners. In addition, 
concern over climate change may result in new or additional legal, 
legislative, and regulatory requirements to reduce or mitigate the 
effects of climate change on the environment. Failure to implement our 
strategy or achieve our goals could damage our reputation, causing our 
investors, consumers, or employees to lose confidence in our company 
and brands, and negatively impact our operations.
From a climate risk identification and mitigation standpoint, our 
strategy for mitigating climate-related risks is focused on early 
identification of locations and physical infrastructure that are vulnerable 
to climate impacts. We routinely review our locations around the world 
to determine if there are any single locations or a concentration of 
locations that have a high probability for physical risk events, such as 
hurricanes and floods. As those locations are identified, we work with 
internal partners and third parties, such as our insurance provider, to 
determine the appropriate amount of coverage needed to address 
the potential effects of a physical risk event. Our risk engineers also 
regularly visit our key operating sites and third-party vendor sites to 
evaluate the overall safety and integrity of a site in case of an event.
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If improvement opportunities are identified, we work with the 
local management or the third-party vendor to complete the 
recommended improvements.
Our Board of Directors conducts an annual review of climate-related 
risks and opportunities as part of our Enterprise Risk Management 
process and receives an annual strategy update on ESG matters. In 
addition, our senior management team regularly reviews this process 
as well. These assessments supported our decision to develop 
science based targets using a 1.5° Celsius scenario, so that we are 
mitigating impacts while managing our risks. Our science-based 
target is under development and will be formalized for submission 
to the Science Based Targets initiative (SBTi) next year. We will 
continue assessing climate impacts on our strategy and operational 
resilience, while developing our approach to climate mitigation, 
adaptation, and resilience across our operations and supply chain. 
“To drive the fashion industry to 
net-zero Greenhouse Gas emissions 
no later than 2050 in line with 
keeping global warming below  
1.5 degrees.” 
Mission of the Fashion Industry  
Charter for Climate Action
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SPOTLIGHT
Key milestones  
in 2021
•	
Started the process 
to engage with the 
Science Based Targets 
initiative (SBTi).
•	
Formed a cross-functional 
team with senior leaders 
to formulate and drive 
the carbon reduction and 
removal strategy.
•	
Enhanced our capability to 
measure and monitor  
energy consumption and 
carbon emissions with 
technology solutions from a 
third-party provider. 
•	
Promoted green value 
chains by strengthening 
collaborations with 87 direct 
suppliers. Completed a 
preliminary evaluation  
to identify the carbon 
intensive process during 
product assembling.
•	
Improved the data quality 
by working with our carriers 
globally to track the carbon 
emissions associated with 
the transportation and 
distribution, which furthers 
our ability to identify the 
opportunity to reduce  
our emissions.
Emissions
Reducing our carbon footprint has been a critical initiative within our 
Make Time for Good framework. In 2015, we began to evaluate our 
Scope 1, 2, and 3 greenhouse gas emissions. In 2018, we became one  
of the initial signatories of the Fashion Industry Charter for Climate 
Action, which was launched at COP24 in Poland. Since 2019, we 
have been submitting data with regard to the impact of our carbon 
emissions through the Carbon Disclosure Project (CDP), a global 
disclosure platform.
Measuring footprint reductions, particularly for raw materials and 
components sourced from suppliers, remains challenging, and our 
footprint is strongly correlated with the quantity of products we put 
in the market. Our overall goal is to become a net-zero company 
by 2040, with a near-term target of cutting 50% of the 2021 GHG 
emissions by 2030. This is supported by our commitment to setting 
Scope 1 and 2 science-based targets through the Science Based 
Targets initiative (SBTi). 
In 2021, the emissions associated with logistics increased due to air 
shipments handling multiple logistics challenges impacted by the 
COVID-19 pandemic.
EMISSIONS
3,510
370
25,200
14,100
207,130
254,800
Scope 1
(MT CO2e)
Scope 2
(MT CO2e)
Scope 3
(MT CO2e)
KEY
2020
2021
KEY
2021 KEY DRIVERS 
OF GHG EMISSIONS
Raw Materials (Products)
Services Used
Logistics
21%
19%
6%
54%
Other
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101.91
38.02
114.29
Americas
EMEA
APAC
Office/Domes
Retail Store
Manufacturing
218.81
162.66
195.24
0
88.09
126.87
2021 ENERGY INTENSITY
(IN KWH PER M2; EXCLUDES CONCESSION STORES)
Energy
Fossil Group operates a combination of 402 retail locations 
worldwide. In 2021, amidst the pandemic, there was a total energy 
consumption of 33,489,000 kWh. Responsible energy management 
is essential for the long-term stability and resilience of our business. 
Our approach is to source smartly and use energy responsibly. 
We’ve identified areas in our operations where we can accelerate our 
transition to cleaner and more efficient uses of energy. A digital tool 
was implemented in 2021 to help us to drive further changes in our 
energy consumption. We also created a cross-functional team  
to oversee our energy agenda. 
 
Clean Energy Transition
Making a transition to clean energy will be one important milestone 
toward our 2040 Net-Zero goals. We have already started the journey 
of the transition. For example, in Eggstätt, Germany, our biggest 
distribution hub in EMEA, we installed a rooftop solar system to 
power our operations. In 2021, we sourced over 4,000 MWh of green 
energy in our EMEA operations.
To accelerate our transition to clean energy, we are strengthening 
collaborations with our strategic suppliers. We want to grow our 
green value chains through these relationships and amplify our 
actions toward net-zero. We’ve enhanced tracking and measuring 
of energy usage throughout our supply chain with data technology 
from a third-party provider. Through this technology, we will be able 
to share best practices for prioritizing renewable or clean sources of 
energy with our suppliers. 
Energy Efficiency Initiatives
In our global facilities, we have an opportunity to reduce our carbon 
footprint through energy efficiency initiatives. In 2019, we responded 
to CDP to track, assess, and report on our carbon footprint in our 
direct operations. We have since expanded energy efficiency efforts by 
implementing smart meter solutions. Some examples of our initiatives 
include our corporate headquarters in the U.S.,which implemented  
over 80% LED lighting several years ago. All of U.S. stores also have 
over 90% LED within the space. 
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Water
Water is a critical resource for our operations and products. Since 2020, 
we have estimated and reported our water consumption in our direct 
operations through our CDP disclosures. Our direct operations include 
offices, warehouses, retail stores, and three production facilities where 
we assemble our watches. Additionally, we plan to expand our water 
reporting efforts across our supply chain when we begin collecting 
water consumption data in 2022.
We have estimated our suppliers’ total water consumption based on 
spend data, market, and geographic location. We manage wastewater 
discharge and supplier compliance with wastewater regulations by 
requiring all of our suppliers to comply with local regulations and 
country specific environmental laws, as well as assessing several 
selected suppliers regarding their wastewater treatment process. We 
are in the process of creating a Water Stewardship Policy to outline our 
expectations for responsible water management and plan to require all 
direct suppliers to adhere to this policy. 
Total Water Consumption
Total Water Withdrawn
Surface Water
Surface Water
Ground Water
Ground Water
Seawater
Seawater
Produced Water
Produced Water
Third-Party Water
Third-Party Water
2,825 
 2,825 
n/a
 n/a
n/a
 n/a
n/a
 n/a
n/a
 n/a
n/a
 2,825 
2021 WATER CONSUMPTION*  
(MEGALITERS)
2021 WATER WITHDRAWN* 
(MEGALITERS)
 *We estimated water withdrawal and water consumption are the same. These are general estimates based on the 
best available data at the time, and we continue to refine our methodologies to increase precision on data. (In m3 
per m2; excludes concession stores). 
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Good for 
Communities
We champion our employees to be a force for good in and 
alongside the communities we belong to globally.
Our Good for Communities strategic driver is informed by the 
United Nations Sustainable Development Goals (SDGs).
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At Fossil Group, we are committed to sharing 
our time, talent, and resources to Make Time  
for Good within communities. 
Our Good for Communities efforts focus on two areas: (1) Enhancing 
Communities; and (2) Empowering Women and Girls. The Fossil 
Foundation is the primary driver of this effort as the Foundation works 
toward the mission to unleash the power of underserved youth around 
the world. We also offer programs to support employee interests in the 
community such as a Volunteer-Time off policy, a robust Matching Gifts 
program, and corporate volunteerism. We create the biggest impact 
we can by bringing together the unique resources of our company, the 
Fossil Foundation, and our more than 7,000 employees.  
The Social Impact Team is responsible for all strategy, operations, 
and results related to community engagement. The team engages in 
quarterly reviews with the Fossil Foundation Board of Directors, and 
oversees community investments across the business. 
 
All employees have access 
to community engagement 
programs and opportunities.
Over 50% of Fossil Group and 
Fossil Foundation investments 
support women and girls.
Be among the Women’s 
Empowerment Principles 
(WEP)’s top 25% for women’s 
empowerment and score 75% or 
above on the WEP’s Gender Gap 
Analysis Tool. 
Engage employees in global and 
local mentorship opportunities for 
women and girls.
Positively impact 5 million youth 
through Fossil Foundation.
2.6 million youth have been 
impacted globally.
23% of employees are registered 
on our Make Time for Good 
engagement platform.
We continue to partner with 
organizations that serve women, 
girls, and gender expansive 
youth. 67% of Fossil Foundation 
beneficiaries identify as women, 
girls, or gender expansive youth.
We scored 73% on the Women’s 
Empowerment Principles Gender 
Gap Analysis Tool.  
We expanded our partnership 
with a global mentorship partner 
that allows employees to virtually 
mentor and encourage women 
around the world. We continue 
to offer ongoing regional 
opportunities as well.
BY 2023
BY 2023
BY 2025
BY 2025
2021 PROGRESS
2021 PROGRESS
ENHANCING COMMUNITIES
EMPOWERING WOMEN AND GIRLS
OUR GOOD FOR COMMUNITIES GOALS AND PROGRESS
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Fossil Foundation
 
