ESG REPORT
EDITION #4
2022
DO WELL
REPORT

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
HIGHLIGHTS 
3	
Letter from our CEO
4	
Goals & Progress
5	
2022 Firsts
6	
Awards & Accolades
7	
Our Sustainable Denim Evolution
GOVERNANCE
56	
ESG Governance	
57	
Stakeholder Engagement	
57	
Ethical Business Practices	
58	
Transparency
59	
Our Partners
PLANET
14	
Nature & Biodiversity 
15	
Fibers & Materials	
21	
Regenerative Agriculture	
25	
Circularity
30	
Greenhouse Gas Emissions
32	
Water Stewardship
35	
Chemical Management
36	
Sustainable Operations
PEOPLE 
40	
Responsible Supply Chain
41	
Our Factories
43	
Fair Trade USATM
44	 Diversity, Equity, Inclusion  
& Belonging
46	
Associates
49	
Customers
51	
Communities
INTRODUCTION
10	
About This Report
11	
Approach To ESG	
12	
ESG Materiality	
APPENDIX
61	
GRI Content Index
65	
SASB Disclosure Index
66	
Supplier Code of Conduct
67	
Sustainable Material Definitions
68	
Human Rights Statement
70	
Animal Welfare Policy
70	
Our Approach to  
Social Compliance
72	
Our Commitment to  
Protect Forests
73	
Scope 3 Emissions Table
IN THIS REPORT...
2
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
2

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
3
LETTER FROM OUR CEO
Welcome to our fourth 
annual Do Well Report.
I’m pleased to introduce Madewell’s 
2022 Do Well report, a deep dive into 
the progress of our sustainability 
journey. The team’s innovative 
approach to this work continues to 
push boundaries, and I am proud of 
the significant progress we’ve made 
over the past year. In the following 
pages, we share the ins and outs of 
our approach to the environmental, 
social, and governance (ESG) issues 
that matter most to us and our 
stakeholders. You’ll see we’ve set 
new stretch goals and made notable 
progress in priority areas, all while 
recognizing a few setbacks, which 
we share openly in the spirit of 
transparency and accountability. 
In 2022, we made significant strides 
in sustainability, with a specific 
focus on denim – our largest 
volume category. This year, we 
introduced a dedicated denim 
sustainability strategy that brings all 
of our initiatives together under one 
umbrella and ensures we’re tracking 
towards our goals. 
There are two key areas of progress 
within our denim work that I would 
like to highlight. The first is our 
continued commitment to circularity 
and keeping clothing waste out of 
landfills. We hit a new milestone 
since beginning our circularity 
journey and have collected over 
1.6 million garments to be resold 
or recycled through our trade-in 
program, operated in partnership with 
thredUP. 
Secondly, we’re proud to have 
expanded our Fair Trade reach, 
certifying three additional factories 
and contributing nearly $1 million in 
premiums that directly benefit the 
people who craft our products. 
Additionally, you will find that we 
continue to step up our efforts 
around critical issues like the climate 
crisis, biodiversity loss, and social 
inequality. This year, we launched our 
first program focused on protecting 
biodiversity and made progress in 
advancing regenerative agriculture 
practices. We believe these issues 
are critical to the long-term health 
of both our planet and our company 
and are taking steps to ensure we are 
doing our part in an equitable way.  
None of this would be possible 
without the people behind Madewell. 
Our associates are core to our success, 
and we remain committed to creating 
a positive and empowering place 
for them to work. Our commitment 
to Diversity, Equity, Inclusion and 
Belonging (DEIB) is stronger than ever 
as we initiated company-wide DEIB 
training, launched branded pronoun 
pins supporting LGBTQ+ inclusion, 
and partnered with Open to All’s 
Retail Charter to reduce racial bias in 
retail. I couldn’t be more proud that 
in 2022, J.Crew Group was named 
one of Forbes’ Best Employers for 
Diversity and earned a 100% score on 
the Human Right Campaign Corporate 
Equality Index. 
Thank you for believing in us to do 
well. We look forward to continuing 
this journey with you.
All my best,  
Libby  
LIBBY WADLE 
CEO, J.Crew Group
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX  
“THANK 
YOU FOR 
BELIEVING 
IN US TO  
DO WELL.”
— LIBBY WADLE 
CEO, J.Crew Group

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
THE MADEWELL 
TEAM’S INNOVATIVE 
APPROACH TO 
THIS WORK 
CONTINUES TO 
PUSH BOUNDARIES, 
AND I AM PROUD OF 
THE SIGNIFICANT 
PROGRESS WE’VE 
MADE OVER THE 
PAST YEAR.
4
GOALS AND PROGRESS
100% of the key fibers in our materials 
will be sustainably sourced
  In progress for 2025
In 2022, 55% of the key fibers used in Madewell's* 
materials came from sustainable sources.
PLANET 
30% absolute reduction of Scope 3 
GHG emissions (2019 baseline)
  
  In progress for 2030
In 2022, J.Crew Group reduced its Scope 3 emissions 
by 8%, compared to our 2019 baseline.
PLANET
100% of our packaging will be sustainably 
sourced and free of virgin plastic
  In progress for 2025
In 2022, 41% of J.Crew Group’s paper and plastic  
packaging contained 100% sustainably sourced materials.
PLANET
100% of our operations will  
be carbon neutral by 2030
  
  In progress for 2030
As of 2022, J.Crew Group has reduced our Scope 1 & 2
Emissions by 23%, compared to our 2019 baseline.
PLANET
2 million garments collected  
through our trade in program
  
  In progress for 2023
We've collected 1.6 million garments through Madewell's 
trade-in program, to be resold or responsibly recycled.
PLANET
90% of our denim will be  
Fair Trade Certified™     
  In progress for 2025
In 2022, 48% of Madewell's denim  
was Fair Trade Certified™.
PEOPLE
15% of our third-party vendors will 
be Black-owned businesses by 2022
  Goal reached in 2022!
In 2022, 15% of Madewell's third-party vendors 
were Black-owned businesses.
PEOPLE
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX  
* While the focus of this report is on the Madewell brand, where there are shared 
initiatives managed across brands, we will be reporting data at the J.Crew Group level.

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
5
OUR SUSTAINABLE 
DENIM FUTURE
An end-to-end strategy to build on our progress 
toward a lasting model for sustainable denim. 
NATURE AND 
BIODIVERSITY  
We created our first strategic approach focused 
on protecting biodiversity. This approach 
is aligned with the Science Based Targets 
Network’s “Action Framework (AR3T)” – Avoid, 
Reduce, Restore & Regenerate, and Transform.
REDUCING SINGLE-
USE PACKAGING 
We continue developing innovative solutions 
to remove unnecessary packaging from 
our supply chain. We created a ship-in-one 
container shoebox, using 34 percent less paper 
than traditional two-shoe shipping boxes.
REGENERATIVE  
COTTON 
In early 2023, we launched our first products 
made with regenerative cotton that is 
either Regenerative Organic Certified® or 
certified to the regenagri® standard. 
BLUESIGN®   
CERTIFIED FABRIC
We were the first brand to launch denim 
made with bluesign®-approved ISKO fabric. 
bluesign® is an independent certification of raw 
materials that eliminates harmful chemicals 
at every step of the supply chain.  
CLIMATE ACTION 
AWARD
Textile Exchange awarded the J.Crew Group 
Sustainability and DEIB teams the Ryan Young 
Climate+ Award. This accolade was given based 
on our pioneering climate action work and 
collaborative community-based approach to 
supporting regenerative agriculture efforts.  
ASSOCIATE  
CARE FUND
The J.Crew Group Associate Care Fund 
was created to help our associates who are 
in need of immediate financial assistance 
following an unforeseen disaster or hardship.
CIRCULARITY  
PROGRESS
We hit a new circularity milestone; over 1.6 million 
garments have been resold or responsibly recycled 
through our trade-in program, which is operated 
in partnership with thredUP. We also started 
hosting clothing swaps at our Headquarters, 
keeping over 1,000 garments in circulation.
2022 FIRSTS
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX  
6
AWARDS & 
ACCOLADES
We are so proud to be recognized for the work our 
teams champion across the organization. Here is a look 
back at the awards J.Crew Group received in 2022:
BEST EMPLOYERS  
FOR DIVERSITY 
J.Crew Group was ranked 164th out of 
the 500 companies most dedicated to 
diversity, equity, and inclusion.
BEST EMPLOYERS  
FOR NEW GRADS
J.Crew Group was ranked 101st out 
of the 300 most-liked companies by 
new workforce entrants in 2022.
AMERICA’S BEST  
EMPLOYERS BY STATE 
(VIRGINIA)
J.Crew Group was ranked as one of 
the top employers in Virginia, where 
our distribution center is located.
BEST PLACES TO WORK  
FOR LGBTQ+ EQUALITY 
For the fourth year running, J.Crew Group 
earned a 100 percent rating for LGTBQ+ 
corporate policies, practices, and benefits.
RYAN YOUNG  
CLIMATE+ AWARD
Textile Exchange awarded J.Crew Group’s 
Sustainability and DEIB teams this accolade 
based on pioneering climate action and 
regenerative agriculture work.

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX  
7
OUR SUSTAINABLE 
DENIM EVOLUTION
At Madewell, denim is core to our DNA. 
Since 2006, we have been a destination for 
premium denim and a leader in innovation 
and sustainability.
It’s important to us to do well for the 
people and planet behind our denim 
products, which is why in 2022, we 
established our denim sustainability 
strategy to focus our efforts and keep 
making denim our customers can feel  
great about wearing. 
“WE’RE A DENIM 
BRAND, AND 
THAT'S ALWAYS 
WHAT WE'LL 
LEAD WITH.” 
— LIBBY WADLE 
CEO, J.Crew Group

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
8
CIRCULARITY
Our hope is that you’ll wear and 
love your Madewell denim for as 
long as possible – that’s why we 
choose durable fabrics and provide 
responsible care instructions on 
every denim pocket bag. But when 
your denim does reach the end of 
its life, Madewell Forever is here 
to ensure that it doesn’t end up in 
landfills. In 2022, we:
DOUBLED our upcycled 
denim product collaborations.. 
222%: We increased our collection 
of denim through our in-store denim 
trade-in program by 222 percent 
compared to 2021, collecting an 
additional 427,988 pairs of denim.
76 TONS: We diverted an 
additional 76 tons of waste from 
landfills through our partnership 
with Cotton Inc.’s Blue Jeans Go 
Green, which turns unwearable 
denim into new products such 
as housing insulation. 
117K+: We listed over 117,000 pairs 
of denim on Madewell Forever 
to be resold, extending the life 
of these garments twice over.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX  
CHEMICALS
It takes a lot of work to produce 
denim responsibly. We want to 
make sure the chemicals we use 
are as sustainable as possible, 
which is why in 2022, Madewell 
launched its first-ever style with 
bluesign®-approved denim, with 
13 more bluesign®-approved styles 
planned in 2023. bluesign® is an 
independent certification of raw 
materials that eliminates harmful 
chemicals at every step of the supply 
chain. In fall 2023, we will be rolling 
out a comprehensive chemical 
management program supported by 
key third-party verification partners.
REGENERATIVE 
AGRICULTURE
Cotton makes up 92 percent of  
our denim material footprint. 
With many challenges facing 
cotton production – from the use 
of pesticides and fertilizers, to 
ensuring farmer well-being, to 
navigating the effects of climate 
change – it’s critical that we expand 
our investment in regenerative 
agriculture. Regenerative farming 
practices will help us reach our fiber 
goals and are key to increasing soil 
health, reducing carbon impacts, 
and protecting species biodiversity. 
In Fall 2023, we expect 12 percent 
of our denim line will contain 
regenerative cotton. We’re also 
working to alleviate the effects of 
climate change on our regenerative 
cotton supply chain and are investing 
in water conservation projects on 
some of the Texas farms where our 
regenerative cotton is grown.
FAIR TRADE
More than 90 percent of our denim 
will come from Fair Trade Certified™ 
factories by 2025. In 2022, 48 
percent of our denim was Fair Trade 
Certified™. We continue working 
to empower more of our denim 
vendors and this year, we donated 
an additional $5,000 in educational 
scholarships at one of our denim 
factories, RGM’s Da Nang One 
Member in Vietnam.  
Our denim strategy 
comes to life through 
the following five pillars:
WATER
Denim production is highly water 
intensive – from water usage in 
denim laundries to the discharge 
maintenance of indigo dyes. We’re 
committed to mitigating the risks 
of water in our denim supply chain 
by investing in water stewardship 
programs in Vietnam – our largest 
denim-producing country. We are 
also engaging our vendors in the 
dialogue around water conservation.

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
16
IN THIS SECTION:
10    ABOUT THIS REPORT 
11    APPROACH TO ESG 
12    ESG MATERIALITY
WE BELIEVE THAT CORPORATE 
SOCIAL RESPONSIBILITY AND GOOD 
BUSINESS GO HAND IN HAND, 
WHICH IS WHY WE’RE EXCITED TO 
SHARE OUR 2022 ENVIRONMENTAL, 
SOCIAL, AND GOVERNANCE (ESG) 
REPORT WITH YOU. 
INTRODUCTION
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
9

10
ABOUT THIS REPORT
This annual report 
provides an update on our 
journey and highlights the 
work we have done across 
our internal teams, with 
our supplier partners, and 
throughout our history,  
to operate a business that 
has positive impacts on  
the world.  
In this 2022 ESG report, you’ll 
find many updates, including new 
commitments to biodiversity, an 
expanded greenhouse gas (GHG) 
goal, and progress toward the 
sustainability goals we shared in 
previous reports. It also includes 
details on how we are supporting 
our associates and the communities 
where we operate to build a more 
equitable world.
We aimed to align this ESG report with 
the Sustainability Accounting Standards 
Board (SASB) and Global Reporting 
Initiative (GRI) Standards and have 
included the results of our materiality 
assessment, which was conducted in 
2022 and also shared in our previous 
report. By utilizing these reporting 
standards, we continue to increase 
transparency through measurable and 
reportable progress and documented 
outcomes. The data covers our fiscal 
year 2022 (January 30, 2022, to January 
28, 2023), and is completed with 
reference to these standards. 
For more information or to provide 
comments, please contact us at:  
dowell@madewell.com.
ABOUT J.CREW GROUP
J.Crew Group, LLC (“J.Crew 
Group”) is an internationally 
recognized, American, multi-brand, 
omnichannel retailer of women's, 
men's and children's apparel, 
shoes and accessories. Our brands 
include J.Crew, J.Crew Factory, and 
Madewell. While the focus of this 
report is on Madewell, where there 
are shared initiatives managed across 
the brands, we will be reporting data 
at the J.Crew Group level.
FORWARD-LOOKING 
STATEMENTS
Information detailed in this report 
may contain forward-looking 
statements that speak to reasonable 
expectations and assumptions with 
our current understanding of our 
work. These statements may include 
phrases such as but not limited to 
“aim”, “believe”, “commit”, “could”, 
“drive”, “estimate”, “ensure”, 
“expect”, “goal”, “intend”, “may”, 
“might”, “mission”, “plan”, “project”, 
“seek”, “strategy”, “strive”, “target” 
and “will” or similar expressions to 
identify forward-looking statements. 
All statements other than statements 
of historical or current facts, 
including statements regarding 
our goals, strategy, and roadmap, 
potential impact statements, our 
plans, initiatives, projections, goals, 
commitments, expectations, or 
prospects, are forward-looking. 
19
Forward-looking statements reflect 
management’s current expectations 
and inherently involve risks and 
uncertainties. Actual results could 
differ materially due to a variety 
of factors, including assumptions 
not being realized, scientific or 
technological developments, 
evolving sustainability strategies, 
changes in carbon markets, 
evolving government regulations, 
and geographic regions, or other 
changes in circumstances. The 
standards of measurement and 
performance contained in the 
report are developing and based 
on assumptions, and no assurance 
can be given that any plan, initiative, 
projection, goal, commitment, 
expectation, or prospect set forth in 
this report can or will be achieved. 
While we believe our forward-
looking statements are based on 
reasonable assumptions, any of 
these assumptions and therefore, 
also the forward-looking statements 
based on them, could prove to be 
inaccurate. Given the significant 
uncertainties inherent in the 
forward-looking statements included 
herein, the inclusion of such 
statements is not a representation 
or guarantee that it will be achieved. 
Our forward-looking statements 
speak of the date of this report and 
will not be updated unless we are 
required by law to do so.
WHILE THE FOCUS OF THIS 
REPORT IS ON MADEWELL, 
WHERE THERE ARE SHARED 
INITIATIVES MANAGED 
ACROSS THE BRANDS, WE 
WILL BE REPORTING DATA AT 
THE J.CREW GROUP LEVEL.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

11
APPROACH TO ESG
At Madewell, our 
focus is driven by our 
leadership, reinforced 
by our employees, and 
further advanced by our 
impassioned customers 
and communities. 
This commitment runs across 
everything we do, at all levels of  
our organization and beyond – 
touching our suppliers, partners,  
and customers.  
  
Our ESG work is informed by our 
materiality assessment and guided by 
our Do Well strategy. Our People and 
Planet pillars set a path forward for 
Madewell’s environmental and social 
efforts and outline how we can best 
manage these commitments across 
the company.
The Madewell brand team 
collaborates with J.Crew Group 
level leadership to best leverage 
our collective power and scale to 
create the greatest impact. Existing 
and future efforts are evaluated 
according to their position in our 
materiality index; impact on people 
and planet; and risks to our business, 
communities, and the world in which 
we operate. Each of our brands 
plays a distinct and important role in 
fulfilling our ESG priorities. 
At Madewell, our commitment to 
ESG has been informed and derived 
from the brand's commitment 
to bringing you pieces you will 
love forever, made in the most 
responsible way possible. It is with 
this lens we approach the future 
of ESG for the brand and company, 
more broadly.
In many cases, we partner with 
third-party experts, NGOs, industry 
groups, and certification bodies 
to inform our strategy, bring 
rigor to our programs, and help 
validate progress against our goals, 
including sustainable material and 
greenhouse gas measurements. 
This extra due diligence allows us to  
carefully monitor the progress we 
publicly report, while also holding 
ourselves accountable for continuous 
improvement. We evaluate our efforts 
relative to external frameworks 
including, among others, the Global 
Reporting Initiative (GRI) and the 
Sustainability Accounting Standards 
Board (SASB). Our GRI and SASB 
Index performance is included as an 
Appendix at the end of this report.
RISKS
We identify and assess risks as part of 
our ongoing materiality assessment 
and strategy planning. These risks are 
managed by the appropriate business 
function, and are ultimately owned 
by our ESG Steering Committee, 
Executive Council, and our Board. 
You can read more about our 
Governance on page 56.
While not an exhaustive list, we have 
identified five key ESG-related risks 
that have the potential to impact  
our business: 
•	 Climate-related risk: Climate change 
has the potential to impact every 
aspect of J.Crew Group’s operations. 
This may include our ability to 
source fibers, such as cotton, water 
shortages that affect our suppliers, or 
even changing consumer preferences 
for low-impact products and reduced 
need for cold-weather goods. We 
intend to conduct a climate risk 
assessment in line with the Task 
Force on Climate-Related Financial 
Disclosures (TCFD) framework. 
Results of this assessment will be 
shared in future reports and will 
inform how our strategy evolves 
moving forward. 
•	 Regulatory risk: Regulatory 
change can significantly impact 
J.Crew Group’s operations, from 
exposure to potential carbon pricing 
mechanisms and extended producer 
responsibility bills, to regulations on 
transparency, labor matters, privacy, 
marketing, and communications. 
The apparel industry is also seeing 
increased legislative requirements 
around marketing claims to ensure 
the accountability, specificity, 
transparency and verification of 
sustainability attributes. These 
risks are constantly monitored 
and assessed by J.Crew Group’s 
Legal department and Chief 
Legal Officer, who partner with 
appropriate business partners 
to address any issues.  
21
•	 Supply chain risk: Significant 
changes to the macro-economic 
and political climate; climate-
related fluctuations; and laws or 
activities that affect the people 
and activities across our supply 
chain, can have a significant impact 
on our operations, including our 
ability to operate in certain regions 
or source fibers, such as cotton. 
A key component of our sourcing 
strategy is dedicated to mitigating 
these risks, which helps make 
our products and business more 
sustainable.
•	 Physical risk: Significant weather 
events, such as hurricanes, 
tornadoes, and floods have the 
potential to impact our store 
operations, associates’ livelihoods, 
and our ability to receive and 
distribute products. These 
physical risks can also impact our 
supply chain, and the livelihoods 
of the people who impact our 
products, from farm to factory. As 
these risks touch so many aspects 
of our business, they are managed 
by multiple teams, including our 
Supply Chain, Sourcing, Human 
Resources, Legal, Facilities, and 
Sustainability teams.
•	 Consumer risk: Evolving consumer 
preferences for products that are 
transparent about their origins 
and have positive impacts on the 
environment and the workers 
who produce them; growth in 
the pre-loved, second-hand and 
rental markets; and reduced 
overall consumption present both 
risks and key opportunities for 
J.Crew Group. We will continue 
building on our strategy to meet 
these changing preferences and 
opportunities.
OUR APPROACH TO 
REPORTING
We have identified several 
principles that guide our 
approach to ESG strategy and 
reporting. We strive to be: 
•	 Creative. We like to think 
outside of the box to drive 
innovation and inspire the 
industry.
•	 Collaborative. We believe 
in the power of co-creation 
and are always open to 
feedback.
•	 Optimistic. Approachable and 
supportive, we aim to create 
an energizing environment for 
our team and partners.
•	 Authentic. Transparency is 
important to us. We aim to 
share our successes, but 
also acknowledge where 
we fall short and have 
opportunities to do more. 
•	 Inclusive. We welcome a 
range of perspectives and 
believe that diversity of all 
kinds makes us stronger.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

12
ESG MATERIALITY
MATERIALITY MATRIX
OUR PILLARS
PLANET 
WASTE, PLASTICS & PACKAGING
HUMAN RIGHTS & LABOR RELATIONS
SUSTAINABLE RAW MATERIALS
DIVERSITY, EQUITY & INCLUSION
CLIMATE, ENERGY, EMISSIONS
TALENT ATTRACTION, DEVELOPMENT, WELL-BEING
CIRCULAR ECONOMY
GOVERNANCE
EMPLOYEES, SUPPLIERS, FACTORY WORKERS, CUSTOMERS, COMMUNITIES, INVESTORS
WORKER EMPOWERMENT,  
ECONOMIC & SOCIAL MOBILITY
WATER STEWARDSHIP & CHEMICAL MANAGEMENT
COMMUNITY & PARTNERSHIP ENGAGEMENT
BIODIVERSITY & REGENERATIVE AGRICULTURE
PEOPLE
  Planet      People      Governance
Circular Economy
ESG Reporting & Engagement
Biodiversity & Regenerative Agriculture
Community & Partnership Engagement
IMPORTANCE TO BUSINESS
IMPORTANCE TO STAKEHOLDERS
Climate, Emissions  
& Energy
Corporate Governance
Waste, Plastics & Packaging
Human Rights & Ethical Labor Practices
Supplier Relations, Responsible 
Procurement, & Transparency
Sustainable Raw Materials
Business  
Conduct  
& Ethics
Water Stewardship &  
Chemical Management
Worker Empowerment and  
Economic & Social Mobility
Talent Attraction, 
Development 
& Employee Wellbeing
Data Privacy & Cybersecurity
Diversity, Equity 
& Inclusion
Infuse environmental 
commitments into 
Madewell operations and 
across our value chain
Care for our team members, 
those that make our products, and 
our communities through bold, 
industry-leading commitments
Madewell's ESG Framework 
is centered on two pillars, 
Planet and People. 
These pillars serve as a compass 
as we continually refine and 
advance our efforts. Underpinning 
our strategic focus on Planet and 
People is a firm commitment 
to ESG governance.
Our ESG framework is grounded 
in an analysis of J.Crew Group's 
material topics. Every three years, 
we will complete an updated 
materiality assessment so that we 
can continue to evolve our approach 
in line with the ever-changing 
landscape. We conducted our first 
formal materiality assessment in 
2022, guided by the GRI 3: Material 
Topics Standard. This process 
confirmed 16 key environmental, 
social, and governance areas for 
our assessment. By including 
these 16 topics in our assessment, 
we acknowledge that they are all 
priorities for J.Crew Group, are 
addressed by our company and are 
reflected in our ESG strategy.
Our process was directed by a 
cross-functional steering committee, 
overseen by senior executives, and 
supported by external ESG experts. 
We evaluated the organization’s 
context, identified relevant ESG 
topics & impacts, and assessed 
the significance of those impacts 
through research and engagement 
with relevant stakeholders and 
subject matter experts. We tested 
the topics with information users 
to prioritize impacts for reporting. 
Stakeholders engaged included 
associates, suppliers, customers, 
partners, investors and nonprofits, 
and industry organizations. 
Additional inputs included industry 
and company-specific ESG ratings, 
reports, media, and a customer 
survey with over 1,800 responses. 
The resulting matrix identifies areas 
of importance for J.Crew Group 
and provides confidence that our 
strategy, as outlined in this report, is 
addressing the most critical matters 
for our business.
For purposes of the materiality 
assessment of J.Crew Group 
discussed in this report, our 
definition of materiality is aligned 
with Global Reporting Initiative’s 
definition and is specific to our 
business priorities.  For clarity, 
the identification of our material 
issues that guide our sustainability 
strategy and programs should not 
be construed as a characterization 
regarding the materiality or financial 
impact of such issues or related 
information to investors in J.Crew 
Group.
SDG ALIGNMENT
The Sustainable Development Goals 
(SDGs) were adopted by all United 
Nations Member States in 2015 and 
provide a shared blueprint for peace 
and prosperity for people and the 
planet, now and into the future. We 
strive to align our Do Well strategy 
with the SDGs so that we can 
contribute to this collective global 
vision. As you will see in the following 
pages of this report, our work is 
focused on supporting the following 
six goals:
•	 Gender Equality: Achieve gender 
equality and empower all women 
and girls.
•	 Clean Water and Sanitation: 
Ensure availability and sustainable 
management of water and 
sanitation for all.
•	 Decent Work and Economic 
Growth: Promote sustained, 
inclusive and sustainable 
economic growth, full and 
productive employment, and 
decent work for all.
•	 Climate Action: Take urgent action 
to combat climate change and its 
impacts.
•	 Responsible Consumption and 
Production: Ensure sustainable 
consumption and production 
patterns.
•	 Life on Land: Protect, restore 
and promote sustainable use 
of terrestrial ecosystems, 
sustainably manage forests, 
combat desertification, halt and 
reverse land degradation and halt 
biodiversity loss.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
13
IN THIS SECTION:
14    NATURE & BIODIVERSITY
15    FIBERS & MATERIALS
21    REGENERATIVE AGRICULTURE
25    CIRCULARITY
30    GREENHOUSE GAS EMISSIONS
32    WATER STEWARDSHIP
35    CHEMICAL MANAGEMENT
36    SUSTAINABLE OPERATIONS
FROM THE PEOPLE WHO CREATE 
OUR PRODUCTS TO THE IMPACT 
WE HAVE ON THE PLANET, WE’RE 
COMMITTED TO DOING BETTER AT 
EVERY STEP OF THE WAY — RIGHT 
DOWN TO THE MOMENT YOUR 
PACKAGE ARRIVES AT YOUR DOOR.
PLANET
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

14
NATURE & 
BIODIVERSITY 
OUR APPROACH
According to the United 
Nations (UN), over the 
past 50 years, the human 
population has doubled, 
and the global economy 
has grown fourfold, 
driving immense pressure 
on natural resources. 
There is an increasing responsibility 
to protect critical biodiversity, which 
refers to all the living organisms 
within our natural ecosystems. 
At Madewell, 83 percent of our 
fibers come from land-based 
sources, and we rely on the 
healthy, functioning ecosystems 
needed to produce these fibers. 
Our new J.Crew Group Nature and 
Biodiversity approach is the first step 
in creating a detailed strategy for 
our vision, mission, and goals. It also 
contributes to our vision of being 
agents of change within the fashion 
industry, catalyzing and leading the 
way to a nature-positive future. 
OUR PROGRESS
Our First Nature and 
Biodiversity Approach  
We have dedicated the past year 
to engaging in conversations with 
experts, learning about the issues, 
and understanding our impacts in 
order to create our new Nature and 
Biodiversity approach. We created 
this approach in partnership with 
climate change advisory firm, 
Pollination, and in 2023 we will 
develop a detailed strategy that 
incorporates nature-based goals to 
ensure we are maximizing positive 
impacts on biodiversity across 
our programs. It will build on 
many of our existing goals related 
to greenhouse gas reduction, 
sustainable fibers, and packaging, 
and will include important topics like 
water and chemicals. 
As we map out how we will deliver 
on our strategy through 2030, we 
recognize our progress will not be 
linear. We understand that restoring 
nature requires our long-term and 
unwavering commitment, and we 
look forward to sharing more details 
as we determine how to contribute 
to the full recovery of our supply 
chain landscapes.
27
AVOID
We will aim to eliminate key detrimental impacts on biodiversity from our supply chain.  
This will include: 
•	 Building upon our chemical management strategies and processes to proactively manage 
chemical and water risks in our supply chain. To read more about our current chemical 
management strategy, refer to page 35.
•	 Identifying and setting a time-bound commitment to eliminate any intersection of our 
business with deforestation and/or degradation of natural ecosystems. This will include our 
existing goals around sustainable cellulosic fibers and packaging, while also strengthening 
our focus on ensuring there is zero deforestation associated with our leather fibers. To read 
more about our current commitment to protecting forests, refer to page 72.
REDUCE
We will aim to minimize our water use, particularly in water-stressed areas, and radically 
reduce material waste during the design process and operations. This includes: 
•	 Working to establish location-specific targets for reducing water use in water-stressed 
locations during the raw material production and manufacturing process. To read more 
about our current water efforts, refer to page 32.
•	 Aiming to reduce waste through the design process and at our operations and 
manufacturing facilities. To read more about our current waste efforts, refer to page 25.
RESTORE & REGENERATE
We aim to increase regenerative and wildlife-friendly practices and restore ecosystems across 
our value chain. In order to achieve this, we will work to increase the percentage of certified 
regenerative fibers across our key natural fiber categories, including cotton, wool, and leather, 
and support suppliers in incorporating wildlife-friendly practices. To read more about our 
ongoing regenerative agriculture programs and premium payments toward growers, refer to 
page 21.
TRANSFORM
We will aim to work closely with our supply chain partners, material producers and the 
broader apparel community to innovate with new materials, processes, and financing 
mechanisms to support the transition to delivering outcomes that have positive impacts  
on nature.
OUR NATURE AND BIODIVERSITY APPROACH
J.Crew Group’s Nature and Biodiversity Approach includes four key pillars aligned with the Science 
Based Targets Network’s “Action Framework (AR3T)” — Avoid, Reduce, Restore & Regenerate, and 
Transform. We will share more details on this strategy in future reports.
83% 
of our fibers come from  
land-based sources
OUR NATURE AND BIODIVERISTY 
APPROACH WILL BUILD ON 
MANY OF OUR EXISTING GOALS 
RELATED TO GREENHOUSE GAS 
REDUCTION, SUSTAINABLE FIBERS, 
AND PACKAGING, AND WILL 
INCLUDE IMPORTANT TOPICS 
LIKE WATER AND CHEMICALS.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