Fossil Foundation is a private independent, 501(c)(3) registered 
charitable organization. The Fossil Foundation is supported by 
Fossil Group through a donation of 1% of all fossil.com e-commerce 
sales. Fossil Foundation works to empower youth in underserved 
communities to help overcome today’s inequality and tomorrow’s 
uncertainty. We believe our futures are brighter when all young 
people are equipped with the knowledge, skills, and opportunities 
to thrive. Through investing in innovative, disruptive, and scalable 
organizations and initiatives, we put young people in charge of 
their own future so that they can create change for themselves, 
their families, and their communities. 
Since 2013, Fossil Foundation has 
positively impacted the lives of more  
than 2.6 million youth worldwide and 
donated over 30 million dollars.
2.6M
Partners in Purpose
At Fossil Group, we believe in acting with purpose, which is why we 
consider all the organizations we support across Fossil Group and the 
Fossil Foundation to be Partners in Purpose. We cultivate meaningful 
relationships with our partners by investing our resources, time, and 
expertise to be the change we want to see in our communities. 
In 2021, Fossil Foundation partnered with 26 global nonprofit 
organizations and NGOs across the Americas, Europe, the Middle  
East and Africa (EMEA), and Asia-Pacific (APAC) regions, including 
new partners in Latin America and the United Kingdom. Through 
our partnerships, we continued to focus on tackling inequalities 
and social injustices. We also improved communication and 
deepened engagement with our partners by launching an internal 
communication platform and creating a newsletter for Fossil 
Foundation Board members. 
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The Fossil Foundation seeks to empower underserved youth in 
marginalized communities globally. Young women and girls are 
disproportionately impacted by the lack of access and opportunities 
in marginalized communities around the world. Therefore, Fossil 
Foundation funding and partnerships over index in supporting agency 
for women and girls. In 2021, we connected our partners with our 
employees and communities to celebrate International Women’s 
Day and the International Day of the Girl. The Fossil Foundation has 
several key charitable partnerships with organizations that focus on 
empowering young women. We are proud to support these and all of 
our partners in their impactful work around the globe. To learn more 
about all of our Foundation partners, visit our website.
Unlocks the leadership potential of young women 
and girls in East Africa through confidence-building 
workshops. Fossil Foundation’s support brings these 
workshops to more young women in remote areas.
Empowers women through workforce training. 
Fossil Foundation supports Buildher’s vocational 
training program that develops accredited, 
highly skilled, and confident women to join the 
construction workforce in Kenya.  
Empowers young women to disrupt the tech space. 
Fossil Foundation supports AkiraChix’s signature 
codeHive program that empowers young women 
through an intensive coding course.
Unlocks young women’s self-confidence in the 
digital space. Fossil Foundation supports the 
Tujibebe empowerment platform that addresses 
youth unemployment among women in the 
Northern and Lake Zones of Tanzania. 
Educates and mobilizes women and girls to achieve 
gender equality. Fossil Foundation supports C3’s 
agency-building programs for young women in 
Jharkhand, India’s Gumla district. 
Advances Texas women’s economic security and 
leadership. Fossil Foundation supports the Young 
Women’s Initiative, a program that empowers young 
women to lead, prosper, and live safe and healthy lives.
Protects and prevents sexual violence against women 
and children in India. Fossil Foundation supports 
programming that coaches and mentors young women 
through education, career counseling, employability 
training, and advocacy.
OUR PARTNERS
SPOTLIGHT
Fossil Foundation has achieved more than 
$1.8M in lending impact.  
 
Through our partnership with KIVA, this impact was across a network of  
119 partners and more than 45,000 individual borrowers, of which 87%  
were women.
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Philanthropic Investments and Community Outreach
We cultivate meaningful change by investing our resources, our time, and our expertise in ways that are 
impactful to our communities, employees, and the company. In 2021, we made major achievements  
across our investments and outreach initiatives through community partnerships, Fossil Foundation,  
and employee volunteers.
In 2021, Fossil Foundation completed the collaborative partnership with Accenture and Pearson, supporting 
Unreasonable Group, working together to ensure underserved youth find new pathways to thrive with the final 
cohort of Unreasonable FUTURE, a three-year initiative focused on the intersection of disruptive technologies 
such as automation, AI, and new business models, while ensuring marginalized youth are not left out of the 
equation. The initiative has now reached 19 million people, helping them gain access to new technology and 
skills, and accelerating our progress toward our goal of reaching 5 million underserved youth by 2025.
As of 2021, 1% of every online 
purchase at Fossil.com supports  
the Fossil Foundation.
1%
Enhancing Communities
 
We encourage employees to share their time and voice to 
be change-makers within their local communities. Enhancing 
communities is a team effort, which is why we set a goal to 
provide opportunities for all employees to engage in community 
programs. In 2021, we announced that 1% of every online 
purchase at Fossil.com will support the Fossil Foundation and 
our mission to empower underserved youth around the world. 
We are proud of the progress we have made on our community 
commitment goals in 2021 and look forward to continued 
community investment in the years ahead.
Our goal 
is to reach 
5 million 
underserved 
youth by 
2025.
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SPOTLIGHT
World Cleanup Day
World Cleanup Day is a civic 
movement, uniting 180 countries 
and millions of people across the 
world to clean up the planet.
September 18, 2021, was the 
fourth annual World Cleanup 
Day. Since 2018, 50 million 
people have come out and 
cleaned their communities and 
the environment. This past year, 
Fossil Group Europe joined the 
movement. Our offices, stores, 
and concessions from seven 
countries (Switzerland, Germany, 
Spain, France, Italy, Portugal, and 
the United Kingdom) participated 
in the event, representing over 
100 volunteers and generating 
320 volunteer hours.
Emergency and Disaster Relief
Fossil Foundation provided $130,000 in grants and employee match 
contributions in response to a variety of emergency and disaster 
relief efforts. These crises ranged from the COVID-19 pandemic in 
India, Afghan resettlement in the U.S., the earthquake in Haiti, and 
most recently, the Ukraine crisis. In addition, the Foundation provided 
unrestricted grant funds to its partners, allowing them to pivot quickly 
during different phases of the pandemic and refocus resources in  
times of disaster. 
Giving Tuesday
To celebrate Giving Tuesday in 2021, Fossil Group’s global marketing 
team shared the stories of four Fossil Foundation partners — WeThrive 
USA, Shining Hope for Communities in Africa, Friends International 
in Cambodia, and Girl Effect in India — connecting them directly with 
consumers via social media, email, and website features supporting 
their important work aligned with the Fossil Foundation’s mission to 
unleash the power of underserved youth around the world. 
Employee Action
We provide generous, flexible, and accessible offerings for our 
employees to engage in their communities, including matching 
charitable gifts and volunteer time off (VTO). Our matching gift 
program matches employees’ charitable donations one to one, up  
to $2,000 per employee a year. In 2021, employees made a total  
of 503 donations to 150 charities, and we matched our employees’ 
generosity with more than $45,000. 
granted in response to 
emergency and disaster 
relief efforts
$130K
of employee  
donations matched
$45K+
masks donated 
(a retail value of $672,000)
84K+
hours volunteered
729
150+
charities received 503 
donations from employees
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OUR COMMUNITIES
Our VTO program gives Fossil Group employees 
16 hours of time off they can use to volunteer at 
charities and organizations in their community. 
This time off does not include hours volunteered at corporate-sponsored 
service projects we host throughout the year. Even with the difficulties 
presented by the ongoing pandemic, employees logged a total of 
729 volunteer hours in 2021 on our Make Time for Good Engagement 
Platform. The engagement platform is used to promote volunteer 
opportunities, match donations, and spread awareness on Fossil Group 
and Fossil Foundation engagement initiatives. 
“Corporate Responsibility is all about the  
impact the company can make ...  
 
 ... on society, the environment, and business and for us at Fossil, it goes far beyond this. It is so much 
about our culture and having a sense of purpose in our daily lives, and this is why so many of us at Fossil 
engage with Fossil Foundation and Make Time for Good initiatives. It is inspiring for me to be a part 
of our Fossil community and encouraging to join hundreds of our employees across the globe making 
pro bono work in order to make this planet a better place for us and for our children. Together with 
Fossil Foundation partners, our teams are greatly engaged in driving change for underserved youth and 
empowering girls and women, and we do commit to making a difference in this world!”
 
 Anna Studzinska, Head of Sales Distributors, EMEA
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Empowering Women and Girls
 
We are proud that women make up over 60% of our global workforce. 
Their strength and passion to make a difference inspire us to do even 
more to empower women and girls. We seek to amplify the power 
and impact of women inside and outside of our four walls. When we 
constructed the Make Time for Good strategy, we wanted to formalize 
our commitment to being a leader in women’s empowerment. 
Our efforts focus on strategic partnerships with female-focused 
organizations and creating a new model of mentorship to reach more 
women and girls outside our company.  
Education and Mentorship
Our education and mentorship programs provide opportunities for 
our employees to connect with young women and girls in our global 
communities. In the face of ongoing challenges posed by the pandemic, 
we pivoted many of our in-person mentorship programs to virtual and 
hybrid opportunities. We worked with partners GenHERation, Step Up 
Women’s Network (SUWN), and World Pulse (WP) to continue to reach 
more women and girls around the world. Through our GenHERation 
partnership alone, we reached over 400 women and girls in 2021.
women and girls in 2021.
We reached
400+
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OUR IMPACT
Tory Burch Foundation
Fossil Group has invested over $1.4 million in the Tory Burch Foundation since 
2013. We specifically support the Tory Burch Fellowship Program, a yearlong 
program for women entrepreneurs, and the Embrace Ambition Summit, a 
powerful annual event that challenges stereotypes and unconscious bias 
around race, gender, and more. We also provide executive-level mentors for the 
program including our own CEO who has served as a mentor for several years. 
Additionally, we attend the annual summit, inviting our team leads, community 
partners, and aspiring Fossil Group women to the event. 
SPOTLIGHT
Women’s Empowerment Principles 
Gender Gap Analysis
We continue to benchmark our progress through participation in the Women’s 
Empowerment Principles (WEP) Gender Gap Analysis. We began utilizing 
the tool five years ago when we set out to be a leader in driving women’s 
empowerment around the globe. Each year, we have worked to improve our 
score across four categories: 1) Leadership and Strategy, 2) Workplace,  
3) Marketplace, and 4) Community. Since first participating, we have raised  
our score by 41 percentage points, from 32% to 73% in 2021, nearing our  
2025 goal of 75%.
We also work with several legacy mentorship partners to help every  
girl fulfill her potential. We work with StepUp Women’s Network  
to give girls in underserved communities experiences to become 
confident, college-bound, and career-focused. We support the local 
chapter in our hometown of Richardson, Texas, by participating with 
their Board, providing employee mentors, and offering students 
experiential education in our offices.
International Day of the Girl
Fossil Group has been celebrating International Day of the Girl with 
events and learning opportunities since 2017. In 2021, all of our regions 
held engagement opportunities to mark the occasion. In our Americas 
office, we held a career panel discussion for young women with our 
partners at GenHERation featuring Fossil Group leaders. Our offices 
in Hong Kong held a guest speaker session with 2 B-girls, Little Lady 
and Mirage, who shared their experiences participating in competitive 
breakdancing, a sport traditionally dominated by men. And in EMEA, 
our Basel office hosted young women from Job Factory, one of the 
Fossil Foundation partners, to learn from Fossil Group’s women leaders.
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Good for 
Our People
Our belief that, together, we are capable of even greater innovation, collaboration, 
creativity, and growth drives our commitment to creating an environment where 
everyone is welcome and given the tools to learn, lead, and succeed.
Our Good for Our People strategic driver is informed by the United Nations Sustainable 
Development Goals (SDGs). Leaders from DE&I, Supplier Compliance, and Global People 
Development, Engagement, and Communications teams help drive the programs, progress, 
and initiatives within these commitments.
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We are committed to fostering a culture of inclusivity and collaboration.
Fossil Group was founded on the belief that we can do greater things together when we harness the power 
of ourselves and empower those around us. All employees are encouraged to come as themselves and freely 
share their one-of-a-kind skills, experiences, and perspectives to make Fossil Group stronger. We have made 
Greater Together a rally cry at the core of our culture, guided by our core value of Authenticity. It’s in the way 
we show up for each other and how we interact at work and in our communities around the world.
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2Defined as Black, Indigenous, and People of Color
Grow our individual and collective knowledge of diversity, equity, and 
inclusion principles and practices.
Increase all women, BIPOC2 and Black leadership representation.
Create an inclusive experience that engages, retains, and provides  
opportunities for all employees.
Drive accountability, results, and transparency across the organization.
Leverage our diversity to benefit our external stakeholders and achieve 
our society and strategic business goals. 
Ensure 100% of significant Tier 1 factories are on a grievance hotline, impacting 
the lives of 40,000 workers. 
Raise health education awareness of over 15,000 women by partnering with 
factories who educate their workers via the HER/SHE program.
Expand transparency efforts by reporting on our website the number of annual 
audits performed on our significant Tier 1 factories and the risk assessment 
results of those audits.
We created Fossil Group Gatherings for DE&I-related discussions and 
implemented Creating Inclusive Environments workshops.
Increased women in executive leadership (ELT) by 14% and exceeded the global 
target for women for 2021 by 3%.
We earned 100% on the Human Rights Campaign Corporate Equality Index and 
launched six Employee Resource Groups (ERGs) in the Americas.
DE&I goals were added to the Executive Leadership Team’s performance  
reviews and compensation. We also shared diversity metrics and goals  
internally with employees.
We created a DE&I Team and hired our first-ever VP of Global Diversity, Equity, 
and Inclusion. We also became a founding member of the Miller Knoll Diversity 
in Design Collaborative.
We achieved this goal in 2021, one year ahead of schedule.
13,000 women have been educated via the HER/SHE program, and we have a 
road map to educate the remaining 2,000.
We reported Social Compliance numbers on our website, including  
the percentage of Tier 1 suppliers that received audits and the risk  
assessment results.
BY 2023
BY 2022
BY 2025
2021 PROGRESS
2021 PROGRESS
DRIVING DIVERSITY, EQUITY, AND INCLUSION (DE&I)
ADVANCING EQUALITY IN THE SUPPLY CHAIN
OUR GOOD FOR OUR PEOPLE GOALS AND PROGRESS
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Our Employees
 