15
FIBERS &  
MATERIALS
OUR APPROACH
The production of the 
key fibers in our materials 
involves energy, water, 
and chemical-intensive 
processes, all of which 
contribute to the fashion 
industry’s environmental 
impact. 
That's why it is our goal to source 
100 percent of the key fibers in our 
materials sustainably by 2025. We 
define a sustainable fiber based on 
Textile Exchange’s Preferred Fiber 
and Material Matrix, which defines 
these as “fibers or materials which 
result in improved environmental 
and/or social sustainability outcomes 
and impacts in comparison to 
conventional production”. You can 
read more about our sustainable 
material definition on page 67.
For Madewell, the key fibers in our 
materials include cotton, polyester, 
nylon, man-made cellulosic fibers, 
wool, cashmere, and leather. We 
have prioritized these fibers as they 
make up over 95 percent of our 
total fiber footprint, with cotton 
accounting for over 61 percent.
Approximately 83 percent of the 
fibers in Madewell's materials come 
from land-based sources, including 
cotton, linen, man-made cellulosic 
fibers (viscose, modal, lyocell), and 
animal fibers (wool, cashmere, 
leather). These fibers have specific 
risks related to climate change, 
biodiversity, water, and human 
rights, which we aim to address by 
sourcing more sustainable versions 
of these fibers that manage impacts 
across these categories.
Cotton 
Cotton is a top priority for J.Crew 
Group, but cotton production 
and distribution comes with 
environmental and human rights 
challenges. According to Textile 
Exchange’s 2025 Sustainable 
Cotton Challenge Fourth Annual 
Report, “Cotton production can 
be chemically intensive, using 
synthetic pesticides, and fertilizers 
that contaminate water, degrade 
the quality of the soil, and impact 
the health of the farmers.” Cotton 
farming is already feeling the impacts 
of climate change, with changing 
weather patterns, including severe 
droughts and flooding, impacting 
crop yields and therefore livelihoods 
around the world. 
3% Nylon
15% Leather
6% Polyester
2% Wool & Cashmere
5% Man-Made Cellulosic Fibers
61% Cotton
8% Other
MADEWELL'S TOTAL  
FIBER USE
For example, cotton is Texas' largest 
crop, but in 2022 Texas harvested 
half the normal yield due to 
drought and extreme heat. Cotton 
farming and harvesting are also 
vulnerable to human rights risks, 
and in certain regions have been 
linked to forced labor. Therefore, we 
are laser-focused on ensuring the 
sustainability and traceability of all 
cotton for J.Crew Group products.  
Synthetic Fibers 
Tackling synthetics is vital, but 
also one of our most challenging 
endeavors. Synthetic fiber risks 
include the connection to fossil fuels 
and the availability of recycled or 
alternative sources. 
As we incorporate post-consumer 
recycled content, we also need to 
be mindful of the chemical impacts 
of the input materials and ensure 
they still meet our strict chemical 
management standards. In 2023 
and beyond, we will increase our 
focus on sourcing more sustainable 
synthetic fibers, such as polyester 
from recycled or bio-based 
sources, and view this as our biggest 
opportunity to increase our overall 
sustainable fiber usage footprint. 
Man-made Cellulosic Fibers 
Man-made cellulosic fibers (MMCFs) 
— such as viscose, lyocell, and modal 
— are fibers usually made from the 
dissolved wood pulp or “cellulose” of 
trees. Because they’re plant-based, 
MMCFs are renewable, and therefore 
have the potential to be a climate-
friendly material if the wood is sourced 
sustainably and the processing 
chemicals are handled properly, 
according to Textile Exchange.
Social Responsibility
Producing and sourcing raw materials 
and fibers is deeply intertwined with 
human rights, dignity, equity and 
inclusion. Our sustainability and 
DEIB teams work together to ensure 
all impacts are examined through 
the lens of both planet and people. 
We are just at the beginning of this 
journey and look forward to sharing 
progress throughout this report 
and in the future. To read about our 
current efforts and approach to social 
sustainability, refer to page 44. 
TACKLING 
SYNTHETICS 
IS VITAL, BUT 
ALSO ONE 
OF OUR MOST 
CHALLENGING 
ENDEAVORS.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

OUR PROGRESS
Our goal is to source  
100 percent of the key 
fibers in our materials 
more sustainably by 2025.
For details on all sustainable 
certifications and partners listed 
in this section, please see page 67 
in the Appendix. 
31
Cotton
Cotton is our number one fiber 
by volume and makes up about 
about 61 percent of our total fiber 
consumption. As a result, converting 
to more sustainable cotton is a key 
part of advancing our sustainable 
fiber strategy and is critical to 
achieving our goals. 
We are about 53 percent of the 
way to our goal of sourcing 100 
percent of our cotton fibers from 
sustainable sources. As we get closer 
to our goal, we’re continuing to 
look for ways to evolve our cotton 
sourcing to be more transparent 
and to increase positive impacts on 
the land, biodiversity, farmers, and 
communities. 
We are doing this in the  
following ways:
U.S. Cotton Trust Protocol
In 2021, we became one of the 
first members of the U.S. Cotton 
Trust Protocol, whose mission is 
to bring quantifiable and verifiable 
goals and measurement to the key 
sustainability metrics of U.S. cotton 
production. Its vision is to set a 
new standard in sustainable cotton 
production where full transparency 
is a reality and continuous 
improvement to reduce the 
environmental footprint of cotton 
production is the central goal. 
Regenerative Cotton
As we continue to look for ways to 
become environmental stewards of 
our own products, we’re investing in 
new forms of agricultural practices 
that have a positive impact on both 
our land and farming community. In 
2021, we began piloting and investing 
in regenerative agricultural programs 
with growers and strategic partners 
all over the world. To read more 
about our regenerative agriculture 
efforts, refer to page 21.
61%
of Madewell's fiber footprint is cotton
MADEWELL GOAL
% OF FIBER COMING FROM 
SUSTAINABLE SOURCES: 
2021
2022
Cotton: 100 percent of our cotton will come from 
sustainable sources
57%
53%
Polyester: 100 percent of our polyester will come 
from sustainable sources
27%
35%
Nylon: 100 percent of our nylon will come from 
sustainable sources
7%
37%
Man-made Cellulosic Fibers: 100 percent of  
our man-made cellulosic fibers will come  
from sustainable sources 
36%
51%
Wool: 100 percent of our wool will come from 
sustainable sources
43%
50%
Leather: 100 percent of our leather will come 
from sustainable sources
70%
75%
53% OF OUR 
COTTON CAME 
FROM MORE 
SUSTAINABLE 
SOURCES IN 2022.
In 2022, 55 percent of the key 
fibers in our materials came from 
sustainable sources. We're also 
focusing on the following fiber-
specific goals by 2025: 
Yes, That’s A Dip
In 2022, we updated our material 
mapping methodology to ensure we’re 
reporting as accurately as possible. 
As a result, we saw a four percent 
reduction in our sustainable cotton 
uptake and a five percent reduction 
in our overall sustainable material 
volume. Despite this reduction, we are 
confident that we are still on track to 
meet our 2025 goal.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
100% of the key fibers 
in our materials will be 
sustainably sourced
  In progress for 2025
In 2022, 55% of the key fibers 
used in Madewell's materials 
came from sustainable sources.
PLANET 
16

17
Organic Cotton
We source organic cotton certified to 
the Organic Content Standard (OCS) 
and Global Organic Textile Standard 
(GOTS). We are also exploring ways 
to incorporate transitional organic 
cotton into our products to support 
farmers as they change their farming 
practices to meet these standards. 
For more details on these standards, 
please refer to page 67 in the 
Appendix.
Better Cotton
We are members of the Better Cotton 
Initiative (BCI) – an organization 
that trains farmers to use water 
efficiently, care for soil health and 
natural habitats, reduce use of the 
most harmful chemicals, and respect 
workers’ rights and well-being. 
In 2022, Madewell sourced 4.3 million 
kilograms of cotton via a chain of 
custody model called mass balance. 
This means that while Better Cotton 
is not physically traceable to end 
products, Better Cotton farmers 
benefit from the demand for Better 
Cotton in equivalent volumes to 
those we ‘source.’ By sourcing 
Better Cotton, we also saved an 
estimated 767 million gallons of 
water and avoided nearly 4,000 
pounds of pesticides, as compared to 
conventional cotton.   
In 2023, J.Crew Group's Senior 
Vice President of Sustainability was 
appointed to the Better Cotton 
Council. As a new member, they 
will be involved in shaping the 
organization’s policy that supports 
cotton communities to survive and 
thrive, with a focus on supporting 
BCI's efforts to develop fully 
traceable cotton.
Recycled Cotton
Using recycled fibers, including 
cotton, is key to supporting a circular 
economy and helping address the 
issue of waste across the apparel 
industry. Recycled cotton is made 
from pre- or post-consumer fabric, 
and presents unique challenges 
around quality, availability, and 
chemical management. Our teams 
have partnered with key mills to drive 
innovation in recycled cotton and have 
been increasing the amount used in 
our products, including denim. All 
our recycled cotton is certified to 
the Global Recycled Standard (GRS) 
or the Recycled Content Standard 
(RCS).
Transparency
We are committed to driving 
transparency from our factory to 
the cotton farm. Since 2021, we 
have developed robust tools and 
procedures that enable us to map 
our cotton supply chain, with the 
goal of having full transparency to 
the farm. This process also gives 
us confidence that our cotton is 
not coming from high-risk regions. 
For more information on our 
Transparency efforts, please see 
page 58.
47% Conventional Cotton
4% Organic Cotton
2% Recycled Cotton
<1% Regenerative Cotton
<1% U.S. Trust Protocol Cotton
MADEWELL'S  
COTTON USAGE
47% Better Cotton
767
million gallons of water saved through 
Madewell's sourcing of Better Cotton 
TEXTILE EXCHANGE’S  
2025 SUSTAINABLE 
COTTON CHALLENGE
We are part of this industry 
group which aims to amplify 
cotton production that drives 
positive impacts for people and 
the planet; builds traceability; 
and hastens the shift towards 
regenerative best practices in 
cotton production.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

Recycled Polyester
We have been using recycled 
polyester in our products since 
2018 and continue to increase the 
amount used year over year. All of 
our recycled polyester is certified to 
the Global Recycled Standard (GRS) 
or the Recycled Content Standard 
(RCS). We also use REPREVE®-
branded polyester, which comes 
from plastic bottles, yarns, and fabric 
scraps, and all of our puffers use 
PrimaLoft® insulation, spun from 
recycled plastic bottles diverted 
from oceans and landfills. According 
to PrimaLoft, in 2022, J.Crew Group’s 
use of REPREVE® helped to save 
4,737,323 bottles from landfills.
32% Recycled Nylon
68% Conventional Nylon
32% Recycled Polyester
68% Conventional Polyester
MADEWELL'S  
POLYESTER USAGE
MAKE WEEKENDS 
LONGER
In 2020, we launched MWL, 
which stands for “Make 
Weekends Longer,” our first-
ever size-inclusive athleisure 
collection. MWL pieces are 
designed with comfort, 
movement and versatility in 
mind, and each one features at 
least one sustainable element. 
For instance, Madewell's MWL 
Flex Fitness Dress is supersoft, 
sweat-wicking and made using 
recycled polyester.
Synthetic Fibers
Synthetic fibers such as polyester 
and nylon account for about nine 
percent of Madewell’s total fiber 
footprint, and we have taken a 
number of steps to responsibly 
source these fibers. Through 
our progress in driving recycled 
fibers, we have increased the use 
of recycled content by 70 percent 
from 2021 to 2022. At the same time, 
we are looking at where we use 
synthetic fibers in our products and 
identifying opportunities to decrease 
our reliance on them, while also 
increasing our use of natural fibers. 
In order to meet our 2025 
commitment, we recognize that we 
need to move quickly. We have joined 
Textile Exchange’s 2025 Recycled 
Polyester Challenge, which aims to 
eliminate dependence on virgin fossil 
fuels; drive innovation in textile-
textile recycling; support and scale 
innovations; and push for further 
research on fiber fragmentation.
Recycled Nylon
We are increasing the use of 
recycled nylon across our products, 
particularly in our eco-swim and 
outerwear collections. Both lines 
contain nylon that is certified to the 
Global Recycled Standard (GRS) or 
the Recycled Content Standard (RCS). 
We also use ECONYL® – a 100 percent 
regenerated nylon yarn made from 
50 percent post-consumer waste (like 
fishing nets and carpet fluff) and 50 
percent pre-consumer waste (like 
industrial scraps).
MADEWELL'S  
NYLON USAGE
SECOND WAVE 
SWIMWEAR
We are driving the use of 
recycled nylon across our 
products, particularly in our 
swim collection. Madewell’s 
Second Wave Swimsuit line 
contains an inclusive size range 
(from XXS-3X) of high-quality 
recycled nylon pieces, which has 
diverted approximately 22 tons 
of pre-consumer nylon from 
landfills. In 2022, 84 percent of 
the nylon used in our swimwear 
was recycled . 
70%
increase in use of  
recycled synthetics 
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
18

31% Conventional Cashmere
43% Good Cashmere
26% Recycled Cashmere
Man-made Cellulosic Fibers
While man-made cellulosic fibers 
make up just five percent of our total 
fiber footprint, we are committed 
to sourcing them responsibly. 
We are members of Canopy’s 
CanopyStyle campaign to ensure 
that cellulosic wood-derived fibers, 
like viscose, do not come from 
ancient or endangered forests. We 
have also partnered with Lenzing to 
incorporate their TENCEL™ Modal, 
TENCEL™ Lyocell and LENZING AG™ 
ECOVERO™ fibers into our products. 
These man-made cellulosic fibers are 
sourced from responsibly-managed 
forests and turned into fabric 
through a manufacturing process 
that limits their chemical, water, and 
energy impacts.
Through these efforts, we have 
increased the use of man-made 
cellulosic fibers from responsibly 
managed forests from 35 percent in 
2021 to 51 percent in 2022.
MADEWELL'S  
CASHMERE USAGE
“SUSTAINABILITY IS INGRAINED INTO 
WHO WE ARE, WHICH OUR SHOPPERS 
KNOW AND LOVE. TODAY, OVER 
80 PERCENT OF OUR MATERIAL 
FOOTPRINT IS FROM NATURAL FIBERS 
LIKE COTTON, MAN-MADE CELLULOSIC 
FIBERS, WOOL AND LEATHER.  
WE BELIEVE NATURAL FIBERS ARE 
THE RIGHT PLACE TO CONTINUE 
FOCUSING OUR ATTENTION.”
— LIZ HERSHFIELD 
SVP, HEAD OF SUSTAINABILITY, J.CREW GROUP
43% Viscose
21% TENCEL™ fibers
3% Acetate
3% TENCEL™ Lyocell
29% LENZING™ ECOVERO™
MADEWELL'S  
MAN-MADE CELLULOSIC 
FIBERS USAGE
16%
increased use of man-made 
cellulosic fibers from responsibly 
managed forests 
Cashmere
We support responsible cashmere 
production through our partnership 
with The Good Cashmere Standard® 
– an independent standard for 
responsible cashmere that aims to 
improve the welfare of cashmere 
goats; the lives of farmers and 
farming communities; and the 
environments in which they live. 
J.Crew Group is proud to have been 
first U.S.-based company to join this 
organization. 
In 2019, we were also the first 
U.S.-based company to join the 
Sustainable Fibre Alliance (SFA) – a 
nonprofit that conserves grassland 
biodiversity, secures herder 
livelihoods, and ensures the well-
being of goats.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
19

Wool
Wool makes up two percent of 
Madewell’s fiber footprint, and is 
one of the main materials used in 
the production of our sweaters and 
outerwear products.
Although more sustainable wool 
options such as Responsible Wool 
Standard (RWS) certified and 
regenerative wool are becoming 
increasingly available, it has so far 
been a challenge to find sources 
that also meet our quality and 
cost needs. We are also looking to 
incorporate recycled wool into more 
of our products, while being mindful 
that this fiber must still comply with 
our strict chemical management 
standards.
We are committed to continuing to 
increase the amount of sustainably 
sourced wool we use. Finding new 
sources of wool that meet both our 
sustainability and product needs will 
be a focus in the year ahead.
11% Alpaca Wool
18% Responsible Wool
20% Merino Wool
22% Conventional Wool
MADEWELL'S  
WOOL USAGE
29% Recycled Wool
73% Leather Working Group (LWG) Leather
2% Recycled Leather
25% Conventional Leather
MADEWELL'S  
LEATHER USAGE
NATIVA™ X INSULUXE 
WOOL
For the third year in a row, 
Madewell continued its NATIVA™ 
x Insuluxe partnership to create 
custom wool that comes from 
farms in Uruguay and Tasmania 
and meets the animal welfare, 
land management, and ethical 
work standards set by the 
NATIVA™ Protocol. NATIVA™ 
wool fiber is a fully traceable 
premium wool fiber that uses 
blockchain technology to create 
a unique QR code for each 
product.
OUR COMMITMENT TO 
ANIMAL WELFARE
We select partners who are as 
committed to ethical sourcing, 
including responsible and 
humane animal welfare practices 
in the supply chain, as we are. In 
2019, we released our corporate 
Animal Welfare Policy (see page 
70 in the Appendix). We require 
that all our suppliers adhere to 
baseline requirements for the 
materials used in our products, 
and those who provide materials 
of animal origin must meet these 
additional ethical standards.
Leather
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), a multi-
stakeholder community committed 
to building a sustainable future with 
responsible leather. We aim to use 
leather that is recycled, regenerative, 
or sourced from LWG-certified 
suppliers who have obtained gold 
or silver ratings. These ratings are 
given to tanneries that demonstrate 
best-in-class practices around energy 
and water usage; safe chemical 
usage; worker health and safety; and 
material traceability. 
100%
of Madewell's LWG leather is sourced 
from gold and silver-rated tanneries
FINDING NEW 
SOURCES OF 
WOOL THAT 
MEET BOTH OUR 
SUSTAINABILITY 
AND PRODUCT 
NEEDS WILL BE 
A FOCUS IN THE 
YEAR AHEAD.
20
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

21
REGENERATIVE 
AGRICULTURE
OUR APPROACH
Our support of 
regenerative agriculture 
is key to achieving 
our sustainable fiber 
and material goals 
and underpins our 
commitment to 
biodiversity. 
At Madewell, 83 percent of our 
fibers come from land-based 
sources, so we rely on the healthy, 
functioning ecosystems needed 
to produce these fibers. 
According to Textile Exchange, 
regenerative agriculture describes 
farming and grazing practices 
that have, among other benefits, 
the ability to rebuild soil organic 
matter and restore degraded soil 
biodiversity – resulting in both 
carbon drawdown and water cycle 
improvements. Our ambition is to 
embed positive outcomes for nature 
in our processes – starting with 
sourcing regenerative versions of our 
key raw materials.
We’re proud of the steps we’ve taken 
to advance regenerative agricultural 
practices because we truly believe 
these farming practices are vital 
to increasing soil health, reducing 
carbon impacts, and protecting 
species biodiversity. We are also 
proud that we built this program 
with equity in mind, taking care to 
recognize and address disparities in 
cotton farming, particularly across 
the United States. 
As we continue to evolve our program, 
we will look for ways to prioritize 
and expand our use of regenerative 
materials in our products. To do so, 
we’re focusing on four priorities:  
•	 Collaboration: Supporting 
industry research into 
regenerative practices and 
engaging with brands and industry 
organizations to scale farmer 
engagement and brand adoption. 
•	 Action: Working with farmers to 
engage in regenerative practices 
and sourcing certified regenerative 
materials for our products. 
•	 Policy: Supporting programs to 
leverage the power of policy to 
affect large-scale change.
•	 Intersectionality: Understanding 
how to create investment in 
traditionally underrepresented 
groups and build a program that 
drives equity and inclusion among 
farmers through our regenerative 
program. 
As this is an emerging field, we need 
to continue to define regenerative in 
a way that is credible, scalable and 
drives real impact at the farm. That 
is why we are one of the sponsors 
for Textile Exchange’s Regenerative 
Landscape Analysis research and only 
use third-party certified regenerative 
cotton through the regenagri® 
standard and Regenerative Organic 
Certification (ROC).
41
WE BELIEVE 
REGENERATIVE 
FARMING 
PRACTICES 
ARE VITAL TO 
INCREASING 
SOIL HEALTH, 
REDUCING 
CARBON 
IMPACTS, AND 
PROTECTING 
SPECIES 
BIODIVERSITY.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

22
OUR PROGRESS
In 2021, we began 
piloting and investing in 
regenerative agricultural 
programs with growers 
and strategic partners 
around the world. 
Over the last year, our focus on 
environmental and economic 
empowerment through regenerative 
agriculture has continued to 
increase. In 2022, we distributed over 
$800,000 in premiums directly to 
our regenerative farming partners 
in India and the U.S., helping fund 
the transition to and certification of 
these new farming practices. We are 
proud of the progress we have made 
across all of our priority areas:
Collaboration
Regenerative Landscape Analysis
In 2022, we contributed to the 
funding of Textile Exchange’s 
Regenerative Landscape Analysis to 
build knowledge on the importance 
of this topic. In 2023, we are funding 
the next iteration of this report 
(scheduled for release in mid-2023), 
which aims to develop metrics for 
regenerative agriculture progress 
monitoring.
Textile Exchange Regenerative 
Agriculture Community of Practice
We also teamed up with Textile 
Exchange to create the Regenerative 
Agriculture Community of Practice 
(CoP), through which brands, supply 
chain partners and growers can 
come together around the common 
goal of land restoration and soil 
regeneration.  
The CoP promotes a vision to 
collectively change “business as 
usual” and accelerate the transition 
to regenerative fiber production 
systems and value chains.
As a subset of the CoP, we are 
working closely with a group 
of industry peers to share our 
experience from the past three 
years of regenerative farming 
implementation. We’re committed 
to sharing the learnings of our 
regenerative premium program to 
make this model accessible to our 
peers in the industry and beyond. 
$800k+
paid in premiums to J.Crew Group's 
regenerative farms in India and U.S.
Action
Sourcing Regenerative Cotton 
Since 2021, we’ve been engaging with 
farmers and organizations in Brazil, 
the U.S., Peru and India to source 
regenerative cotton for our products. 
Over this period, we’ve sourced 
over one million pounds of third-
party certified regenerative cotton 
through the regenagri® standard and 
Regenerative Organic Certified®.
Supporting U.S. Farmers to Transition 
to Regenerative Agriculture
We've partnered with 5 Loc Cotton, 
LLC and Textile Exchange to support 
U.S. cotton growers to transition 
from conventional farming practices 
into regenerative agriculture. In fact, 
through this program we supported the 
first implementation of the regenagri® 
standard in the U.S. (standard owned 
and managed by Regenagri C.i.C.).  
Some of the better practices that 
they are transitioning to are no till 
or minimum till, cover cropping 
and diverse crop rotations, and 
integrating livestock where possible. 
These practices result in increased soil 
biodiversity, as well as overall species 
biodiversity on the farm. 
To support growers transitioning 
into regenerative agriculture, we are 
providing ‘premiums’ — payments 
directly to the farmers who are a 
part of our program. Because we 
are in this for the long run, we are 
committed to supporting these 
growers through a three-year period 
of continuous land improvement 
on their regenerative journey. In the 
second year of our commitment, 
we have expanded our programs to 
cover 75,000 acres of U.S. soil across 
26 farms in Texas, Louisiana, Alabama 
and California.
“WE ARE VERY ENCOURAGED BY 
J.CREW GROUP’S INVESTMENT AS 
IT ILLUSTRATES THEY SEE FIBER 
SUPPLY CHAIN SUSTAINABILITY AS 
A RESPONSIBILITY TO BE SHARED 
BY MANY AND NOT JUST A FEW 
PARTICIPANTS. FOR TOO LONG 
THE BURDEN OF IMPLEMENTING 
SUSTAINABILITY WAS LAID AT 
THE FEET OF THE COTTON 
PRODUCER, WHO OFTEN HAD 
THE FEWEST RESOURCES TO 
MAKE SUCH CHANGE. J.CREW 
GROUP IS MAKING INVESTMENTS 
IN THE FARMERS TO IMPLEMENT 
CHANGE FOR THE FUTURE."
— MEAD HARDWICK  
Hardwick Planting Company  
and regenerative farming partner  
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

44
BRINGING CREDIBILITY TO 
REGENERATIVE
We know that when it comes to 
regenerative agriculture projects, 
we need to do it right. That’s why we 
have adopted credible, third-party 
verified regenerative standards for 
our regenerative products. In the 
first half of 2023, Madewell launched 
15 products made with regenerative 
cotton that are either Regenerative 
Organic Certified® or certified to the 
regenagri® standard. 
Regenerative Organic Certified® — A 
new certification for food, textiles 
and personal care ingredients, with 
the goal to promote agricultural 
practices that increase soil organic 
matter and sequester atmospheric 
carbon below ground. The 
framework requires that farms and 
products meet the highest organic 
standards in the world for soil 
health and land management, animal 
welfare and farmworker fairness. 
Through our partners in Peru, 
we’ve begun sourcing cotton that is 
Regenerative Organic Certified®, and 
our first polo shirt at the Regenerative 
Organic Certified® Bronze level 
launched in stores in early 2023.
regenagri® — A certification program 
focused on safeguarding the health 
of the land being harvested and 
promoting the well-being of those 
who live on it, with specific criteria 
for soil health, biodiversity, GHG 
emissions and water quality. As of 
early 2023, Madewell has launched 
15 products made with regenerative 
cotton certified to the regenagri® 
standard.
Regenerative Wool
We are working to increase the 
amount of regenerative fibers in our 
products, particularly for animal-
based fibers such as wool. We are 
now supporting ranchers in Uruguay 
to transition into regenerative grazing 
for sheep and have committed to 
sourcing transitional regenerative 
wool. ‘Transitional regenerative’ refers 
to farmlands undergoing the transition 
to implementing fully regenerative 
practices, recognizing that these 
processes take time to adopt wholly 
on the land. Later this year, our first 
regenerative wool products will launch 
in partnership with these Uruguay 
farms and NATIVA™. In addition to 
being made with regenerative wool, 
NATIVA™ wool fiber is fully traceable 
and uses blockchain technology to 
prove its chain of custody.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
23

24
Supporting Policy Reform 
In 2022, we donated $25,000 to 
Kiss the Ground to support the 
Regenerate America campaign to 
leverage the power of policy to affect 
large-scale change and reform the 
2023 Farm Bill by shifting resources 
in support of regeneration. The 
coalition aims to make regenerative 
agriculture and soil health education 
and training available to all farmers 
and ranchers, as well as provide 
incentives to encourage farmer 
uptake. J.Crew Group joined the 
project to push this work even 
further by looking at American 
farmer empowerment through the 
lens of diversity, equity, inclusion, 
and belonging (DEIB). Our Director 
of DEIB, Nicole Moses, joined 
the Regenerate America Steering 
Committee and helped Regenerate 
America develop a diversity, equity, 
inclusion, and justice working group 
to ensure that underrepresented 
voices are “elevated and supported” 
as part of the coalition-based 
campaign’s policy platform for the 
2023 Farm Bill.
RYAN YOUNG  
CLIMATE+ AWARD
J.Crew Group was recognized 
for the change we’re driving 
through our regenerative 
programs at Textile Exchange’s 
annual conference, where our 
Sustainability and DEIB teams 
were awarded the Ryan Young 
Climate+ Award. This accolade 
was given based on our 
pioneering climate action work 
and collaborative community-
based approach to supporting 
regenerative agriculture efforts. 
“FOR US, IT’S ABOUT: HOW DO YOU 
EMBED DEIB IN THE PRODUCT LIFE 
CYCLE ITSELF? WHERE ARE WE 
GETTING THE PRODUCT FROM? WHO 
IS SUPPLYING THE PRODUCT TO US? 
ARE WE SELECTING SUPPLIERS IN AN 
EQUITABLE FORMAT? IT WOULD BE 
AN INCOMPLETE STORY IF WE WERE 
ONLY SELLING YOU A DIVERSITY 
STRATEGY ABOUT WHAT IT LOOKS 
LIKE INSIDE OUR STORES OR WHO 
WORKS IN OUR HOME OFFICE."
— NICOLE MOSES 
Director of Diversity, Equity, Inclusion & Belonging
Intersectionality
We know that addressing the climate 
crisis is hugely important, and we 
acknowledge the intersectional 
issues between climate and 
community. From the people who 
are innovating change, to the social 
and racial justice issues that go 
hand in hand with sustainability, 
we’ve chosen to take a consciously 
comprehensive approach to our 
work. We recognize the challenges of 
our country’s farming heritage and 
are actively engaging more diverse 
farmers in our regenerative program. 
Federation of Southern Cooperatives 
(FSC)
We’ve partnered with the Federation 
of Southern Cooperatives (FSC) – 
the largest and oldest cooperative 
association owned by Black farmers 
and landowners. FSC’s mission is to 
catalyze the development of self-
supporting communities through 
cooperative economic development, 
land retention, and advocacy. We 
partner with the FSC to identify, 
train, and incentivize farmers to 
transition to regenerative farming, 
and we’ve committed $100,000 over 
three years to support FSC’s work 
to economically enfranchise Black 
farmers.
In 2023, we will be one of the 
sponsors of the Heirs Property 
Conference, which connects Black 
farmers to legal and financial 
advocates to help mitigate land 
loss due to land deed challenges. 
Additionally, we’re supporting 
the FSC’s Youth Forestry Camp 
at the 1300-acre Rural Training & 
Research Center in Epes, Alabama. 
The camp is dedicated to educating 
and developing the next generation 
of farmers, and our $5,000 
donation sponsored two campers’ 
participation in 2022.   
“FARMING IS A VERY RISKY 
BUSINESS, AND YOU CAN’T 
GUARANTEE ANYTHING. BUT 
BEING A BLACK FARMER OR ANY 
OTHER FARMER OF COLOR IS 
EVEN RISKIER BECAUSE OF THE 
LACK OF ACCESS TO A LOT OF 
DIFFERENT RESOURCES THAT 
MOST TAKE FOR GRANTED.”
— CORNELIUS BLANDING 
Executive Director at the Federation of Southern Cooperatives
$100,000 
committed over three years to  
support FSC's work to economically 
enfranchise Black farmers
[RIGHT]
Members of the J.Crew Group 
team visit the Federation of 
Southern Cooperatives
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