We are Fossil Group because of our core values—Authenticity, Grit, 
Curiosity, Humor, and Impact—but moreso because of the people who 
live these values every day. 
employees around the world. 
7,000+
47
88
2,241
909
284
1,346
GLOBAL EMPLOYEE BREAKOUTS
939
516
Americas
1,478
2,933 Total
KEY
Full Time
Part Time
Temporary
888
1,895
5,065
Overall
7,848 Total
2,539 Total
2,376 Total
Asia Paciﬁc
Europe, the Middle East, Africa
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Driving Diversity, Equity, and Inclusion
 
We aspire to be a company that reflects the diversity of our 
communities. In pursuit of this aspiration, we created a DE&I strategy  
to formalize our commitment to not only create a diverse workplace 
but also foster an inclusive culture where people feel a sense of 
belonging and have access to opportunities for development, 
advancement, and recognition. Our DE&I strategy is rooted in five 
pillars: Knowledge, Diversity, Inclusion, Accountability, and External. 
In 2021, we engaged a third party to validate and review our strategy. 
Given this review, we believe that our DE&I strategy aligns with best 
practices in our industry. Our employees echo this sentiment, with 72% 
agreeing in an internal employee survey that we are actively making 
progress in the DE&I arena.
Growing Our Knowledge
One of our goals is to grow our individual and collective knowledge 
of diversity, equity, and inclusion principles and practices. We offer 
multiple avenues for our people to learn more through our DE&I 
sessions, gatherings, workshops, and online community.
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Foundational DE&I Sessions
As a global company, we want to make sure every employee has a 
foundational understanding of our commitment to DE&I. That’s why  
we created “Our DE&I Journey,” a presentation of the whys, hows,  
and whens of our DE&I strategy and programs. This presentation was 
given across the North American, Asia-Pacific (APAC), and Europe,  
the Middle East, and Africa (EMEA) regions, reaching approximately 
500 employees. 
Fossil Group Gatherings
When we gather, we grow Greater Together, which is why we launched 
Fossil Group Gatherings where employees could support and learn from 
each other in 2021. In its inaugural year, we hosted four Fossil Group 
Gatherings with approximately 300 total attendees, each with their own 
designed theme.
April 2021 - Reflections on the Chauvin Verdict and Recent Events 
Impacting the Fossil Community
May 2021 - The Roots of Anti-Asian Racism and Violence
June 2021 - The History of Juneteenth and Its Continued Importance
October 2021 - Caminando con Orgullo: Pride in the Journey 
500
employees.
 
300
Fossil Group Gatherings have 
had approximately
total attendees.
The DE&I Journey Presentation 
has reached approximately
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Creating Inclusive Environments
In 2021, we focused our efforts on providing multiple forums and 
communication channels for employees to engage with DE&I topics. 
One of these channels was a virtual DE&I workshop called “Creating 
Inclusive Environments,” that aimed to increase individual belonging. 
Workshop participants learned specific actions and skills to create a 
stronger culture of inclusion, such as the ability to recognize biases and 
stereotypes that can affect workplace dynamics, identify those who 
have been excluded and invite them to the table, and develop skills to 
advocate for those with different perspectives and support their own 
success. These workshops were offered to all employees and were 
mandatory for leaders. We also added extensive bias training to our 
onboarding process for new employees.
Fossil Group DE&I Community
In 2020, we created the Fossil Group DE&I community, an online resource where Fossil Group employees 
can share and discuss DE&I articles, topics, and encourage engagement. Response to our efforts to grow 
companywide DE&I knowledge has been extremely positive. We saw a significant increase in employee 
participation in our online DE&I community board.
Increasing Diversity
In 2021, we sponsored 45 employees to attend three external leadership development conferences geared 
towards BIPOC professionals, specifically Asian American women professionals, Black male professionals, 
and mid-level Black managers. 
Cultivating Inclusion
Diversity is not enough without an inclusive environment where all employees experience belonging and feel 
that they can bring their authentic selves to work. We continue to work to drive inclusivity for all employees 
by strengthening our employee benefits and introducing new Employee Resource Groups.
“[Fossil Group stands] out as a     	
business that prioritizes people’s 
well-being at its core — creating a 
safe place for everyone to be their 
true selves at work.” 
 
Joel Kennard, H.R. Business Partner
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Employee Resource Groups (ERGs)
To ensure every employee at Fossil Group has the opportunity to be heard, valued, and engaged, we 
completed a comprehensive and collaborative process to usher in Employee Resource Groups (ERGs) in 
2021. We kicked off this process by holding six introductory sessions entitled “Diversity@Fossil: What’s 
an ERG?”, where employees learned about potential ERGs and how they could become involved. At the 
end of the sixth session, employees voted on which ERGs they would like to establish first and applied 
to become an ERG leader, if interested. A selection committee chose an executive sponsor and three 
leaders for each of the six new ERGs, ensuring that the leaders represented employees across corporate, 
retail, and distribution center levels.
BAAM!: Black/African American  
and Allies Movement
Mission: To advance a diverse and inclusive work environment 
through professional development, mentoring, and leadership 
opportunities with a focus on the recruitment, retention, and 
advancement of Black people. 
Juntos
Mission: To create a space for Hispanic, LatinX, and Allies to support 
professional growth, bring cultural awareness, and make an impact 
in our communities.
PLUS
Mission: To develop and foster an inclusive and supportive work 
environment for members and allies of the LGBTQ+ community. 
PLUS@Fossil is committed to building awareness and safe spaces 
through the affirmation of our unique intersections of LGBTQ+ 
identities, education, and community engagement. 
PACT: Parents, Allies, and  
Caregivers Together
Mission: To promote a healthy work-life balance by providing 
support, leveraging resources, and being advocates for parents, 
caregivers, and allies in the workplace.
Women and Allies
Mission: To foster a safe place within Fossil Group to support and 
empower women and allies to be their authentic selves and reach 
their full potential. 
Contigo 
Mission: To be a supportive group for Fossil Mexico employees that 
helps guide, teach, and represent diversity, equity and inclusion 
topics. A group that can serve as a resource for Mexico teams 
and Fossil ERGs developing more committed employees to their 
careers, company and environment.
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Mentoring
We strive to build relationships across our company, within our 
industry, and in our communities to help employees feel empowered 
and encouraged in the workplace. In 2021, we created a yearlong 
mentorship program that paired five members of the Executive 
Leadership Team (ELT) with five high-potential Black employees. These 
partnerships provided ELT members with a connection to Fossil Group 
employees and gave the select employees an opportunity to learn 
from the highest level of leadership. We are excited to expand our 
mentorship initiatives in 2022.
SPOTLIGHT
Celebrating Pride Month 
 
In 2021, two of our brands launched their own limited edition Pride collections in support of the LGBTQ+ community. Driven 
by community partnerships, inspirational product design, virtual engagements, and our core values, the collections celebrate 
all people for being their own unique selves.  
•	
Fossil Brand launched their latest limited-edition Pride collection designed to celebrate individuality and the spirit of 
love and equality. One hundred percent of proceeds from the sale of the Limited-Edition Pride Watch case and straps 
benefited The Trevor Project, resulting in a donation of over $100,000. The contribution will directly work to advance 
important dialogues about allyship, mental health, and suicide prevention to drive broader impact and ensure no 
LGBTQ+ young person ever feels hopeless. 
•	
Skagen proudly launched their first-ever Pride collection. Inspired by the Pride and Transgender flags, the collection 
featured two limited-edition styles of one of Skagen’s bestselling watches to honor a spectrum of love. To celebrate 
Pride month, Skagen donated $25,000 to InterPride, an international organization dedicated to promoting lesbian, gay, 
bisexual, and transgender Pride on an international level to increase collaboration, networking, and communication 
among Pride organizations. 
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Listening, Learning, Acting
As we drive diversity, equity, and inclusion across our global 
workforce, we seek to use our platforms and resources as a call 
for all of us to listen, learn, and act. Throughout the calendar 
year, we observe a wide range of social and cultural milestones, 
including: Lunar New Year, Black History Month (U.S.) International 
Women’s Day and Women’s History Month, Asian American and 
Pacific Islander Heritage Month (U.S.), Pride and World Pride, 
Hispanic Heritage Month (U.S.) and International Day of the Girl. 
During these special times, we encourage employees to show their 
support through custom company assets, share their voices,  
and give back. 
Enhancing Accountability
We are forging ahead with our accelerated DE&I efforts, and that 
means we also need accountability measures to secure company 
buy-in and ensure transparency. In 2021, we partnered with a 
third-party firm to validate our DE&I strategy, ensuring that we 
are incorporating industry best practices, and linking executive 
compensation with individual success in reaching our DE&I goals. 
This applies to 100% of our senior leadership team (>35 executive 
leaders). This DE&I goal makes up 7.5% of the performance 
objectives of these executives’ year-end performance reviews. 
 
Focusing Externally
Our influence to make a difference and drive progress in DE&I 
extends outside our walls. We partner with external organizations 
to advance our DE&I work and bring more equality and fairness to 
Fossil Group and our global communities.
“I love that everyone cares — that my 
management is social, knowledgeable, 
and caring—and that I have flexibility 
when needed. Fossil is different 
because we work like we are greater 
together: we encourage each other to 
make each other become better; and 
we feel valued as employees.”  
 