25
CIRCULARITY
OUR APPROACH
We are on a journey 
to strategically embed 
circular practices that 
keep products in use for 
longer; design out waste; 
make use of recyclable 
and regenerative inputs; 
and can be easily 
repurposed. 
According to the Ellen MacArthur 
Foundation, a circular economy “is 
based on three principles, driven 
by design: eliminate waste and 
pollution, circulate products and 
materials (at their highest value), and 
regenerate nature. It is underpinned 
by a transition to renewable energy 
and materials. A circular economy 
decouples economic activity from 
the consumption of finite resources. 
It is a resilient system that is good 
for business, people, and the 
environment.”
At Madewell, we interpret the 
principles as follows: 
•	 Eliminate waste and pollution: 
Designing products to minimize 
the waste in production and 
finding ways to turn waste into 
new raw materials, through the 
increased use of recycled fibers.
•	 Circulate products and materials 
(at their highest value): Prolonging 
the use phase, including designing 
for physical, design, and emotional 
durability, and providing resale 
opportunities for customers. 
Where a product can’t be resold, 
support downcycling or other 
responsible disposal.
•	 Regenerate nature: Addressing 
our broader impacts on climate 
change, water, biodiversity, and 
regenerative agriculture.
OUR PROGRESS
At Madewell, circular 
solutions are deeply 
ingrained in our brand's 
ethos. Our circularity 
journey began in 2014  
and continues to evolve 
each year. 
Eliminate Waste and Pollution
We are continuously looking for ways 
to limit waste. In 2022, we increased 
our usage of recycled materials in 
our products by two percentage 
points. To read more about our use of 
recycled materials, refer to page 18.  
Madewell is also reducing waste 
through the development of 
upcycled products. Upcycling refers 
to the process of transforming old 
or used items that might otherwise 
be thrown away or donated into 
something new. In 2022, we had a 50 
percent increase in our number of 
upcycled product collaborations. 
These circular brand partnerships 
now come to life under our 
Madewell Forever™ umbrella.
Continuing our efforts in denim circularity, we were 
the first retail brand to partner with thredUP to 
test an in-store resale popup with the launch of the 
Madewell Archive – a carefully curated selection 
of our brand’s favorite pre-owned denim styles for 
customers to purchase at select store locations.
Our journey began with the launch of our 
Cotton Inc.’s Blue Jeans Go Green™ partnership, 
which lets customers donate old pairs of denim 
to be recycled into housing insulation.
We launched Madewell Forever™ – an innovative 
digital resale platform that allows our community 
to clean out their closets, resell preloved items, and 
shop for secondhand Madewell denim.
We launched our first pop-up store, A Circular 
Store, exclusively selling secondhand Madewell 
items. Through A Circular Store, we re-sold over 
2,900 preloved Madewell pieces ranging from 
denim and shirts, to dresses and outerwear. A 
Circular Store was also recognized as a finalist for 
Fast Company's 2022 World Changing Ideas Award.
We expanded Madewell Forever™ to include 
more than just our partnership with thredUP. The 
Madewell Forever™ umbrella now includes all 
circular brand collaborations, as well as Madewell 
Forever™ Vintage – curated vintage pieces sold 
through our website.
2014
2019
2020
2021
2022
OUR CIRCULARITY STORY
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
2 million garments 
collected  
through our trade 
in program
  
  In progress for 2023
We've collected 1.6 million 
garments through Madewell's 
trade-in program, to be resold 
or responsibly recycled.
PLANET

26
Our Upcycled Products
Madewell x Storytellers & Creators
In August 2022, Madewell launched 
a limited-edition collaboration with 
innovative Brooklyn-based design 
house, Storytellers & Creators. 
The collection includes one-of-a-
kind denim patchwork pieces that 
are hand-crafted with upcycled 
materials. Storytellers & Creators 
used approximately 258 old Madewell 
denim garments, as well as denim 
scraps, to create this super unique 
upcycled collection. 
Madewell x La Réunion 
Madewell teamed up with La Réunion 
for a second time to create a limited 
edition upcycled, sustainable 
collaboration. La Réunion Founder, 
Sarah Nsikak, brings together 
her Nigerian-American heritage 
and sustainability to create these 
works of wearable art. Through 
this partnership, we rescued 
approximately 1,250 yards of fabric 
scraps, which were repurposed into 
patchwork garments.
3D Sampling
In November 2020, Madewell kicked 
off its first 3D sampling software 
training. 3D sampling reduces the 
need for physical samples, which 
in turn reduces waste, packaging 
usage, and the environmental impact 
of shipping samples across the 
world. In 2022, we replaced the need 
for nearly 1,000 physical samples, 
reducing nearly five percent of our 
sampling waste. This initiative will 
continue to grow year over year, 
and we will continue to look for 
opportunities to scale 3D software 
within our sampling program. 
Madewell x REKUT
Madewell launched its first products 
in partnership with REKUT – an offshoot 
of our factory partner Saitex in Vietnam. 
The REKUT mission is to create jobs 
and equal opportunities for people 
with different abilities, empowering its 
workers through training, job stability, 
and income. REKUT also aims to 
minimize the impact of its products on 
the environment by upcycling excess 
fabrics. Madewell and REKUT created a 
patchwork tote bag made using leftover 
Madewell denim scraps and has more 
products slated to launch in 2023. 
Madewell x Rentrayage
Madewell partnered with sustainable 
fashion brand, Rentrayage, on a 
collection of limited-edition upcycled 
products made using Madewell 
waste. These products used a range 
of inputs, from aged inventory 
to remnant fabric and discarded 
samples, resulting in over 740 yards 
of fabric being kept out of landfills. 
We teamed up with Rentrayage on an 
exclusive (and very limited-edition) 
collection upcycled from unsold 
Madewell clothing and fabric remnants. 
Sustainably crafted in the USA.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

27
Circulate Products and Materials 
(at their highest value)
We produce over 20 million 
products per year. We hope our 
customers will use our products 
for as long as possible, which is 
why we invest in the durability and 
longevity of our products through 
high-quality materials, thoughtful 
design processes, and expert 
production craftsmanship. However, 
it's estimated that globally, some 
84 percent of clothing ends up in 
landfills. It is our mission to offer 
our customers options to prevent 
that from happening, which we do 
through three channels: resale, 
rental, and repurposing. 
Resale
Buying secondhand denim instead 
of new is estimated to result in an 
average carbon emissions savings of 
25 percent, according to research 
from Green Story, Inc. With this in 
mind, we aim to extend the life of 
each preloved garment through our 
resale program, Madewell Forever™.
This program is enabled by thredUP’s 
Resale-as-a-Service®, and Madewell 
is proud to have been thredUP’s first 
resale shop partner. Together, we 
empower customers to clean out 
their closets, and resell preloved 
Madewell denim as well as shop 
for secondhand Madewell denim 
through MadewellForever.ThredUp.  
Since launching Madewell Forever™ 
in 2021, over 400,000 pairs of jeans 
have been collected via the Madewell 
in-store denim trade-in program – 
that’s an average of nearly 800 pairs 
to be recycled or resold every day 
since the program launched. In 2021, 
we announced our goal to collect an 
additional one million pairs of denim 
by the end of 2023.
In 2021, we expanded our thredUP 
relationship, making thredUP x 
Madewell Clean Out Kits available 
to customers wanting to keep their 
clothes in use and out of landfills. 
Customers can pick up Clean Out 
Kits (with a bag and prepaid label)
at Madewell stores or print a free 
shipping label (to use with any 
shippable box or bag) online at 
Madewell Forever™. Customers 
can fill their kits with gently-used 
women’s clothing, handbags, 
footwear, and accessories from any
brand (up to 30 pounds). For any 
non-denim item sold, customers 
can earn Madewell shopping credit. 
Additionally, through our denim 
trade-in program, they’ll earn a $20 
discount off a pair of new Madewell 
jeans for each pair of preloved jeans 
in their Clean Out Kit.
Items that are too worn out to be 
resold are responsibly recycled by 
thredUP’s vetted network of textile 
recyclers. All of their recycling 
partners must adhere to thredUP’s 
Aftermarket Partner Code of 
Conduct — requiring transparency, 
integrity, awareness of the 
environmental impact, and respect 
for developing nations. 
Since launching the Clean Out Kit 
program, we continue to see growth 
in this category and average about 
2,200 kits per month. Over 430,000 
items have been received through 
the Clean Out Kits and 65 percent of 
these products are resold through 
Madewell Forever™, while 35 percent 
are responsibly donated or recycled.
In 2022, we relaunched the Madewell 
Forever™ destination on our site 
with a new landing page that includes 
upcycled collaborations, vintage finds 
and thredUP resale programs. Our 
vintage curation includes new vintage 
partners including the Curatorial 
Department, Madly Vintage, The 
Series, Rawson Studio, and more.
Rental
In 2022, we continued our 
partnership with Rent the Runway 
– an e-commerce platform that 
enables users to rent or buy 
preloved apparel and accessories 
instead of buying new. Using 
Madewell’s impact calculator,* we 
estimate that 343,768 MJ of energy, 
2.2 million liters of water and 29,900 
KG of CO2e emissions were saved 
through this partnership. This is 
estimated to be equivalent to the 
carbon sequestered by planting 775 
tree seedlings and letting them grow 
for 10 years.
1.6
million garments and counting 
collected through our trade-in program
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
*Madewell partnered with consultancy group Shift Advantage to create a garment impact calculator.

28
Repurposing
In 2022, we grew our commitment 
to support the proper repurposing 
of fabrics and garments to have a 
second life with both existing and 
new circularity partners. From 
fabric scraps in our home office, to 
unwearable denim and damaged 
footwear in our distribution centers, 
we found creative ways to extend 
the life of these goods in other 
industries.
GIVING SCRAPS A 
SECOND LIFE 
In 2022, J.Crew Group's 
Sustainability Associate 
Interest Group (AIG) took 
a trip to the FABSCRAP 
facility in Brooklyn and spent 
the day sorting fabric for 
responsible recycling or 
reuse, removing hardware 
from samples and connecting 
with the FABSCRAP team. 
The visit helped our 
associates see the impacts 
of fabric waste and inspired 
the AIG to plan additional 
volunteer trips to FABSCRAP 
throughout the year.  
COTTON INC.'S BLUE JEANS 
GO GREEN™ PROGRAM
Our collaboration with Cotton Inc.'s 
Blue Jeans Go Green™ program 
gives worn-out, unwearable denim 
a chance at new life. Madewell 
customers can bring their heavily 
worn denim (from any brand, not just 
Madewell!) to the store and Cotton 
Inc.'s Blue Jeans Go Green program 
turns these jeans into new products, 
such as housing insulation and 
thermal insulation for sustainable 
food packaging. 
Since we began collaborating with 
the denim recycling program in 2014, 
Madewell has collected over one 
million pieces of denim, diverting 
703 tons of waste from landfill and 
creating over 2.8 million square feet 
of insulation. 
FABSCRAP 
When we have unavoidable fabric 
scraps at our Headquarters from the 
design process, we partner with local 
New York nonprofit FABSCRAP to 
divert these materials from landfill. 
FABSCRAP is a nonprofit organization 
that has pioneered a system to 
recycle and reuse fabric waste, 
creating an accessible materials 
resource for creative communities 
while reducing the fashion industry’s 
impact on the planet.
 
1.4
million pieces of denim 
collected for recycling
$15,000
contributed to FABSCRAP
As a result of Madewell’s 
contributions in 2022, FABSCRAP 
estimates that 22 tons of CO2 were 
saved from entering the atmosphere 
– the equivalent of planting 330 
trees. In addition to participating 
in FABSCRAP’s recycling program, 
J.Crew Group proudly contributed 
$15,000 to support the organization's 
operations in 2022. 
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

56
INTRODUCING THE 
ASSOCIATE CLOTHING 
SWAP 
In 2022, our Sustainability 
Associate Interest Group 
launched the 225 Clothing 
Swap at J.Crew Group’s 
corporate office, highlighting 
the collective, company-
wide interest in reducing 
garment waste and promoting 
circularity. This initiative aims 
to mitigate our associates’ 
clothing impact on the 
environment and emphasizes 
the importance of shopping 
secondhand versus buying 
new. Associates are invited 
to bring in their gently used 
clothing and swap for as many 
items as they contributed. The 
clothing is collected ahead of 
the swap and organized and 
hung by the Sustainability 
AIG to create the feel of a 
real shopping experience. 
Any clothing left at the end of 
the swap gets donated to our 
partner refashionNYC. 
Through the two clothing 
swaps hosted in 2022, over 100 
associates contributed more 
than 1,100 items of clothing. 
Swapping clothing versus 
buying new equated to saving 
over 1,600kg of CO2 emissions, 
19,000MJ of energy, and 
100,000 liters of water. 
RECIRCLED 
In 2022, Madewell began partnering 
with Recircled to find circular end-
of-life solutions for our damaged, 
nonsalable footwear. Recircled 
keeps clothing and accessories out 
of landfills by processing items for 
reuse and recycling. We partner with 
Recircled to downcycle our damaged 
footwear to be used in other 
industries, such as flooring and tiling. 
Since we started our partnership, we 
have responsibly recycled over 10,000 
units of footwear. 
GOOD360
We donate samples and damaged 
items to charity through Good360, 
which partners with socially 
responsible companies to source 
highly needed goods and distribute 
them to nonprofits that support 
people in need. Through our 
partnership, we have donated goods 
that have impacted over 12,000 
people around the world.
REFASHIONNYC
In partnership with clothing donation 
and recycling service refashionNYC, 
associates at our corporate office in 
NYC donate thousands of units of 
their personal clothing, accessories, 
and more to Housing Works — a 
healing community of people living 
with and affected by HIV/AIDS. 
In 2022, 945 pounds of associate 
clothing was collected and donated 
at our New York Headquarters. 
12,000+
people benefiting from our donated 
goods through Good360
945
pounds of associate clothing collated 
and donated to refashionNYC
10,000
units of footwear recycled  
through Recircled
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
29

30
GREENHOUSE  
GAS EMISSIONS
OUR APPROACH
Climate change is one of  
the most pressing issues 
of our time. 
Rising temperatures, record-
breaking severe weather patterns, 
and an increasing portion of the 
world’s population being exposed 
to climate change impacts, such 
as droughts, floods, heat waves 
and rising sea levels, is cause for 
action. Key leaders engaged in the 
Paris Climate Agreement and the 
Intergovernmental Panel on Climate 
Change are only continuing to 
highlight the need for fast action to 
reduce our emissions. We work with 
Engie Impact, a leading consulting 
group that provides transformative 
strategies for decarbonization goals, 
to help measure our impact and 
define our roadmap for achieving our 
public targets. 
 