Chang Mee Fong, Third Key
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Some totals may not equal 100% due to rounding. These calculations exclude temporary workers.
GLOBAL AGE BREAKOUTS
KEY
Over 50
30-50 
Under 30
34%
11.8%
54.2%
Overall
Corporate
66.0%
23.2%
10.9%
Distribution
57.6%
12.0%
30.4%
Retail
52.0%
42.1%
5.9%
GLOBAL GENDER BREAKOUTS
KEY
Male
Female
37.3%
1%
61.7%
Overall
Did Not 
Disclose
42.9%
41.6%
0.4%
57.9%
35.0%
65.0%
Corporate
Distribution
Board of 
Directors
57.1%
34.2%
1.9%
63.9%
Retail
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Some totals may not equal 100% due to rounding. These calculations exclude temporary workers.
U.S. RACE BREAKOUTS
KEY
White
LatinX
Asian / Asian American
Black / African American
41.6%
5.4%
5.4%
8.5%
34.4%
Overall
Other
14.3%
62.5%
5.4%
7.4%
11.2%
13.5%
8.2%
6.5%
5.2%
5.2%
74.9%
Corporate
Distribution
Board of 
Directors
85.7%
32.1%
10.3%
5.3%
10.2%
42.1%
Retail
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Some totals may not equal 100% due to rounding. These calculations exclude temporary workers.
Board of Directors
Corporate
Individual Contributor
Manager
Senior Executive
Distribution
Individual Contributor
Manager
Senior Executive
Retail
Individual Contributor
Manager
Total
0.0%
Native 
American
0.8%
0.4%
1.0%
2.5%
0.9%
0.5%
6.3%
0%
0.1%
0.1%
0%
0.5%
0.0%
Asian or Asian 
American
11.2%
12.4%
10.3%
5.0%
6.5%
6.5%
6.3%
0%
10.3%
10.8%
7.0%
10.2%
14.3%
Black or African 
American
7.4%
9.1%
5.5%
2.5%
5.2%
3.7%
25.0%
0%
10.2%
11.0%
5.5%
8.5%
0.0%
LatinX
13.5%
16.8%
8.9%
10.0%
74.9%
79.4%
18.8%
0%
42.1%
43.7%
32.0%
34.4%
0.0%
Native Hawaiian 
or Other  
Pacific Islander
0%
0%
0%
0%
1.3%
1.4%
0%
0%
0.2%
0.3%
0%
0.3%
0.0%
Two or More 
Races
1.9%
2.7%
1.0%
0%
0%
0%
0%
0%
3.8%
3.8%
3.9%
2.6%
85.7%
White
62.5%
55.1%
71.6%
80.0%
8.2%
5.1%
43.8%
100%
32.1%
29.2%
50.0%
41.6%
0.0%
Did Not 
Disclose
2.7%
3.5%
1.7%
0%
3.0%
3.3%
0%
0%
1.2%
1.1%
1.6%
2.0%
U.S. RACE BREAKOUTS
Corporate
Distribution
Retail
Total
Individual Contributor
Individual Contributor
Individual Contributor
Manager
Manager
Manager
Senior Executive
Senior Executive
GLOBAL GENDER BREAKOUTS
Under 30
30-50
Over 50
23.2%
66.0%
10.9%
31.6%
2.4%
0%
12.0%
12.6%
0%
0%
52.0%
57.8%
13.7%
34.0%
60.9%
7.5%
81.6%
40.7%
57.6%
57.6%
60.9%
0%
42.1%
36.5%
79.7%
54.2%
16.0%
59.3%
30.4%
29.8%
39.1%
100%
5.9%
5.8%
6.6%
11.8%
GLOBAL AGE BREAKOUTS
Board of Directors
Corporate
Distribution
Retail
Total
Individual Contributor
Individual Contributor
Individual Contributor
Manager
Manager
Manager
Senior Executive
Senior Executive
0.0%
Did Not Disclose
0.4%
42.9%
Female
57.9%
61.5%
49.9%
37.3%
65.0%
66.8%
28.3%
0%
63.9%
64.1%
62.7%
61.7%
0.5%
57.1%
Male
41.6%
38.0%
49.9%
62.7%
35.0%
33.2%
71.7%
100%
34.2%
33.8%
36.8%
37.3%
0.3%
0%
0%
0%
0%
0%
1.9%
2.1%
0.5%
1.0%
Complete Breakout Data
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OUR PARTNERS
We have partnered with 50/50 Women on Boards for many 
years, driving the movement toward gender balance on 
corporate boards, and been recognized through their Winning 
Company achievements for several consecutive years.
In 2021, we started working with Black in Fashion Council, 
whose mission is to create a workforce where Black people 
are represented and amplified at every level to build a new 
foundation across the fashion industry for inclusivity. 
We are supporting this act that would explicitly guarantee 
permanent legal protections for LGBTQ people under federal civil 
rights laws. 
In 2021 for the second year in a row, we received a perfect score of 
100 on the Human Rights Campaign Foundation’s 2021 Corporate 
Equality Index (CEI). The CEI is the nation’s premier benchmarking 
survey and report on corporate policies and practices related to 
LGBTQ workplace equality. 
We are a long-standing supporter of Catalyst, a 60-year-old 
global nonprofit helping to build inclusive workplaces for women. 
As part of our partnership, we participate in periodic calls to 
discuss new diversity and inclusion topics and utilize their DE&I 
resources in internal training.
We are one of more than 2,000 companies participating in one 
of the largest CEO-driven business commitments to advance 
diversity and inclusion in the workplace. We participate in 
monthly industry calls and periodically participate on member 
company panels.
We are one of 500 companies in The Valuable 500 global 
movement that puts disability on the business leadership 
agenda. As a member of this movement, we have made a 
commitment to action for disability inclusion.
Through this partnership, we have access to DBP’s best practices, 
guidelines, and tools, including leading research and insights for 
corporate DE&I teams. We additionally participate in periodic 
calls to discuss relevant DE&I topics with other corporate teams.
We joined forces with 44 companies across the country as a 
founding member of the Diversity in Design Collaborative in June 
2021. DID seeks to foster systematic change by increasing diversity 
in design across fields, addressing the lack of representation of 
Black creatives in design, increasing design career opportunities 
for Black creatives, and forming an educational pipeline that leads 
to full-time employment.
As of 2021, we committed to implementing the UNGC’s Ten 
Principles. We are committed to making these Ten Principles on 
human rights, labor, environment, and anti-corruption part of our 
strategy, culture, and day-to-day operations, and we will annually 
communicate our progress toward implementing them.  
We joined more than 200 civil rights and racial justice 
organizations to sign the Open to All pledge, a nationwide public 
engagement campaign to build awareness and understanding 
about the importance of protecting people from discrimination. 
We defend Open to All’s bedrock principle that when businesses 
open their doors to the public, they should be Open to All and 
not discriminate.
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Engagement, Growth, and Well-being 
 
That our people feel seen, heard, empowered, and remain engaged 
is of great importance to us, and is why we remain committed to 
fostering an environment of engagement, growth, and well-being. We 
strive to create a highly-engaged, high-performance culture where 
employees have the skills and behaviors to help fuel company results 
and be at their personal best, every day. 
An Unmatched Culture
We look for people who are authentic, have a great sense of humor, 
love to dream big, and ask “what if.” Whether in-person or remote, we 
prioritize supporting one another and celebrating our progress together 
every day. We embrace purpose and take every opportunity to work 
together to make the world a little better. 
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In addition to our annual observances of 
cultural heritage months, our key 2021 
highlights include:  
Welcome Back Home – We welcomed our employees back into the 
office in fall 2021 as part of our hybrid work schedule. To show our 
appreciation, we hosted several events including welcome back meals, a 
company barbeque, and more. 
Spooktoberfest – Halloween is a special time of year for the Fossil 
Group. This year, we held a food drive, hosted an in-person celebration, 
and held a few friendly competitions, including costume, pumpkin 
carving, and home decoration contests. 
Starfest – Every year, we take a week toward the end of the year to 
celebrate employees. In 2021, we organized a toy drive and recognized 
employee achievements through an online recognition portal, in-person 
banners, and numerous raffles for Fossil Group merchandise and more.
As part of our commitment to provide space for employees to be 
successful, we provide “Focus Fridays” a day once a month dedicated 
to no meetings and conquering your to-do list, getting innovative and 
creative, or pulling a cross-functional team to come up with the next  
big thing. 
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OUR PEOPLE
Employees’ Voices 
We highly value our employees’ voices, and we always want to hear 
from them. From our Open-Door policy to regular employee surveys, 
we consistently seek their input. Based on employee feedback, overall 
we have a culture that is considered to be very healthy. Our top three 
categories consist of “Manager Effectiveness,” “Team Dynamics,” and 
“Diversity, Equity, and Inclusion.”  
Flexibility and Our New Way of Working 
At Fossil Group, we want employees to love what they do and do what they love.  A big part of that is a 
work-life balance that provides flexibility. 
Beginning last year, we instituted a hybrid work schedule at our corporate offices that allows eligible 
employees to work at the office three days per week and from home two days per week and for select 
roles to work at the office 20 hours per month with the rest of their worked time at home. To add to this 
flexibility, we also offer half-day Fridays from May through September. The new hybrid work schedules, 
along with highlighted “Collaboration Days,” bring us together for purposeful connection and enhances 
our culture of flexibility so we can retain top talent, remain attractive to new potential candidates, and 
drive the business forward. 
of our employees 
participated in our 2021 
annual Pulse survey.
82%
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“If you work  
here: expect to 
see your abilities 
recognized and 
to have the 
opportunities and  
tools necessary 
to grow.”
 