As outlined earlier in the report, 
climate risks have the potential to 
impact every aspect of Madewell's 
business. With these risks also come 
opportunities to future-proof our 
business and reduce our impact by 
aligning to the 1.5 degree pathway. By 
focusing on resilience and mitigation 
work through our approach to 
sustainable materials, our long-term 
partnerships with suppliers, and 
innovative technology opportunities 
with our transportation and logistics 
vendors, we're optimistic about 
achieving our goals. 
Our goals are all set against a 2019 
baseline. This year was chosen for 
multiple reasons. First, it was the 
first year we had measured our 
Scope 1 and 2 footprint with a third 
party, making it our first full year 
with credible data. Second, due to 
the COVID-19 pandemic, we felt that 
both 2020 and 2021 did not accurately 
reflect a “business as usual” 
scenario, due to multiple store 
closings, supply chain disruptions, 
and impacts on consumer spending 
and preferences. 
Scope 1 & 2
We historically track our energy 
usage from our retail locations, 
corporate office, and distribution 
centers through a third-party 
platform. We measure both location-
based and market-based emissions 
for our Scope 2 to ensure that we are 
able to get a fuller understanding of 
our physical emissions and energy 
purchasing decisions.
Scope 3
We intend to achieve our Scope 3 
GHG target in the following ways:
Sustainable Fibers
Achieving our goal to sustainably 
source 100 percent of the key fibers 
in our materials will significantly 
reduce the emissions associated 
with our raw materials. Over the 
next seven years, we will continue 
to give preference to lower impact 
materials, including those that can 
provide carbon negative solutions, 
such as regenerative farming. As 
the methodology for calculating 
emissions from raw materials is 
an evolving space, we intend to 
calculate and share emissions in 
future reports.
Supplier Engagement
We are partnering with Apparel 
Impact Institute (Aii) to engage 
J.Crew Group's Vendor and Mill 
partners that account for 45 percent 
of our product spend. Through this 
program, we are providing funding 
for this group of partners to set 
baselines for their energy use, as 
well as targets and roadmaps for 
reductions. Their engagement during 
Phase 1 will be evaluated as criteria 
for Phase 2, where funding will be 
provided to selected suppliers for 
Aii’s Carbon Leadership Program. 
Suppliers who participate in these 
programs in partnership with J.Crew 
Group are given preferred status in 
our sourcing strategy and benefit 
from the long-term energy and cost 
savings the programs uncover.  
This work is launching in 2023, and 
we will share updates on progress in 
future reports. For the remainder of 
our supply chain, we will be driving 
progress through the adoption of the 
Higg FEM, which you can read about 
in the Appendix page 65. 
We recognize that there will be 
challenges as we strive to achieve 
our ambitious targets, including 
the complexity of measuring 
and verifying Scope 3 emissions, 
addressing emissions as we increase 
our store fleet, and responding to 
a shifting regulatory landscape. 
We also understand the need 
to act quickly as environmental 
catastrophes increase in number 
and intensity. We are committed to 
accelerating our efforts and being 
transparent with both our progress 
and setbacks along the way. 
WE ARE COMMITTED TO 
ACCELERATING OUR EFFORTS 
AND BEING TRANSPARENT WITH 
BOTH OUR PROGRESS AND 
SETBACKS ALONG THE WAY.
SIGNING THE  
FASHION PACT
We’ve signed on with 
The Fashion Pact, a global 
initiative of companies in the 
fashion and textile industry, 
including suppliers and 
distributors, all committed 
to reducing the fashion and 
textile industry’s impact in 
three areas of environmental 
urgency: mitigate climate 
change, restore biodiversity, 
and protect the oceans. In 
the Spring of 2023, J.Crew 
Group’s CEO Libby Wadle was 
appointed to the Fashion Pact 
Steering Committee. The
Fashion Pact is governed by a 
Steering Committee composed 
of 16 elected CEOs. Together 
they set the strategic vision and 
drive collective action, paving a 
way towards a nature-positive, 
net-zero future.
J.Crew Group is committed to 
building upon our core public 
commitment to addressing 
climate change across the 
company and our supply chain. 
Scope 1 & 2
J.Crew Group commits to 
reducing absolute Scope 1 & 2 
GHG emissions by 85 percent 
by 2030 from a 2019 base year, 
including an increase in annual 
sourcing of renewable electricity 
to 100 percent (in line with our 
2030 target year). 
Scope 3
J.Crew Group commits to 
reducing absolute Scope 3 GHG 
emissions by 30 percent by 2030 
from a 2019 base year.
Carbon Neutrality
100 percent of our operations 
will be carbon neutral by 2030. 
Where GHG emissions cannot 
be reduced through renewable 
energy sourcing, we will 
purchase third-party verified 
carbon offsets that adhere to 
the GHG accounting protocol, 
and align with our sustainability 
goals. This will make up no 
more than 15 percent of 
our overall GHG footprint 
reductions.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

0.1% End-of-life treatment of sold products
2.9% Capital goods
1.2% Fuel and energy related activities
0.2% Waste generated in operations
0.2% Business travel
0.9% Employee commuting
28% Upstream transportation & distribution
66.7% Purchased goods and services
31
OUR PROGRESS
Scope 1 and 2
The following figures cover J.Crew Group's greenhouse gas emissions from 
electricity and natural gas usage across our entire footprint. 
YEAR
SCOPE 1  
(MTCO2E)
SCOPE 2
(location Based)
(MTCO2e)
SCOPE 2 
(Market Based)
(MTCO2e)
TOTAL
Scope 1 & 2 
Market Based
(MTCO2e)
EMISSION 
INTENSITY 
Mt/Sq Ft
EMISSIONS 
REDUCTION 
from baseline
2022
2,721
19,307 
20,946
23,667
0.0069
-23%
2021
2,746
16,593
18,404
21,150
0.0059
-31%
2020
2,798
18,609
20,743
21,407
0.0056
-30%
2019 BASELINE 
2,722
26,208
28,074
30,796
0.0071
—
YES, THAT’S AN 
INCREASE
In 2022, we saw a slight increase 
in our Scope 1 and 2 emissions 
from 2021. That’s because in 
2021, our store fleet’s daily 
operations were impacted 
by COVID-19 for a significant 
portion of the year. Our stores 
were back to operating at their 
regular hours in 2022, and the 
increased emissions reflects 
the increased need for lighting, 
HVAC, and other energy 
uses. We are still committed 
to decreasing our footprint 
despite store growth and 
increased operations and will 
do so by continuing to drive 
energy efficiency measures 
across our stores. 
Beginning in 2023, J.Crew Group 
will begin incorporating renewable 
energy into its energy mix, through 
a combination of Renewable Energy 
Credits and Green Utility programs. 
This will set us on our path to 
achieving 100 percent renewable 
electricity by 2030. 
Scope 3
In 2022, we conducted a Scope 
3 screening footprint to better 
understand our impact throughout 
our supply chain. The Scope 3 
greenhouse gas inventory was carried 
out using methodologies consistent 
with the Greenhouse Gas Protocol 
Corporate Accounting and Reporting 
Standard, Greenhouse Gas Protocol 
Corporate Value Chain (Scope 3) 
Accounting and Reporting Standard, 
and the Greenhouse Gas Protocol 
Technical Guidance for Calculation 
Scope 3 Emissions (version 1.0).
We assessed our business against 
15 categories and determined that 
our largest impacts occur from 
purchased goods and services and 
transportation and distribution. 
Combined, these categories 
make up 95 percent of our total 
relevant Scope 3 emissions. As 
these two Scope 3 categories 
are the biggest drivers of GHG 
emissions across J.Crew Group’s 
value chain, and address our biggest 
material categories (products and 
transportation), they were deemed 
the most critical to focus on to 
reduce our impact.
J.Crew Group's 2022 Scope 3 
emissions decreased eight percent 
from our 2019 baseline year.  This 
reduction can largely be attributed to 
activities in Category 1 — Purchased 
Goods and Services. Our increased 
use of sustainable fibers year-over-
year, including more sustainable 
cotton and recycled synthetics, has 
led to a decrease in our Greenhouse 
Gas emissions related to our raw 
material sourcing. 
Additionally, while only representing 
one percent of our Scope 3, our 
hybrid work schedule has nearly 
halved our emissions from employee 
commuting. These cross-cutting 
efforts position the company to 
continue to make progress toward 
meeting our 2030 goals. 
Although it is not formally counted as 
part of our Scope 3 emissions target, 
we are also continuing our partnership 
with the UPS carbon neutral program, 
offsetting Scope 3 emissions derived 
from e-commerce shipping.  
This means that for every ton of CO2 
emitted by a package shipment, an 
equivalent amount of CO2 is saved by 
a verified emission reduction project 
somewhere else in the world. 
Through this program with UPS, 
Madewell offset 8,692 metric tons 
of carbon from our e-commerce 
package shipments in 2022. This is 
equivalent to offsetting the energy 
of 918 US households for one year or 
1,836 vehicles driven for a year.
Carbon Credits 
We continue to give our customers 
the opportunity to reduce their 
climate impact by purchasing carbon 
offsets through our website. Our 
partnership with Native, a leading 
carbon offsets provider, puts the 
funds from the purchase of carbon 
credits directly into the Northern 
Great Plains Improved Grazing 
project, helping to improve soil 
health to (literally!) pull carbon 
from the atmosphere. These credits 
include offsetting one year of online 
shopping (about a half a ton of CO2), 
one year of laundry (one ton of 
CO2) or a whole year of carbon for a 
family of four (40 tons of CO2).
2022 J.CREW GROUP EMISSIONS* 
555,792 
TCO2E
For full table of 2022 emissions 
against 2019 baseline data, see 
Appendix page 73.
*Not Applicable: 8- Upstream leased assets, 9- Downstream transportation & distribution, 10- Processing of sold products,  
11-Use of sold products, 13-Downstream leased assets, 14-Franchises, 15-Investments
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

WATER 
STEWARDSHIP
63
OUR APPROACH
The United Nations (UN) 
estimates that two billion 
people live in countries 
experiencing high water 
stress, and the World 
Economic Forum rates 
water issues among the 
top financial risks to the 
global economy. 
As water becomes more scarce 
and more polluted, the regulations 
regarding how water can be used 
are changing, posing risks to water-
intensive supply chains. We know 
that our customers are increasingly 
aware of their water footprint and 
are more closely monitoring the 
amount of water used in everything, 
from their food to their clothing. 
We recognize that apparel 
production is particularly water 
intensive – from the farms that 
grow our cotton to the production 
facilities that wash and dye our 
garments. We are committed to 
mitigating risks from water scarcity, 
water quality, and ecosystem 
degradation in the communities in 
which we operate.
Our approach to addressing water 
impacts is structured around three 
priorities – water stewardship, 
supplier engagement, and consumer 
use (we follow the UN'S definition 
of water stewardship, which 
is to use water in a way that is 
socially equitable, environmentally 
sustainable and economically 
beneficial). We continue to develop 
this approach and are working 
towards releasing an in-depth water 
roadmap and strategy in future 
reports.
Within J.Crew Group’s supply chain, 
we’ve identified certain regions 
most at-risk for natural disasters like 
flooding and extreme droughts. We 
are approaching these regions with 
plans to help ensure water is being 
sustainably managed at a local level, 
with a focus on water stresses and 
ecological limits. We’re supporting 
water stewardship projects in two of 
the highest water-stressed regions 
we work in — Vietnam and Texas 
— through a partnership with the 
World Wildlife Fund (WWF) and 
Texan by Nature. We’ve outlined 
additional elements from our plan 
for intervention below. 
WE'RE SUPPORTING WATER 
STEWARDSHIP PROJECTS IN 
TWO OF THE HIGHEST WATER-
STRESSED REGIONS WE WORK 
—  VIETNAM AND TEXAS.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
32

33
65
OUR PROGRESS
In 2021 and 2022, we 
partnered with the World 
Wildlife Fund (WWF) 
– one of the world’s 
leading conservation 
organizations tackling 
issues surrounding 
nature, people, climate, 
and water. WWF assessed 
the geographic and 
operational risks of the 
key mills and factories in 
our supply chain. 
The analysis found that water 
scarcity, flooding, and the need for 
ecosystem restoration were some of 
the most pressing challenges in the 
regions where we work. 
Water Stewardship
Vietnam 
Vietnam is one of the largest 
sourcing countries for J.Crew Group 
and is a priority for our denim 
production, which is highly water-
intensive. Vietnam experiences 
significant water risks, including 
seasonal flooding and decreased 
water quality, and country-
wide water management is often 
inconsistent. According to WWF 
data, the Mekong Delta is at risk of 
disappearing entirely by 2100. As a 
result, WWF has implemented water 
stewardship projects across the 
country to help combat these issues.
In early 2023, J.Crew Group signed 
on as a brand partner to WWF’s 
Mekong & Dong Nai River Basins 
Water Stewardship Program, 
which will begin work in July 2023. 
These two river basins – which 
house about 46 percent of our 
Vietnam production – are vital 
to the livelihoods of millions of 
people and the functioning of local 
ecosystems. We’ve committed to 
a three-year sponsorship of the 
program, which involves water 
footprint reduction within factories, 
sustainable management of shared 
basin water resources, wetland 
preservation, rainwater harvesting, 
and collective dialogue within the 
impacted communities around 
water governance. These projects 
will continue to evolve over the next 
seven years of operation, and we 
look forward to sharing more as it 
gets underway. 
Texas
Through our commitment to 
regenerative agriculture, we’re 
investing deeply in Texas farming 
communities. Through our 
traceability efforts, we have found 
that 40 percent of our cotton is 
coming from the U.S., and almost 
half of U.S. cotton is grown in Texas. 
We know that to maintain these 
lands, we must also invest in water 
– the threatened lifeline of these 
farms. Cotton is Texas’ largest crop, 
but in 2022 Texas harvested just 
half the normal annual yield as 95 
percent of the state faced drought 
conditions and extreme heat. At 
J.Crew Group, 80 percent of the 
acres of land in our U.S. regenerative 
cotton program is based in Texas, 
and we know that too much or too 
little water can devastate our cotton 
availability. 
To combat this, we’re partnering 
with Texan by Nature to engage 
in water conservation work in our 
regenerative farm communities. 
In 2023, we committed $50,000 
to restoration work on producer 
lands and surrounding areas. This 
project will specifically target 
playas — seasonal, wet depressions 
whose porous clay lining helps to 
recharge aquifer function, control 
flood waters, and support wildlife 
flourishment.  This funding covers 
labor and materials for restoration, 
seeds for planting, and incentive 
payments to landowners for the 
acres restored to proper function. 
Supplier Engagement
By 2030, we will engage our top 45 
percent of vendors by spend to 
develop context-based water targets. 
In order to do this, we’ve partnered 
with Apparel Impact Institute 
(Aii), which is also supporting 
our program to engage supplier 
partners to reduce their Greenhouse 
Gas emissions. By selecting Aii as 
our implementation partner, we 
benefit from joint monitoring and 
engagement across carbon, water, 
and chemicals in our supply chain. 
We expect the output of this work to 
include water reduction goals for our 
vendors, wastewater management 
implementation plans, and more 
efficient wash techniques in our 
denim supply chain.
	