Elisa Celeghin, 
Sales Associate
Professional Development
Fossil Group provides a myriad of opportunities for all employees to learn, advance, and succeed in their 
careers. New employees are supported from day one within our extensive onboarding program, while all 
employees are continually offered opportunities for self-guided learning, interactive group workshops, and  
on-the-job experiences. 
Employees also have the opportunity to earn a degree with tuition reimbursement, pursue a professional 
certification, and participate in our rewarding development programs to grow and advance. 
We are devoted to developing leadership through premiere programs such as “Pursuit” and “Compass.” In 
our global “Pursuit” program, participants are selected based on previous performance and sponsored by 
our Executive Leadership Team. The program focuses on increasing leadership knowledge and skills, cultural 
immersion, leadership mindset, expanding business acumen, and connecting leaders to leaders. Likewise, our 
“Compass” premier leadership program is designed to empower leaders with the skills to coach employees, 
build engagement, retain high-performing teams, and drive business results. In addition to these two key 
leadership development programs, we also feature an extensive development program with four distinct levels 
of mastery that is designed to provide a long-term career path for our retail employees. 
Our performance process also supports employee progress, cascading company goals throughout the 
organization to ensure individual efforts are aligned with our strategic priorities. The performance cycle 
consists of three milestones annually, fueled by continuous dialogue between employees and leaders. At each 
milestone, we make time to focus on goal creation, mid-year check in, and end-of-year reflection. We support 
each of these milestones with dedicated performance days that are designed to provide our employees with 
the opportunity to focus on how they can successfully grow and achieve.
AVERAGE HOURS OF TRAINING
BY EMPLOYEE CATEGORY
1 1 .7 
27.7 
20.0 
KEY
Senior Executives
Managerial
Employees
AVERAGE HOURS OF TRAINING
BY GENDER
20.7 
22.6 
23.6 
KEY
Men
Women
Other
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Professional Environment and Policies
All individuals should be treated with respect, especially at their 
workplace. We strictly prohibit discrimination, harassment, and 
retaliation of any kind. Our Non-Discrimination, Anti-Harassment, and 
Retaliation Policy apply to all employees, interns, and visitors. We 
prohibit customers, vendors, suppliers, and independent contractors 
from harassing, discriminating, or retaliating against our employees.  
Our policies are formalized in our Code of Conduct as well as in our 
internal Employee Handbook. 
We also provide annual Professional Conduct training that focuses on 
creating an inclusive environment free from harassment, discrimination, 
and retaliation for all employees. 
Benefits and Recognition 
We want to be sure that all employees feel seen and valued by 
providing both comprehensive benefits and recognition. We introduced 
several new or enhanced employee benefits to accommodate a range 
of needs and values in 2021, many of which are highlighted in the 
descriptions below.
Short-term Disability Policy
To drive equity and inclusion throughout our company and help 
attract new talent, we eliminated our tiered benefits system for our 
employer-paid short-term disability program in 2021. In 2021, all eligible 
employees began to receive 100% of their base weekly earnings up to 
six weeks regardless of years of service. Additional weeks are paid at 
60% up to $1,200 per week, up to a maximum of 90 days.  
believe everyone is treated fairly 
regardless of race, gender, age, 
ethnic background, disability, sexual 
orientation, or other differences.
85%
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Parental Leave and Support 
We know that the bonding time between a new parent and child is 
critical to their health and happiness. That’s why in 2021, we increased 
the number of weeks of Paid Parental Leave for the birth of a child, 
adoption, surrogacy, or foster child placement from four to six weeks 
in the U.S. New parents receive Paid Parental Leave at One hundred 
percent of the employee’s base weekly earnings for up to six weeks 
once any other disability or state-paid leave the employee is eligible 
for has been exhausted.
In addition, in 2021, we introduced a phased back-to-work program 
where returning new parents and caregivers can work a reduced 
schedule to ease back into work after a leave of absence for the birth, 
adoption, or foster care placement of a child in the U.S. Through this 
program, we also added specific managerial tools and resources to 
alleviate stress for our new parents and help prepare them during all 
stages of parental leave. To augment these resources, we launched 
PACT: Parents, Allies, and Caregivers Together, our new Employee 
Resource Group (ERG) that promotes balance, provides support, 
leverages resources, and advocates for parents, caregivers, and allies  
in the workplace. More information about our ERGs can be found in 
the Employee Resource Group (ERG) section. 
In 2021, we increased  
the number of weeks of Paid 
Parental Leave for the birth of  
a child, adoption, surrogacy,  
or foster child placement.
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Pay Equity 
To remain a competitive and equitable employer where people feel 
fairly valued, we utilize a standardized compensation system to ensure 
pay equity among like jobs. We also incentivize our employees through 
a pay-for-performance merit and bonus program where employees 
are eligible to earn higher pay increases and bonus payouts through 
stronger individual performance ratings. Our standardized process 
defines, documents, and benchmarks jobs to each local market and 
uses third party, industry leading salary surveys to determine the 
appropriate pay range for each job. 
Employee salary within each range is determined by a number of 
factors such as unique skill sets, added experience and/or education 
beyond the basic requirements of the applicable role, geographic 
location, outstanding performance history, and more. We regularly 
review our benchmarks and pay ranges to confirm we stay consistent 
with local markets to provide our employees with competitive 
compensation packages. In addition, to promote equitable pay, Fossil 
does not ask candidates or new hires about their salary history when 
determining their pay.
To verify that our internal practices align to the communities and 
customers we serve and what we stand for as a company, we 
conducted a gender and race pay equity audit in 2020 and 2021. The 
audit looked to find potential differences in compensation across 
indicators such as base pay, total cash compensation, variable pay, 
benefits, and other perquisites where those differences weren’t the 
result of job-related factors. The audit found no disparities for  
gender or race.
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SHINE Program
SHINE is our holistic well-being benefits program that helps our 
employees thrive and be their best every day. SHINE’s guiding principles 
help to align our company’s well-being goals regionally and ensure all 
new initiatives are Sustainable, Human-centric, Inclusive, Nourishing, 
and Engaging (SHINE). Aside from the well-being benefits, the SHINE 
platform allows us to align benefits globally and ensure current and new 
initiatives meet our SHINE guidelines.
An important aspect of our SHINE platform is providing support 
whenever and wherever our employees need it through our global 
Employee Assistance Program (EAP). Our EAP is available to all our 
employees and families through Workplace Options, an online portal 
that provides 24/7 confidential counseling by phone, web, text, and 
email. This global resource offers support for a range of topics that 
impact employees at work or at home, such as stress management, 
couples support, the loss of a loved one, and more.
Full service EAP
Onsite individual EAP sessions
Massage benefit onsite 
Virtual mediation classes 
Mental health benefits 
Resiliency and mindfulness programs
MENTAL 
SAMPLE ACTIVITIES
Parental leave above statutory
Competitive health coverage
Financial education workshops
Maternity and paternity benefits
Biometric screening/assessments
1:1 financial planning with advisor
Volunteer time off
Preventive exams
WeCare fund
Sabbatical program
Device-enabled step tracking
Supplemental retirement programs
Hybrid work environment 
On-site fitness opportunities
Supplemental life insurance
Flexible work hours
Targeted programs (diabetes, heart)
Savings plans
Tuition and certification reimbursement
Healthy food policies and programs
Summer hours
Quiet rooms 
WORK-LIFE BALANCE  
SAMPLE ACTIVITIES
PHYSICAL  
SAMPLE ACTIVITIES
FINANCIAL 
SAMPLE ACTIVITIES
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OUR PEOPLE
Additional Benefits 
We want our employees to have the tools to care for themselves and 
their families. On top of the benefits listed above, we also provide: 
•	
Paid time off and flexible work schedules
•	
Employee discount program
•	
Traditional 401(k), Roth 401(k), Flexible Spending Accounts, and 
other financial programs for eligible employees  
•	
Medical, dental, and vision health coverage for eligible employees 
and their family members
Navigating the Global Pandemic 
In the midst of the pandemic and throughout 2021, we continued to 
enable our employees to work remotely when possible and provided 
numerous related health and safety training and resources.
As we planned for a safe return to work, we surveyed our employees 
multiple times with the intent of understanding comfort levels 
related to working in an office environment, and their preferred 
working environments as a result of how our workforce shifted to 
operate during the pandemic. We listened to and collaborated with 
our employees to evolve our future way of working.
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As employees returned to the workplace, we implemented extensive 
health and safety guidelines that included daily wellness checks, 
temperature checks, the required use of masks for employees 
and customers, along with social distancing, amplified cleaning 
and sanitizing practices and extensive health and safety training. 
Additionally, during the pandemic we offered on-site vaccination 
clinics for our employees and offered paid time away from work 
to get vaccinated, as well as time off for employees who may have 
experienced side effects resulting from the vaccine. As the pandemic 
evolves and medical advances continue, we’ll continue to assess how 
we can support our workforce and put the health and safety of our 
employees first.
We are proud of the progress we have made to provide an inspiring, 
engaging, and rewarding work environment for our employees. We 
will never stop nurturing our culture in this quickly changing world. 
To exceed expectations and achieve our aspirations, we will listen, 
learn, collaborate, set meaningful goals, innovate, and be transparent 
in our progress, challenges, and opportunities that make Fossil 
Group a destination for high-performing, highly engaged talent.
We’ll continue to assess how 
we can support our workforce 
and put the health and safety 
of our employees first.
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Advancing Equality in the Supply Chain
 
We go beyond aspiring to create a diverse and inclusive workplace for 
our employees. We also remain firmly committed to human rights and 
fair, equitable, and safe environments for factory workers in our supply 
chain with special consideration for empowering women.
Women’s Health in the Supply Chain
We are committed to helping the world thrive and empower women 
around the globe. One of the ways we live this commitment is through 
our supply chain engagement with female workers. Since its inception, 
over 13,000 women have been empowered through our health 
education programs. 
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“Our female 
workers have 
become closer 
through peer 
health sharing. 
We all really 
appreciate that 
the factory 
organized this 
program.”
Zhang Li Fang,  
Quality Control
OUR PEOPLE 
Health Enables Returns (HER) Project 
In 2014, we partnered with Business for Social Responsibility 
(BSR) to launch the Health Enables Return (HER) Project. The HER 
Project provides women in our supply chain with education and 
training on topics such as hygiene, family planning, nutrition, and 
exercise. Women who have completed this program could also be 
chosen as Peer Health Educators, who help sustain the training for 
future workers.
OUR PEOPLE 
Sustainable Health Education (SHE) program 
We began training in our factories through the HER program in 2014, 
and later brought the program in-house by developing the internal 
SHE (Sustainable Health Education) Program. SHE Program modules 
include topics such as health, nutrition, and family planning. Not 
only do these women receive health education that they may not 
normally receive, but they also pass along this information to their 
families and communities.
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Human Rights Policy
Our Human Rights Policy outlines our long-standing commitment 
to ethical and responsible conduct throughout our operations to 
improve the quality of life in the communities we serve and respect 
the inherent rights of all people. Our policy aligns with the principles 
outlined in the United Nations Guiding Principles (UNGP) on Business 
and Human Rights, the Universal Declaration of Human Rights (UDHR), 
the International Covenant on Civil and Political Rights (ICCPR), the 
International Covenant on Economic, Social, and Cultural Rights 
(ICESCR), and the International Labor Organization’s (ILO) Declaration 
on Fundamental Principles and Rights at Work. Additional information 
can be found on our website in our public Human Rights Policy. 
Social Compliance Program
We expect our suppliers to share in our responsibility to manufacture 
products in a legal and ethical manner. We execute this commitment 
through our Social Compliance Program, which helps us hold suppliers 
accountable, monitor and fix issues, and continually educate our 
partners on how to improve conditions. Our Code of Conduct for 
Manufacturers, factory audits, ongoing training, and Worker Hotline 
program are the anchors to our Social Compliance Program and aim to 
support the ethical treatment and health and safety of all people in our 
global supply chain.
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Code of Conduct for Manufacturers 
We work with suppliers who adhere to our same principles and 
standards of ethics. All Tier 1 finished goods and Tier 2 component 
factories are required to sign a Manufacturer’s Agreement, which 
include a Code of Conduct, as part of our business approval process. 
Our Code is based on international best practices and guidance, 
including the ILO’s core conventions, the UDHR, and the UNGPs for 
Business and Human Rights. It is also complementary to our Human 
Rights Policy. The Code outlines our important guiding principles 
including the following topics: Child Labor, Involuntary Labor, Coercion 
and Harassment, Nondiscrimination, Association, Health and Safety, 
Compensation, Hours of Work, Protection of the Environment, and 
other applicable laws. All Fossil Group merchandise manufacturers are 
required to adhere to this policy. 
In 2019, we updated our Code of Conduct for Manufacturers with an 
increased focus on gender issues. We fine-tuned its Code language in 
four areas: Coercion and Harassment, Nondiscrimination, Health and 
Safety, and Compensation, in respect to improving the rights of women 
within our supply chain. Factory management was trained on this new 
language and communication in local languages was placed in each 
finished good factory. Additional information can be found on our 
website in our Code of Conduct for Manufacturers. 
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Handshake Worker Hotline
The Inno Community Development organization offers a Handshake 
Worker Hotline Program to protect the rights and enhance the  
well-being of the worker community in our supplier factories through 
support services for complaints, counseling, and consulting. This year, 
we paid for all Tier 1 factories to implement the Handshake Worker 
Hotline Program. In 2021, more than 160 worker calls were fielded 
through this new program.  
OUR PEOPLE
Factory Audits
All Tier 1 finished goods factories receive an annual audit to verify that 
they comply with the requirements outlined in the Code of Conduct for 
Manufacturers. In 2021, all Tier 1 suppliers were audited to this Code. 
New suppliers additionally require an audit before any production 
purchase orders are placed. All data and information gathered during 
an audit informs a factory’s final risk ranking. Factories ranking with 
high and moderate-high risk must attend supplier compliance training 
before production and schedule a re-audit. Each factory also partners 
with us to develop a timing and remediation action plan within two 
weeks of the initial audit and before the follow-up audit, if needed. 
We’re proud that there was an 11% decrease in high-risk audit ratings 
from 2020 to 2021. 
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Governance
Our Make Time for Good program has policies and procedures in place to ensure our strategy is ethically 
implemented, safeguards sensitive information about our people and our communities, and makes a 
positive impact. Our governance policies are a core part of our corporate responsibility strategy, and they 
are applicable to our employees and the partners we work with to produce our products. We believe that 
everyone plays a critical role in maintaining strong governance, including our Board of Directors.  
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The Board committees also oversee the management of company risks, including climate-related risks. As 
part of its oversight, the Board receives and reviews regular reports on an annual basis from members of 
senior management, including our Chief Audit Executive, who oversees our Enterprise Risk Management 
program. When we detect significant risks, Fossil Group’s management team develops and monitors risk 
assessment results and mitigation plans, and assigns “risk owners” who are responsible for further assessment 
or mitigation based on the risk assessment findings.  
Our Executive Risk Committee reviews all enterprise risk and mitigation plans to ensure we address these risks 
in a timely and ethical manner. Our full Board reviews information concerning enterprise risks through regular 
reports of each Board committee.
In addition, our Audit, Compensation, and Nominating and Corporate Governance Committees are comprised 
solely of independent directors and have responsibility for the review of certain risks as defined in their 
governing documents, which are available on our website.
Advancing Equality in the Supply Chain
 
Fossil Group’s Board of Directors’ Nominating and Corporate 
Governance Committee has oversight and responsibility for ESG 
issues. Members of the Nominating and Corporate Governance 
Committee are independent directors and provide an unbiased 
judgment. Fossil Group’s corporate management provides regular 
periodic ESG reports and updates to this committee. 
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Data Privacy and Security
 
Protecting the data of our employees, customers, and business partners is very important to us. We strive to 
safeguard this sensitive information, and take all steps necessary to comply with laws regarding the use of 
personal data.
Our Compliance Team has a dedicated Data Privacy Team. The Data Privacy Team is responsible for managing 
global data privacy and protection. The team works closely with our Legal Department and has direct access 
to executive leadership and the Board of Directors. 
We also established a Privacy Committee that convenes every two months to consider topics and questions 
related to data privacy, and proactively address data privacy concerns or make necessary improvements. 
Our Leadership and Audit Committee of the Board of Directors conducts regular reviews of our current data 
privacy risks, mitigation activities, and trends. 
In addition to these teams and committees, we created a 
comprehensive Privacy Compliance Program that describes our 
approach to compliance with global privacy laws and regulations. 
This program outlines how we manage personal data, privacy 
policies and procedures, privacy risks and impact assessments, 
internal documentation, privacy compliance monitoring and controls, 
a global development of data privacy laws and regulations, vendor 
management, incident reporting, data subject requests, international 
data transfers, and more. 
All employees, including part-time employees, and certain 
contractors, are also required to complete online privacy awareness 
training, initially, and on an ongoing basis. 
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Code of Conduct 
Our Code of Conduct (Code) outlines our shared ethical principles 
and standards for how we conduct business and treat each other. All 
employees are expected to uphold and comply with the Code, and we 
encourage employees to speak up if there are any known or suspected 
Code violations. Our Code covers our commitment to addressing issues 
such as anti-bribery and anti-corruption. The Audit Committee of the 
Board of Directors reviews the Code annually to identify and add any 
necessary changes to the policy and reviews adherence to the Code. 
Ethical and Transparent Business
 
Authenticity is one of our key values and is integrated throughout Fossil Group’s policies and procedures. 
Our policies reflect our commitment to upholding the highest ethical standards throughout our company and 
supply chain. We stress compliance with our policies through annual audits, ethical standard training for all 
employees (including part-time employees and third party contractors), and communication of our policies 
during the onboarding process. We highlight a few of our governing policies below, but all our significant 
governance policies are publicly available on our Fossil Group website. 
In addition to our policies, we also joined the United Nations Global Compact (UNGC) to demonstrate our 
public support for ethical business. This report constitutes our annual communication on progress to the 
UNGC. For more information about our partnerships, please see our Focusing Externally section.  
Partnerships and Commitments in 2021 had zero business ethics audit findings. 
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What We’re 
Excited For Next
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Science-Based Target Setting 
 
Fossil Group is in the process of developing a science-based target 
for Scope 1 and 2 emissions that would align our GHG reductions with 
what science states is necessary to limit the average global temperature 
increase to 1.5° Celsius. As part of our goal setting, we are working with 
the Science Based Targets initiative (SBTi), a partnership between CDP, 
the United Nations Global Compact, World Resources Institute (WRI), 
and the World Wide Fund for Nature (WWF). 
Net-Zero Road Map 
To achieve our net-zero GHG emissions goal by 2040, we’ve created a  
road map for success. Our journey toward this goal requires planning 
and short-term measurements.
Engaging Fossil 
employees with 
our targeted 
reduction goals
Increasing 
transparency 
and reporting
Strengthening 
collaborations with 
strategic suppliers
Formulating 
carbon removal 
program and 
carbon policy
Expanding 
environmental 
footprint 
monitoring
Planning and 
developing our 
carbon reduction 
targets and 
initiatives
Communicating 
our goals and 
initiatives with 
our stakeholders
HOW WE WILL TRACK OUR SUCCESS IN 2022
OUR IMPACT
Make (Even More) Time for Good
While we faced many challenges, along with the rest of the world, 2021  
was a year that also helped set the stage for us to Make (even more)  
Time for Good. 
 