80%
of the acres of land in J.Crew 
Group's U.S. regenerative cotton 
program are based in Texas.
$50k
committed to restoration work on 
producer lands and surrounding 
areas in 2023
Wastewater
A holistic water strategy must 
also address the impacts of 
wastewater at the supplier level. 
We recognize that water usage and 
runoff risks are extremely complex 
and interconnected throughout 
the supply chain. Wastewater is 
created through the fabric dyeing 
and garment washing process, and 
without proper wastewater and 
chemical treatment on-site at our 
facilities, there is the risk of this 
runoff contaminating community 
waters. We address wastewater 
through our chemical management 
program and our strategic use of the 
Higg Facility Environment Module 
(FEM). For more information on both 
of these programs, please refer to 
page 35.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

66
WORLD WATER DAY
In celebration of World Water 
Day 2022, Madewell teamed 
up with Cone Denim to create 
limited-edition denim styles 
with teal selvage edges. We also 
donated $10,000 to support 
Water.org’s mission to help 
provide access to safe water 
and sanitation to people in 
need around the world.
Consumer Use
Water conservation does not end 
at garment production. At-home 
garment care is also water-intensive, 
which is why we provide eco-friendly 
wash instructions for our largest 
product categories. All Madewell  
private label denim includes 
responsible care instructions on 
the interior pocket bag, encouraging 
customers to skip throwing in their 
jeans on laundry day to both save 
water and extend the longevity of 
Madewell denim. 
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
34

35
CHEMICAL 
MANAGEMENT
69
OUR APPROACH
We take a multifaceted 
approach to managing 
chemicals in our supply 
chain and on our products. 
This approach ensures compliance 
by setting clear requirements for 
suppliers, implementing a process to 
manage chemical usage, and testing 
to verify compliance. 
Our program begins with our J.Crew 
Group Supplier Code of Conduct, 
which communicates our chemical 
safety requirements and includes 
a requirement to comply with the 
AFIRM Restricted Substances List 
(RSL), which identifies the chemicals 
that are prohibited or restricted 
for use on our raw materials and 
finished products. We are proud 
members of AFIRM, whose mission 
is to reduce the use and impact of 
harmful substances in the apparel 
and footwear supply chain. It does 
so by partnering with retailers, 
suppliers, and manufacturers to 
achieve chemical product safety. In 
order to do business with J.Crew 
Group, all supplier partners must 
sign legal documents warranting 
that finished materials and products 
comply with the AFIRM RSL. These 
include all raw materials, trim, and 
finished goods suppliers.  
We then focus on implementing 
processes to support our partners 
in effectively managing their 
chemical usage so they meet our 
requirements. We include training 
on RSL compliance through the 
J.Crew Group Vendor Onboarding 
program and share trainings that 
are held by AFIRM and through our 
testing labs. The AFIRM RSL also 
contains a risk-based management 
approach, which defines higher 
chemical risks for different fabrics, 
products, and performance types. 
We ensure that suppliers are aware 
of these differences and manage 
their individual chemical use based 
on their specific risks. 
Finally, we verify compliance with 
our chemical management standards 
through our testing program. All our 
supplier partners are required to use 
accredited third-party labs to conduct 
testing of products and components 
of products to monitor compliance 
with global chemical regulations and 
J.Crew Group chemical restrictions. 
Compliance with chemical 
management standards is overseen 
by our Testing and Compliance team, 
who is responsible for ensuring 
that our products meet compliance 
requirements and the strictest global 
standards. Any compliance failure 
results in a mandatory investigative 
process to establish the root cause, as 
well as a corrective action plan which 
must be implemented before the 
product can be released.
To supplement these efforts, 
we ask our strategic Tier 1 cut-
and-sew suppliers and fabric 
suppliers to respond to SAC’s 
FEM so we can assess chemical 
management in our supply chain. 
We are using this data to inform 
the evolution of J.Crew Group's 
chemical management strategy.
In October of 2022, Madewell 
collaborated with long-time mill 
partner ISKO to launch the first of 
its kind bluesign®-approved denim 
made with ISKO fabric. ISKO was 
the first European denim mill to 
achieve bluesign® certification, and 
Madewell’s style was the first to use 
this bluesign fabric in the United 
States. The product launch marked 
a significant achievement in strategic 
collaboration and innovation in the 
denim space. In 2023, we plan to 
launch 13 more styles with bluesign-
approved fabrics. 
13
new styles with bluesign®-approved 
fabrics are planned to launch in 2023
WE ARE PROUD 
MEMBERS OF AFIRM, 
WHOSE MISSION IS TO 
REDUCE THE USE AND 
IMPACT OF HARMFUL 
SUBSTANCES IN 
THE APPAREL 
AND FOOTWEAR 
SUPPLY CHAIN.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

36
SUSTAINABLE 
OPERATIONS
PACKAGING
OUR APPROACH
Plastic is one of retail’s — and the 
world’s — biggest challenges. It is 
estimated that 99 percent of single 
use plastics end up in landfills or 
the ocean, possibly taking up to 1,000 
years to completely break down. 
As part of our sustainable packaging
goal, we are working to reduce 
single-use plastics, phase out 
virgin plastics in packaging and raw 
materials, and partner with the 
industry to find collective solutions. 
In order to tackle our use of 
packaging, we’ve adopted a  
three-prong approach: 
•	 Reduce: We’re working to remove 
the excess use of unnecessary 
packaging. 
•	 Reuse: We’re focusing on 
packaging that can be reused and/
or has an additional value-add.
•	 Replace: We’re replacing plastics 
with innovative, sustainable 
alternatives – like paper or other 
bio-based materials. 
We use packaging throughout our 
business — from protecting goods 
as they ship from our factories to 
helping e-commerce shipments get 
delivered to our customer’s doors. 
We’re actively reducing our packaging 
footprint wherever possible, using 
only what we need while making 
sure items get to customers the 
way they are expected to. 
Many different types of packaging are 
used in the apparel industry – from 
the boxes shipped from our vendors, 
to the foam backings on earrings. That 
is why since 2018, we have worked with 
cross-functional teams to footprint 
our packaging across our logistics, 
points-of-sale, and on products. This 
footprint allows us to identify our 
packaging hotspots and opportunities 
to drive significant impact.  
OUR PROGRESS
Over the past couple of years, we 
have made considerable strides in 
converting our key paper and plastic 
packaging to more responsibly 
sourced materials. However, there 
is more work to do to meet our 2025 
packaging goals. 
Reduce 
Plastic
In 2022, we changed the guidance for 
how to pack and ship orders fulfilled 
from our stores and removed all 
excess polybags from this part of the 
shipping process.
Paper and Corrugate 
We evaluate on-product packaging 
needs based on how our consumers 
are shopping. We do not include 
unnecessary packaging, such 
as hangtags, on products sold 
directly to consumers through our 
e-commerce platform. 
In 2022, Madewell launched its new 
shoebox design – the ship-in-one 
container shoebox. This shoebox 
redesign uses 34 percent less paper 
than a traditional shoebox with its 
shipping box combined. It is made of 
87 percent recycled cardboard and 
13 percent FSC-certified virgin fiber. 
The box was first introduced to all 
Madewell sneakers and will roll out 
to all footwear categories by the end 
of 2023. 
The shoebox represents an exciting 
step in Madewell’s packaging 
reduction goals and highlights the 
collaboration of our technical, testing, 
and distribution center teams to get this 
new shoebox design into production.
Reuse
Corrugate  
We are always looking for ways to 
reuse our corrugate. For one, we make 
a practice of reusing the corrugate 
boxes that arrive at our distribution 
centers, repacking them to ship 
products to our stores and reducing 
the need for new boxes. In another 
example, our distribution centers 
successfully identified a supplier 
selling pre-used boxes that we 
could integrate into our distribution 
system. Initially, there were a few 
challenges with working these 
secondhand boxes into our existing 
infrastructure — for instance, tape 
on the pre-used boxes getting stuck 
in our machinery — but our teams 
were able to find workarounds 
to make the transition happen. 
Replace
Plastic
We have made a big effort to reduce 
the amount of virgin plastic in 
our packaging. Industry-wide, the 
use of polybags – used to protect 
products in transit – is one of the 
most significant packaging challenges 
to solve. We are considering how 
we can reduce this environmental 
impact, while also keeping our 
products protected during shipping 
before they reach the customer. 
We transitioned our polybags to 100 
percent recycled content, avoiding 
the use of over 1.6 million pounds 
of virgin plastic each year. We have 
also transitioned our poly mailers to 
contain at least 50 percent recycled 
content and are currently exploring 
alternatives that will bring us closer 
to our goal of 100 percent recycled. 
We recognize the many impacts of 
plastics, including recycled plastics, on 
our environment, which is why we are 
constantly looking for alternatives to 
traditional plastic, while being mindful 
of the overall lifecycle impacts of 
any new material. For example, we 
are conducting a trial on swapping 
plastic polybags with paper bags for 
all jewelry, and we are hopeful we will 
be able to launch this new packaging 
approach in early 2024.   
Corrugate 
Currently, our corrugate is made 
with a FSC mix or recycled content. 
As corrugate and logistics packing 
makes up an overwhelming 
percentage of our packaging, we are 
continuing to push for opportunities 
to increase recycled and certified 
content. For more information on 
FSC content, please see page 72 in 
the Appendix.
34%
less paper used in our new  
ship-in-one shoebox design
1.6
million pounds of virgin plastic 
avoided by transitioning to  
100% recycled content polybags
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
100% of our packaging 
will be sustainably 
sourced and free 
of virgin plastic
  In progress for 2025
In 2022, 41% of J.Crew Group’s 
paper and plastic packaging 
contained 100% sustainably 
sourced materials.
PLANET

72
STORES
In 2022, Madewell operated 148 
retail stores. Our brick-and-mortar 
locations and our store associates 
are crucial to our sustainability 
initiatives. As the first people that 
our customers interact with, our 
store teams need to stay up to date 
on the sustainability initiatives taking 
place. We engage our store teams 
through an online sustainability 
portal, providing sustainable product 
knowledge each season, hosting 
Sustainability Town Halls throughout 
the year, and equipping our stores 
with back-of-house posters outlining 
our key goals. 
In 2021, we partnered with Recycle 
Track Systems (RTS), a sustainable 
materials management company, 
to perform a waste benchmarking 
audit at 30 retail locations and two 
distribution centers. Last year we 
reported on the results of those 
audits, which found that on average, 
about 63 percent of our waste is 
being diverted through recycling 
streams. We’re now setting out to 
tackle the remaining 37 percent of 
our waste not currently diverted, 
which is largely made up of plastic 
film. 
In early 2023, we kicked off phase two 
of our work to solve this issue and 
implement a polybag diversion pilot. 
The goal of this pilot is to come up 
with a scalable solution for polybag 
collection and proper recycling, 
which we eventually hope to roll out 
to our entire store fleet. This work 
requires innovation and outside-
the-box thinking to address an issue 
that has yet to have a fully scalable 
solution. In partnership with RTS, 
we’re working to promote cross-
industry collaboration, conversation, 
and solution-scaling.
Additionally, in partnership with 
Simon Malls and JC Penny, we 
participated in a pilot at our 
Roosevelt Field Mall where we 
regularly collected our Madewell  
single-use plastics, including 
polybags and poly mailers, and 
brought them to a collection point 
to be recycled. This effort is now 
expanding to other hard-to-recycle 
goods and to new locations. This 
project highlights the need for 
industry-wide collective action in 
order to push this work further, 
and we welcome the opportunity 
to collaborate with other brands on 
these efforts. 
DISTRIBUTION 
CENTERS
Reducing waste is a priority at our 
two distribution centers located 
in Asheville, North Carolina and 
Lynchburg, Virginia.
In 2022, our distribution centers 
diverted a total of 2,238 tons of 
waste from landfills, or 89% percent 
of total waste generated in 2022. 
Additionally, our distribution centers 
identified a recycling partner for 
all polybags, plastic wrap and office 
paper and successfully diverted all 
this material in 2022 to responsible 
recycling streams. All plastic 
garment hangers are recycled at our 
distribution centers as well. 
Some of the additional ways we are 
reducing waste at our distribution 
centers include:
•	 Updating all trash and recycling 
receptacles around the facilities 
for optimal usage
•	 Trialing a PPE glove laundering 
program with Closed Loop 
Recycling to facilitate reuse
•	 Reusing approximately 40 percent 
of inbound boxes for outbound 
shipments at our Ashville facility
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
37

74
HEADQUARTERS
J.Crew Group's headquarters is 
located at 225 Liberty Street in New 
York and is owned by Brookfield 
Properties. Brookfield is a LEED 
Gold Certified Building. LEED-
certified buildings are healthier, 
more productive places, and have a 
reduced stress on the environment 
through energy and resource 
efficiency. We are constantly 
working to drive responsible waste 
management and energy usage at  
our office.
We use Brookfield as a testing ground 
for new office initiatives that have 
the potential to significantly improve 
our environmental impact. These 
include: 
•	 Lighting that automatically re-
balances based on sunlight to 
ensure a consistent working 
environment, while managing 
energy costs. 
•	 Centralized waste disposal that 
brings us in line with New York 
City regulations and leading 
industry practices. We align with 
both industry and city rules 
around waste management, which 
includes where different types 
of bins are placed. We will no 
longer have waste receptacles at 
individual workstations.  
Instead, waste receptacles for 
disposing of packaging materials, 
napkins, and food waste will be 
located primarily in the pantries. 
•	 Recycling receptacles to dispose 
of recyclables including clean 
plastic, non-confidential paper, 
and metal. 
•	 Locked shredding bins in each 
copy room for disposing of 
all documents that contain 
protected health information or 
confidential business/employee-
related material. This paper will 
be recycled after it has been 
shredded. 
•	 Working toward being plastic-free 
by no longer providing disposable 
cutlery in the pantries.
SUPPLY CHAIN
At J.Crew Group, our commitment 
to sustainability extends beyond our 
owned and operated facilities. We 
know we need the cooperation of 
our supply chain partners to meet 
our ESG commitments. This could 
not be done without the strategic 
relationships we have developed 
with our suppliers, who are equally 
committed to having a positive 
impact on the planet. 
Since 2019, we have utilized the 
Sustainable Apparel Coalition’s 
Higg — a sustainability assessment 
tool that standardizes how facilities 
measure and evaluate their 
environmental performance — to 
understand the environmental 
impacts of our supply chain. We 
measure the Higg FEM environmental 
data at the J.Crew Group level, 
which covers facilities that work with 
both Madewell and J.Crew brands. 
In 2022, we collected 149 Higg FEM 
Self-Assessment modules from 
our Tier 1 supply chain partners, 
representing over 83 percent of our 
business (by dollars spent). Some 108 
of those suppliers, representing 60 
percent of our business (by dollars 
spent), also completed a third-
party verification, which provides 
an additional level of assurance 
as to the accuracy of our data. 
We will continue to leverage this 
tool to evaluate the sustainability 
performance of our supply chain and 
contribute to our goals around Scope 
3 emissions and water impacts.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
38