As we look to the near-term, our goals communicated in this report, new 
systems of accountability, and our longer-term vision to leave future 
generations with a better world, our work continues. We know that time 
is precious; it can seem fleeting; it even gives us urgency when we feel 
like we are running out of it. But we also firmly believe that, with our 
employees, our community partners, our leadership, and our suppliers, we 
will be able to create more sustainable products, a more diverse, equitable, 
and inclusive company, and a continued investment in our communities as 
we Make Time for Good, together.
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Indexes
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STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Organizational Profile
GRI 2-1
Organizational details
Fossil Group, Inc.
GRI 2-2
Entities included in the 
organization’s  
sustainability reporting
We own the Fossil, MICHELE, Skagen, Relic, and Zodiac brands, and market a variety  
of goods under these nationally and internationally known and licensed brands.  
More information is available at:  
Fossil Group, Fossil, MICHELE, Skagen, Relic, Zodiac Watches.
GRI 2-3
Reporting period,  
frequency and  
contact point
Reporting Period: January 1, 2021 – December 31, 2021
Frequency: Annual 
Contact Point: 
•	
Media Inquiries media@fossil.com
•	
Investor Inquires ir@fossil.com
•	
Sustainability Contact 
Kara DeVita, Senior Director – Social Impact 
kdevita@fossil.com
GRI 2-4
Restatement of  
information
This is our first Corporate Responsibility report. No restatements have been made.
GRI 2-5
External assurance
This report is not externally assured. However, we are working with a third party to  
assure our 2021 greenhouse gas (GHG) emissions data.
GLOBAL REPORTING INITIATIVE (GRI) INDEX / UN GLOBAL COMPACT (UNGC) COMMUNICATION ON PROGRESS
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STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Organizational Profile
GRI 2-6
Activities, value chain  
and other business 
relationships
2021 Annual Report: Form 10-K.
GRI 2-7
Employees
See our Global Employee Count. 2021 Annual Report: Form 10-K.
GRI 2-8
Workers who are not 
employees
While Fossil Group chooses to outsource some areas of the business where it makes 
sense, those are partnerships where we do not directly control the work of others.  
When it comes to controlling the work of non-employees, this is only done through 
contracts with temporary agencies. In the U.S., as of December 31, 2021, we had 
approximately 25 temporary workers employed through various agencies across 
our corporate functions. This is a fairly typical number for our corporate functions. 
Additionally, our U.S. distribution center in Dallas, Texas will utilize temporary agency 
workers throughout the year to augment staffing levels during peak seasons or for  
special assignments. The number of temporary workers brought in for peak (holiday) 
season in November and December can grow to roughly 200 workers. Fossil U.S. retail 
stores do not utilize agencies and directly employ all temporary/seasonal workers.  
Fossil Group is working to track all global temporary workers more accurately for  
future reporting. 
GRI 2-9
Governance structure  
and composition
2021 Annual Report: Form 10-K.
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
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STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Organizational Profile
GRI 2-10
Nomination and  
selection of the highest  
governance body
The Nominating and Corporate Governance Committee is responsible for 
recommending candidates for nomination and election to the Board director. The 
Nominating and Corporate Governance Committee annually reviews with the Board  
the applicable skills and characteristics required of Board nominees in the context of 
the size, composition, and needs of the Board and Company circumstances.
Upon the recommendation of the Nominating and Corporate Governance Committee,  
the Board may appoint a director to the Board, during the course of the year, to fill 
vacancies on the Board, and newly created directorships to serve until the next annual 
meeting of stockholders.
GRI 2-11
Chair of the highest  
governance body
The chair of the highest governance body is Fossil Group’s Board of  
Directors Chairman.
GRI 2-12
Role of the highest 
governance body in 
overseeing the  
management of impacts
The business of Fossil Group is managed under the direction of the Board, the  
primary responsibility of which is to provide oversight, counseling and direction to  
the Company’s management team in the long-term interests of the Company and its 
stockholders. Responsibility for the everyday affairs lies with the CEO and other  
members of management. The CEO and management are responsible for seeking  
the advice and, in appropriate situations, the approval of the Board with respect to  
certain extraordinary corporate actions. Directors should exercise their business  
judgment to act in what they reasonably believe to be in the best interests of the  
company and its stockholders, and to conduct themselves in accordance with their  
duties of care and loyalty.
GRI 2-13
Delegation of  
responsibility for  
managing impacts
See our Governance section.
GRI 2-14
Role of the highest 
governance body in 
sustainability reporting
See our Governance section. 
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
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FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Organizational Profile
GRI 2-15
Conflicts of interest
See our Code of Conduct and our Governance section.
GRI 2-16
Communication of  
critical concerns
See our Governance section.
GRI 2-17
Collective knowledge  
of the highest  
governance body
See our Governance section.
GRI 2-18
Evaluation of  
the performance  
of the highest  
governance body
The Board and each committee perform annual self-evaluations. The Nominating and 
Corporate Governance Committee develops and recommends to the Board an annual 
performance evaluation process for the Board and its committees. The Nominating  
and Corporate Governance Committee oversees the process that the Board and its 
committees use to conduct annual performance evaluations.
The Chairman of the Board, if the Chairman is a non-management director, or  
otherwise the Lead Independent Director of the Board, conducts a review of the 
performance of the CEO at least annually and communicates the results of the review  
to the CEO. The Compensation Committee establishes the evaluation process and 
determines the specific criteria on which the performance of the CEO is evaluated.
GRI 2-19
Remuneration policies
See our Corporate Governance Guidelines and Proxy Statement.
GRI 2-20
Process to determine 
remuneration
See our Corporate Governance Guidelines and Proxy Statement.
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
78
FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Organizational Profile
GRI 2-21
Annual total  
compensation ratio
See our Proxy Statement.
GRI 2-22
Statement on sustainable  
development strategy
See our Corporate Responsibility Strategy and our Governance section.
GRI 2-23
Policy commitments 
See our Governance Policies and our Governance section.
GRI 2-24
Embedding policy 
commitments
See our Governance Policies and our Governance section.
GRI 2-25
Processes to remediate 
negative impacts
See our Governance Policies, our Governance section,  
and Good for our People section. 
GRI 2-26
Mechanisms for  
seeking advice and  
raising concerns
See our Governance Policies, our Governance section,  
and Good for our People section. 
1,2,6
GRI 2-27
Compliance with laws 
and regulations
2021 Annual Report: Form 10-K.
GRI 2-28
Membership  
associations
50/50 Women on Boards, Black in Fashion Council, Business Coalition for Equality  
Act, Catalyst, Diversity Best Practices, Diversity in Design, How2Recycle, Human  
Rights Campaign, Leather Working Group, LiteHide™, Open to All, United Nations  
Global Compact, Valuable 500, and Women’s Empowerment Principles.
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
79
FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Organizational Profile
GRI 2-29
Approach to stakeholder 
engagement 
We identify our stakeholders as those groups or individuals who are impacted, and 
influenced by, or who can impact, our company. They are a diverse group, each with 
specific needs. We work hard to engage all of our stakeholders in sincere and honest 
dialogue, and when requested and if feasible, to provide accurate and actionable 
information through public channels in a timely fashion. We engage with each of our 
stakeholders as often as required by the relationship.
GRI 2-30
Collective bargaining 
agreements
Fossil Group has no collective bargaining agreements in the U.S. 100% of employees  
in Italy, France and FAST Europe, Spain, and Portugal are covered by collective  
bargaining agreements. For employees not subject to collective bargaining  
agreements, the terms and conditions of employment are determined by a variety  
of factors, including, without exclusion, local laws, local market conditions,  
and local customs.
3
Material Topics
GRI 3-1 
Process to determine 
materials topics
See our Materiality Matrix.
1-10
GRI 3-2
List of material topics
•	
Water Pollution
•	
Ethical & Transparent Business Practices
•	
Living Wages in the Supply Chain
•	
Human Rights
•	
Employee Engagement & Well-Being
•	
Air Pollution
•	
Health & Safety in Supply Chain
•	
Equal Compensation
•	
Environmental Impacts in the Supply Chain
•	
Management of Chemicals in Products
•	
Communicating Core Purpose
1-10
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
80
FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Fossil Material Topic: Ethical and Transparent Business
GRI 205: Anti-Corruption
GRI 3-3 
Management of  
material topics
See our Code of Conduct, our Code of Conduct for Manufacturers,  
and our Governance section.
1-10
GRI 205-1
Operations assessed  
for risks related  
to corruption
We ensure compliance with the policies through annual audits, training, and 
communicating our policies during the onboarding process. In 2021, we had  
zero business ethics audit findings.
10
GRI 205-2
Communication and  
training about  
anti-corruption policies  
and procedures
The Audit Committee annually reviews the company’s Code of Conduct and  
Anti-Corruption Policy (FCPA). Fossil Group sends an annual email to all employees  
regarding Code of Conduct and other governing policies.
10
GRI 205-3
Confirmed incidents  
of corruption and  
actions taken
There were no confirmed incidents in 2021.
10
GRI 206: Anti-Competitive Behavior
GRI 3-3
Management of  
material topics
See our Governance section.
1-10
GRI 206-1
Legal actions for  
anti-competitive  
behavior, anti-trust,  
and monopoly practices
There were no legal actions for anti-competitive behavior, anti-trust,  
or monopoly practices. 
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
81
FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Fossil Material Topic: Water Pollution
GRI 303: Water & Effluents
GRI 3-3 
Management of  
material topics
See our Water section. 
7-8
GRI 303-1
Interactions with water  
as a shared resource
See our Water section.
7-8
GRI 303-2
Management of water  
discharge-related  
impact
All Fossil Group Tier 1 suppliers were compliant with wastewater discharge rules  
and regulations. 4 packaging factories were audited last year. There were no  
non-compliant issues for wastewater discharge permits.
7-8
GRI 303-3
Water withdrawal
See our Water Withdrawal. 
7-8
GRI 303-5
Water consumption
See our Water Consumption. 
7-8
Fossil Material Topic: Environmental Impacts in the Supply Chain
GRI 308: Supplier Environmental Assessment
GRI 3-3 
Management of  
material topics
See our Social Compliance Program section. 
7-8
GRI 308-1
New suppliers that 
were screened using 
environmental criteria
100% of new Tier 1 suppliers are required to fill out a self-assessment form,  
which includes environmental criteria. 
7-8
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
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FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Fossil Material Topic: Environmental Impacts in the Supply Chain
GRI 308: Supplier Environmental Assessment
GRI 308-2
Negative environmental 
impacts in the supply  
chain and actions taken
All Fossil Group Tier 1 suppliers and key packaging facilities are assessed for  
environmental impact through our auditing process. Fossil Group requires all suppliers  
to be compliant with local environmental rules and regulations. Any supplier that is  
found to be non-compliant with local rules and regulations are considered as having 
significant potential negative environmental impacts. Fossil Group provides  
non-compliant suppliers with a corrective action plan and works with our suppliers  
until the corrective action plan is completed. Since we work with our suppliers until  
the corrective action plan is completed, all suppliers will be compliant with local 
environmental rules and regulations. In 2021, 38 factories were found to be  
non-compliant upon the initial audit. We are working with these suppliers to address  
these issues. 
7-9
Fossil Material Topic: Health and Safety in Supply Chain
GRI 403: Occupational Health and Safety
GRI 3-3 
Management of  
material topics
Please see our Advancing Equality in the Supply Chain section.
GRI 403-1
Occupational health  
and safety management 
system
See our Social Compliance Statement.
1-6
GRI 403-2
Hazard identification,  
risk assessment, and 
incident investigation
All Tier 1 finished good factories receive an annual audit to verify that they comply to  
the requirements outlined in the Manufacturer’s Code of Conduct. In 2021, all Tier 1 
suppliers were audited to this Code. New suppliers additionally require an audit before  
any production purchase orders are placed. All data and information gathered during  
an audit informs a factory’s final risk ranking. Factories ranking with high and  
moderate-high risk must attend supplier compliance training before production and 
schedule a reaudit. There was a 7% reduction in health and safety issues as compared  
to previous years.
1-6
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
83
FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Fossil Material Topic: Health and Safety in Supply Chain
GRI 403: Occupational Health and Safety
GRI 403-3
Occupational health  
services
See our Social Compliance Statement and our Advancing Equality  
in the Supply Chain section. 
1-6
GRI 403-4
Worker participation, 
consultation, and 
communication on 
occupational health  
and safety
See our Social Compliance Statement.
1-6
GRI 403-5
Worker training on 
occupational health  
and safety
See the Training section of our Social Compliance Statement.
1-6
GRI 403-6
Promotion of  
worker health
See our Social Compliance Statement and Advancing Equality  
in the Supply Chain section.
1-6
GRI 403-7
Prevention and  
mitigation of  
occupational health and 
safety impacts directly 
linked by business 
relationships
See our Social Compliance Statement and Advancing Equality  
in the Supply Chain section.
1-6
GRI 403-8
Workers covered by  
an occupational health  
and safety management 
system
See our Social Compliance Statement and Advancing Equality  
in the Supply Chain section.
1-6
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
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FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Fossil Material Topic: Health and Safety in Supply Chain
GRI 403: Occupational Health and Safety
GRI 403-9
Work-related injuries
Fewer than 30 work-related injuries occurred in FY2021 in the U.S. We had 0 work  
related injuries in Hong Kong, Ireland, Macau, Malaysia, Singapore, and U.K. We have  
local workers compensation policies issued in these countries. Fossil Group does not  
have visibility into work-related injuries in other countries where we operate due to  
work related claims being handled by their respective governmental plans.
1-2
GRI 403-10
Work-related ill health
No work-related ill-health reports were made. For the U.S., we use our insurance  
carrier’s claim system to compile this data. For other countries, we compile claims 
information from our broker.
1-2
Fossil Material Topic: Equal Compensation
GRI 405: Diversity and Equal Opportunity
GRI 3-3
Management of  
material topics
See our Cultivating Inclusion section and our Compensation Committee Charter. 
Fossil Group uses a standardized compensation system that is designed to be  
competitive and equitable. We have a global process to define, document and  
benchmark jobs to each local market using third party, industry leading salary surveys  
to determine the appropriate pay range. Each individual’s compensation within that  
range is determined by a number of factors such as any other unique skill sets, added 
experience and/or education beyond the basic requirements, geographic location, 
outstanding performance history, etc. We regularly review our benchmarks and pay  
ranges to ensure we stay consistent with local markets to provide our employees with 
competitive compensation packages.
In addition to calibrating salary annually during our Performance Review process,  
Fossil also completes external pay parity reviews bi-annually, with specific focuses on  
both Gender and Ethnicity in the United States. Fossil is a pay for performance 
environment, so individual performance will impact annual merit increases, bonus  
payment (if applicable) and eligibility for promotions into roles with larger scope and 
responsibility. All managerial and above pay increases and job offers include a review  
of internal pay equity to ensure we maintain appropriate parity among employees in  
equal job roles.
6
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
85
FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Fossil Material Topic: Equal Compensation
GRI 405: Diversity and Equal Opportunity
GRI 405-1
Diversity of governance 
bodies and employees
See our Global Gender, Age, and Race Breakouts.
6
GRI 405-2
Ratio of basic salary and 
remuneration of women 
to men
Fossil Group utilizes a standardized compensation system that is designed to be 
competitive and equitable. We have a global process to define, document, and  
benchmark jobs to each local market using third party, industry leading salary surveys  
to determine the appropriate pay range. Each individual’s compensation within that  
range is determined by a number of factors such as any other unique skill sets, added 
experience and/or education beyond the basic requirements, geographic location, 
outstanding performance history, etc. We regularly review our benchmarks and pay  
ranges to ensure we stay consistent with local markets to provide our employees with 
competitive compensation packages.
In addition to calibrating salary annually during our Performance Review process,  
Fossil Group also completes external pay parity reviews bi-annually, with specific 
focuses on both Gender and Ethnicity in the U.S. Fossil Group is a pay for performance 
environment, so individual performance will impact annual merit increases, bonus  
payment (if applicable), and eligibility for promotions into roles with larger scope and 
responsibility. All managerial and above pay increases and job offers include a review  
of internal pay equity to ensure we maintain appropriate parity among employees in  
equal job roles.
For more information, see our Cultivating Inclusion section. 
6
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
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FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Fossil Material Topic: Human Rights
GRI 408: Child Labor
GRI 3-3 
Management of  
material topics
See our Advancing Equality in the Supply Chain section and our Fossil  
Group California Transparency in Supply Chains Act and U.K. Modern Slavery  
Act Statement. Fossil Group ensures that suppliers follow all local law and  
regulations related to human rights via our onboarding process, annual audits,  
and training.
5
GRI 408-1 
Operations and  
suppliers at significant  
risk for incidents of 
child labor
Our Code of Conduct for Manufacturers includes child labor restrictions and covers  
all suppliers. All Tier 1 finished good factories receive annual audits against the  
Code of Conduct for Manufacturers. We found 0 child labor and/or forced labor  
in our supply chain.
5
GRI 409: Forced or Compulsory Labor
GRI 3-3 
Management of  
material topics
See our Advancing Equality in the Supply Chain section, Human Rights Policy,  
and Fossil Group California Transparency in Supply Chains Act and U.K.  
Modern Slavery Act Statement. Fossil ensures that suppliers follow all local  
law and regulations related to human rights via our onboarding process, annual  
audits, and training.
4
GRI 409-1
Operations and suppliers  
at significant risk for 
incidents of forced or 
compulsory labor
Our Code of Conduct for Manufacturers includes forced labor restrictions and covers  
all suppliers. All Tier 1 finished good factories receive annual audits against our  
Code of Conduct for Manufacturers. We found 0 child labor and/or forced labor  
in our supply chain.
4
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
87
FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Fossil Material Topic: Human Rights
GRI 410: Security Practices
GRI 3-3 
Management of  
material topics
See our Advancing Equality in the Supply Chain section and our Human Rights Policy.  
Fossil ensures that suppliers follow all local law and regulations related to human  
rights via our onboarding process, annual audits, and training.
1-2
GRI 410-1
Security personnel  
trained in human rights  
policies or procedures
All Fossil Group employees and management who have direct responsibility in  
Supplier Compliance take annual human rights training. All Tier 1 finished good factories 
receive annual audits against our Code of Conduct for Manufacturers. We found 0 child 
labor and/or forced labor in our supply chain.
1-2
Fossil Material Topic: Living Wages in the Supply Chain
GRI 414: Supplier Social Assessment
GRI 3-3 
Management of  
material topics
See our Advancing Equality in the Supply Chain section and our  
Social Compliance Statement. 
1-2, 6
GRI 414-1
New suppliers that were 
screened using  
social criteria
For new Tier 1 suppliers a self-assessment form is required. Fossil Group’s  
Supplier Compliance team provides onboarding training, followed by on-site  
social compliance audit. To be approved as a Fossil Group supplier, the initial  
audit risk rating should be moderate or below and all critical issues have been  
corrected. If the initial audit risk rating of a new supplier is Moderate high or  
above, Fossil Group will arrange a follow-up audit within one month or so  
according to the supplier’s remediation.
1-6
GRI 414-2
Negative social impacts 
in the supply chain and 
actions taken
See our Advancing Equality in the Supply Chain section  
and our Social Compliance Statement. 
1-6
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
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FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Fossil Material Topic: Air Pollution
GRI: N/A
GRI 3-3 
Management of  
material topics
See our Emissions section.
7-8
N/A
Air pollution
See our Emissions section.
7-8
Fossil Material Topic: Employee Engagement and Well-Being
GRI: N/A
GRI 3-3 
Management of  
material topics
See our Engagement, Growth, & Well-being section. At Fossil Group, we are always  
trying to build relationships across our company, within our industry, and in our 
communities to help employees feel empowered and encouraged in the workplace. 
1-6
N/A
Employee engagement  
and well-being
See our Engagement, Growth, & Well-being section.
1-6
Fossil Material Topic: Management of Chemicals in Products
GRI: N/A
GRI 3-3 
Management of  
material topics
We communicate our chemical management expectations through our Product 
Guidelines and Restricted and Declarable Substance List (RDSL). This guideline lists  
our potentially harmful chemicals and specific safe limits of each substance in our 
products. We continually update these guidelines based on global laws and  
regulations as well as industry best practices. Also see our Chemical Statement.
7-8
N/A
Management of  
chemicals in products
See our Management of Chemicals in Products section. 
7-8
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
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FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
STANDARD  
DISCLOSURE
GRI DISCLOSURE TITLE
FOSSIL 2021 RESPONSE
RELATED UNGC 
PRINCIPLES
Fossil Material Topic: Communicating Core Purpose
GRI 3-3 
Management of  
material topics
See our CEO Letter, Our Company, and Our Corporate Responsibility Strategy:  
Make Time for Good sections.
N/A
Communicating  
Core Purpose
See our CEO Letter, Our Company, and Our Corporate Responsibility Strategy:  
Make Time for Good sections.
GRI INDEX / UNGC COMMUNICATION ON PROGRESS
90
FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
ACCOUNTING METRIC
CODE
FOSSIL GROUP 2021 RESPONSE
Management of Chemicals in Products
Discussion of processes to maintain compliance 
with restricted substances regulations
CG-AA-250a.1
The Manufacturer’s Code of Conduct requires all Fossil Group suppliers to ensure 
their materials comply with all regulatory laws and The Fossil Group’s Restricted 
and Declarable Substance List (RDSL). The Fossil Group reviews products 
through internal component and finished goods testing and selects certain 
products for additional testing with an accredited third-party lab. 
Fossil Group’s Supplier Compliance team works closely with all product 
development teams to ensure they understand RDSL requirements and conduct 
testing prior to new chemicals being introduced into production.
Discussion of processes to assess and manage risks 
and/or hazards associated with chemicals  
in products
CG-AA-250a.2
Fossil Group’s process to assess and manage risks and/or hazard associated 
with chemicals is the same in our material and finished products. The process is 
outlined in the above response.
Environmental Impacts in the Supply Chain
Percentage of (1) Tier 1 supplier facilities and (2) 
supplier facilities beyond Tier 1 in compliance with 
wastewater discharge permits and/or contractual 
agreement
CG-AA-430a.1
All Tier 1 supplier facilities and supplier facilities beyond Tier 1 were compliant 
with wastewater discharge permits and/or contractual agreements in 2021.
Percentage of (1) Tier 1 supplier facilities and (2) 
supplier facilities beyond Tier 1 that have completed 
the Sustainable Apparel Coalition’s Higg Facility 
Environmental Module (Higg FEM) assessment or 
an equivalent environmental  
data assessment
CG-AA-430a.2
Fossil Group is in the process of rolling out the Higg Facility Environmental 
Module (FEM). Once we request responses to the Higg FEM from our  
suppliers, we will review the data accordingly for our 2022 Corporate 
Responsibility Report. 
SUSTAINABILITY ACCOUNTING STANDARDS BOARD (SASB) INDEX
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FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
ACCOUNTING METRIC
CODE
FOSSIL GROUP 2021 RESPONSE
Labor Conditions in the Supply Chain
Percentage of (1) Tier 1 supplier facilities and (2) 
supplier facilities beyond Tier 1 that have been 
audited to a labor code of conduct, (3) percentage 
of total audits conducted by a third-party auditor
CG-AA-430b.1
In 2021, 100% of Fossil Group’s Tier 1 supplier facilities were audited to our 
Manufacturer’s Code of Conduct. We do not have the number of audits beyond 
Tier 1. However, all suppliers are expected to adhere to all local rules and 
regulations regarding labor conditions. 
Priority nonconformance rate and associated 
corrective action rate for suppliers’ labor code  
of conduct audits
CG-AA-430b.2
Fossil Group does not assign an overall noncompliance rate. All significant Tier 
1 finished good factories and key packaging factories receive an annual audit to 
verify that they comply to the requirements outlined in the Manufacturer’s Code 
of Conduct. In 2021, all Tier 1 suppliers were audited to this Code. All data and 
information gathered during an audit informs a factory’s final risk ranking. After 
our auditing process, we bucket factories into five risk ranking categories: low, 
low moderate, moderate, moderate high, and high. 
Here are our 2021 results: 
• Low: 2
• Low moderate: 15
• Moderate: 23
• Moderate high: 13
• High: 22
All factories that are noncompliant with any item during the audit are given 
corrective action plans to complete. We believe in working with our suppliers 
as partners, so we continue to work with our suppliers until all items on the 
corrective action plan are completed. If a supplier does not complete the 
corrective action plan or are found to be consistently noncompliant with our 
Manufacturer’s Code of Conduct, Fossil Group reserves the right to terminate 
work. In 2021, we found 0 child labor and/or forced labor in our supply chain.
Description of the greatest (1) labor and (2) 
environmental, health, and safety risks in the  
supply chain
CG-AA-430b.3
Fossil Group’s top labor risks in the supply chain are (1) Health and Safety,  
(2) Compensation, and (3) Working Hours. 
Fossil Group’s top environmental, health, and safety risks in the supply chain are   
(1) Compliance with Environmental Regulations, (2) Hazardous Waste, and  
(3) Water Pollution.
SUSTAINABILITY ACCOUNTING STANDARDS BOARD (SASB) INDEX
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FOSSIL GROUP / 2021 ESG REPORT

OUR COMPANY     /     GOOD FOR THE PLANET     /     GOOD FOR COMMUNITIES     /     GOOD FOR OUR PEOPLE     /     GOVERNANCE     /     NEXT     /     INDEXES
ACCOUNTING METRIC
CODE
FOSSIL GROUP 2021 RESPONSE
Raw Material Sourcing and Innovation
Description of environmental and social risks 
associated with sourcing priority raw materials
CG-AA-440a.1
The environmental and social risks associated with sourcing priority raw 
materials include (1) Labor Conditions, (2) Deforestation, (3) Chemical Use, and 
(4) Water Quality.   
A priority raw material for Fossil Group is leather. The tanning process has a 
direct impact to water quality and indirect impact to deforestation. We are 
mitigating the risk by utilizing third-party environmental and social certifications 
and auditing processes, such as Leather Working Group (LWG) and Litehide™. 
100% of our chosen tanneries are certified with LWG to ensure the tanning 
process is compliant with a robust environmental standard. We also use 
Litehide™ leather in our finished products. This patented preservation process 
eliminates the use of salt, which is a typical cause of water pollution in the 
tanning process.
Percentage of raw materials third-party certified 
to an environmental and/or social sustainability 
standard, by standard
CG-AA-440a.2
In 2021, 25% of our top four raw materials (leather, metals, plastic, and glass)  
had a third-party environmental certification.
Activity Metric
Number of (1) Tier 1 suppliers and  
(2) suppliers beyond Tier 1
CG-AA-000.A
Please see our Factory List. 
SUSTAINABILITY ACCOUNTING STANDARDS BOARD (SASB) INDEX
93
FOSSIL GROUP / 2021 ESG REPORT