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
39
IN THIS SECTION:
40    RESPONSIBLE SUPPLY CHAIN
41    OUR FACTORIES
43    FAIR TRADE USATM
44    DIVERSITY, EQUITY, INCLUSION & BELONGING
46    ASSOCIATES
49    CUSTOMERS
51    COMMUNITIES
WE’RE PROUD TO CREATE 
OPPORTUNITIES THAT HAVE 
POSITIVE IMPACTS ON OUR 
ASSOCIATES, SUPPLIERS, 
CUSTOMERS AND COMMUNITIES. 
PEOPLE
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40
RESPONSIBLE 
SUPPLY CHAIN
79
OUR APPROACH
At J.Crew Group, we 
believe that fair and 
decent working conditions, 
freedom of opinion 
and expression, and an 
adequate standard of living 
are basic human rights. 
At J. Crew Group we do not directly 
own or operate any factories. We 
are committed to sourcing our 
products in an ethical, responsible, 
and legal manner — and expect our 
suppliers to share these values and 
partner with us to promote better 
working conditions and commit to 
continuous improvement.
Code of Conduct & Compliance
Our Supplier Code of Conduct is 
based on the International Labor 
Organization (ILO) core standards 
and requires compliance with all 
laws in each of the countries in which 
our facilities operate. The Supplier 
Code of Conduct applies to every 
level of our supply chain, including 
all approved subcontractors, 
homeworkers, and sub-suppliers. 
It outlines 15 specific expectations 
related to labor and human rights, 
environment, and fair and honest 
operating standards.
We support our suppliers with 
tools and best practices for safe 
working conditions, including training 
and consultations. Our suppliers 
agree to be monitored by third-
party, independent audit firms to 
ensure ongoing compliance. Most 
inspections are semi-announced, and 
when necessary, fully unannounced. 
All new suppliers are subject to 
inspection and approval before 
any purchase orders are placed. 
The existing factories within our 
supply chain are routinely inspected 
based on their previous compliance 
performance and their overall 
external risk factors. Inspections 
consist of a detailed review of 
documents, private and protected 
worker interviews, and an inspection 
of the facility to assess worker well-
being, health, and safety.
Audits are conducted at a regular 
cadence across all factories 
producing J.Crew Group products. 
The cadence is determined through a 
risk-based approach that is informed 
by past audit performance, with 
lower-performing facilities audited 
more regularly (within six months), 
and higher-performing facilities 
audited less frequently (but no 
longer than 18 months). 
In 2022, we conducted 153 audits 
to assess compliance with our 
Supplier Code of Conduct. We 
uphold rigorous requirements 
and as a result, two factories 
were not approved for production 
based on an unacceptable level 
of compliance. We also ceased 
production in two existing factories 
that did not demonstrate continuous 
improvement based on key 
requirements in our Supplier Code 
of Conduct.
J.Crew Group also accepted 107 
audits conducted by industry 
certification programs or other major 
U.S. retail brands. We reviewed the 
level of compliance and worked 
collaboratively with the program 
or brand to support sustainable 
resolution to the non-compliances.
In 2022, 15 percent of our factories 
achieved top audit ratings, and 
the majority of our factory audits 
resulted in what we consider a “Fair” 
rating, meaning there’s a need to 
implement system or procedure 
changes within six to twelve months. 
10 percent of our factories received 
a rating that required remediation 
within three months to remain a 
J.Crew Group supplier. 
The most common non-compliances 
were health and safety, with an 
average of 7.7 Health and Safety 
issues per audit. Additionally, in 2022 
we had three incidents of verbal 
abuse reported. 
Full audit results are shared with 
all factories after being reviewed 
by both the auditor and the J.Crew 
Group team. 
In all cases, factories must develop 
a detailed Corrective Action Plan 
specific to the issues cited during 
the audit. We provide support as the 
factory actions these plans, with the 
goal and expectation of reaching a 
higher level of compliance by the 
next audit.
We believe it’s important to reward 
our suppliers who have strong 
social compliance performance, 
as determined by adherence to 
our Supplier Code of Conduct 
and measured through our audit 
program. If a factory receives the 
top rating in our audit, J.Crew Group 
absorbs the cost of the audit. We 
believe this action both rewards 
top performers and shows our 
commitment to partnering with our 
suppliers to ensure that our Supplier 
Code of Conduct is met.
To read our Supplier Code of 
Conduct, please refer to page 66  
in our Appendix.
Assessing Country-Level Risk    
J.Crew Group constantly evaluates 
the social compliance risks inherent 
within the countries in which we 
operate. We use this information to 
ensure our compliance program is 
designed to mitigate these country-
level risks, alongside global risks. 
We recognize that these risks may 
change year-to-year, and we assess 
and adjust our programs accordingly. 
For a breakdown of the risks by our 
top 10 production countries in 2022, 
see Appendix page 65. 
AUDIT  
PROGRAM
AUDIT 
COUNT
J.Crew Group 
Program Audit
153
Better Work
63
Other Brand Audits
32
Fair Trade Audit
12
GRAND TOTAL
260
15%
of our factories achieved top 
audit ratings
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80
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
OUR FACTORIES
35
4
1
5
3
12
3
1
4
3
1
1
1
1
7
1
1
2
1
10
23 31
10
6
3
3
91
Sri Lanka
Chiefway Katunayake Pvt Ltd.
Chiefway Pvt Ltd.
FACTORIES WORLDWIDE
266
FAIRTRADE FACTORIES
13
3
2
1
5
4
Saitex International Dong Nai (VN) Co. Ltd
Zhongshan Easy Rich Garment Ltd.
RGM Da Nang One Member Co. Ltd.
Viet Pacific Apparel Co. Ltd.
Lotus Textile & Garment Co. Ltd.
Cambodia 
Meng Yee Garment Manufactory Co. Ltd.
Guatemala
INT S.A.
Jade Garment Manufacturing (Zhuhai) Co. Ltd.
Dongguan Leroy Far East Knitwears Ltd.
Shanwei Wansheng Knitwear Fashion Co. Ltd.
Dongguan Sunrise Knitting Ltd.
China
Vietnam
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42
83
Grievance Mechanism  
for Workers 
We require all production facilities 
to maintain a documented process 
for workers to report complaints or 
grievances, assign a representative to 
manage and track the process, and 
ensure that new workers understand 
and are encouraged to use the 
process. We have also updated our 
grievance mechanism for workers to 
be able to report potential violations 
of our Supplier Code of Conduct 
directly to J.Crew Group. 
We require all factories and mills 
to post a Supplier Code of Conduct 
poster in a location that is accessible 
to workers and in a language that all 
workers understand. At the bottom 
of the poster, we include information 
on how workers can contact J.Crew 
Group. If we receive a grievance, 
we take swift action to address it, 
including an investigation, root cause 
analysis, and a corrective action plan. 
For any grievance that is found to 
have merit, a factory must provide 
proof of remediation. If they fail to 
do so, or do not adequately address 
the complaint, we reserve the right 
to address it through warnings, and 
ultimately termination, depending 
on the severity of the issue. J.Crew 
Group protects workers who report 
alleged incidents of non-compliance 
with our Supplier Code of Conduct.
Worker Well-Being
While Fair Trade USA™ is the 
cornerstone of our Worker 
Empowerment program, we are 
committed to working with partners 
who provide services that support 
worker well-being across our supply 
chain. This could include offering 
childcare facilities, maternity 
benefits, or healthcare services.
Our factories all offer maternity 
and healthcare benefits to their 
workers. In about 25 percent of our 
factories, onsite childcare facilities, 
or equivalent compensation, are 
required by law, and we monitor to 
ensure that these are provided to 
the workers. Three of our factories 
in Bangladesh have also voluntarily 
participated in a “Mothers @ Work” 
program, which focuses on enhanced 
maternity rights protection and 
supporting lactating mothers.      
Forced Labor 
J.Crew Group supports the human 
rights of all people who contribute 
to the production of merchandise in 
our supply chain. One of the most 
challenging human rights issues that 
continues to exist in our industry is 
forced labor. 
We have had no evidence of forced 
labor in our own supply chain. 
However, according to the Mekong 
Club, a nonprofit organization 
that works with its members like 
J.Crew Group to address modern 
slavery and related crimes, there 
are currently over 40 million people 
worldwide who are victims of forced 
labor and 40 percent of these victims 
are in global supply chains. In 2022 
and early 2023, we took the following 
steps to address and avoid forced 
labor in our supply chain:
Published A Human Rights 
Statement
Our commitment to fundamental, 
universal, and inalienable human rights 
applies to our associates, customers, 
and communities, as well as our 
operations and business partners. 
In 2022, we created a Human Rights 
Statement to help our stakeholders 
better understand J.Crew Group’s 
commitment, requirements, and 
accountability to human rights. We 
will continuously strengthen our 
understanding of human rights issues 
in our operations and supply chain, 
and demonstrate this core value in 
how we conduct business. To read our 
statement, please refer to page 68 in 
the Appendix.
 
Updated Our Social Responsibility 
Guidelines
This year, we updated our Social 
Responsibility Guidelines and 
Supplier Code of Conduct to include 
additional language and details on 
our requirements around forced 
labor and child labor. In 2023, we 
require all Tier 1 and 2 suppliers to 
agree to adhere to these guidelines 
as part of our contractual supplier 
agreements. To read our Supplier 
Code of Conduct, please see  
page 66.
Launched Forced Labor Training 
We are a member of The Mekong 
Club, which works across industries 
to address modern slavery risk. The 
organization has helped us enhance 
our human rights efforts by providing 
forced labor training for J.Crew Group 
associates who work with our supply 
chain partners. This detailed industry 
training shares an overview of the issue, 
indicators of forced labor to look out 
for, and why it’s critical to report any 
indication of potential forced labor.
SPOTLIGHT ON U.S. MANUFACTURING
We continue to support U.S. manufacturing by working with 10 factories 
in the United States that produce products for J.Crew Group, including 
a combination of knits, denim, and non-apparel products. While these 
factories are in the United States and under the purview of U.S. Labor 
Laws, these vendors are still subject to the same social compliance due 
diligence as our international factories, including adhering to our Supplier 
Code of Conduct requirements with respect to, among other things, labor 
and human rights, including the use of child or migrant labor. These vendors 
and factories undergo regular audits to confirm their compliance. 
We understand that there are risks in the United States around child 
and migrant labor and design our program to address these risks. As an 
example, we recently conducted additional, extensive assessments of all 
the manufacturing factories in the Los Angeles area producing products 
on our behalf. These recent assessments found that factory owners 
and management were committed to worker rights and complying with 
our Supplier Code of Conduct, and there was no evidence of underage 
workers or any other compliance violations. We also consult with The 
Garment Worker Center, a local Los Angeles garment worker advocacy 
organization, to provide us with a greater understanding of local industry 
risks and due diligence on these important labor topics. 
We are committed to supporting manufacturing in the United States and will 
continue to ensure that those factories are meeting our robust standards to 
protect and empower workers at those factories.
Strengthened Third Party Protocols 
We have updated our Supplier Code 
of Conduct to reflect stronger 
requirements and policies related 
to transparency, forced and child 
labor, freedom of association, 
worker empowerment, and 
subcontracting. In turn, we continue 
to update our Standard Operating 
Procedures (SOPs) for third-party 
audit providers to incorporate these 
changes into our social compliance 
audits. We also collaborated with our 
audit firms to ensure that they are 
aware of and understand the new 
industry regulations that emerged 
in 2022 related to forced labor, as 
well as our more detailed protocols 
related to child labor. 
With global travel resuming in 2022 we 
began, once again, to monitor audits 
conducted on our behalf. In-person 
monitoring allows us to assess 
how closely the in-factory audit 
procedures match our protocols, 
and to better understand the level 
of experience and professionalism of 
the auditors conducting our audits. 
Shadowing audits also provides us 
with the opportunity to educate in 
person, as well as to understand 
opportunities for SOPs and auditor 
training improvements.
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43
In January 2023, we celebrated 
the five-year anniversary of our 
partnership with Fair Trade USATM. 
That’s five years of strengthening 
protections for our workers, 
supporting projects that have uplifted 
communities, and producing products 
our customers can feel good about 
purchasing.
Through our partnership with Fair 
Trade USA, we aim to empower 
workers and ensure fair conditions 
and equal economic opportunities 
for everyone who manufactures our 
products. Over the past five years, 
we have seen the immense impact 
the program has had on the lives of 
the people who work at our factories, 
and that's why we're committed to 90 
percent of our denim collection being 
produced in Fair Trade CertifiedTM 
factories by 2025. 
FAIR TRADE PREMIUMS  
IN ACTION
We’re so proud to provide 
this additional support to 
the workers critical to the 
creation of our products. 
In 2022, Fair Trade factory 
committees across our 
supply chain voted and 
implemented premium 
projects including:
•	 At Saitex, our long-time 
factory partner in Vietnam, 
the committee continued to 
direct premium payments to 
extended health insurance to 
help with treatment fees not 
covered by national health 
insurance.
•	 At RGM in Vietnam, 562 
employees received 
monetary support with 
gasoline bills to help 
alleviate rising gas prices.
•	 At Jade Garment 
Manufacturing in China, 510 
employees received bags of 
rice and cooking oil before 
the Chinese New Year 
Holiday. 
For each product produced in a Fair 
Trade Certified factory, J.Crew Group 
pays a premium that goes directly to 
a fund governed by the people who 
make our clothes. Each factory forms 
a democratically elected committee 
that votes on how the premium is 
spent — past examples have included 
funding a daycare center, building 
an on-site clinic, and receiving 
direct cash bonuses. The employees 
are empowered to organize 
democratically and vote to invest the 
funds in projects they consider most 
important to their unique local social, 
economic, and environmental needs.  
 
Madewell’s partnership with Fair 
Trade USA is key to our People pillar. 
We’re committed to 90 percent 
of our denim coming from Fair 
Trade Certified factories by 2025.  
In 2022, 48 percent of our denim 
was manufactured in a Fair Trade 
Certified factory. This represents a 
four percent reduction in Fair Trade 
Certified denim from 2021.
 
Why the decrease? In the past year, 
we made changes to our sourcing 
strategy meant to uphold the highest 
standard of quality for our denim, 
as well as hone in on the production 
countries that are most important 
to Madewell. While we saw a dip this 
year, we are confident that we will still 
hit our goal of 90 percent Fair Trade 
denim by 2025. To start, 73 percent of 
our denim was Fair Trade Certified  
in our Spring 2023 collection.    
     
13
factories certified across 5 countries, 
including 4 new factories in 2022
5
years of our Fair Trade USATM 
partnership
15,000+
workers benefiting from premium 
projects and worker committees
$2.1m+
contributed in Fair Trade Premiums, 
$918,000 of which was in 2022
90% of our  
denim will be  
Fair Trade Certified™     
   In progress for 2025
In 2022, 48% of Madewell's denim 
was Fair Trade Certified™
PEOPLE
FAIR TRADE USATM
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44
DIVERSITY,  
EQUITY, INCLUSION 
& BELONGING
87
OUR APPROACH
We see you, and we 
welcome everyone. 
When it comes to diversity, we take 
the broadest possible view, including 
seen and unseen qualities. Our 
most essential priority is to build 
and sustain a community where 
our associates, customers, and 
communities feel safe to be their 
most authentic selves. This work 
is constantly evolving and there is 
always an opportunity to push our 
work further, which is why we view 
our DEIB work as “progress, not 
perfection”. 
We’re thinking broadly, shaping the 
future, and working to make a sizable 
impact across the retail landscape 
and beyond. We focus on three 
lenses within our People pillar, with 
our commitment to Diversity, Equity, 
Inclusion, and Belonging (DEIB) 
woven throughout all of our efforts:  
•	 Associates: “Everybody In”
•	 Customers: “Open to All”
•	 Community: “Enable Good”  
Representation
While our overall company 
representation is generally 
indicative of the makeup of the 
U.S. population, we are committed 
to continuing to improve our 
makeup of women and traditionally 
underrepresented ethnicities 
and races at leadership levels.
People Partnerships
Fostering inclusive relationships 
across our value chain provides 
equitable opportunities for diverse 
businesses and has the power to 
create positive socio-economic 
impacts. We remain committed to 
ensuring a diverse supplier base 
in the procurement of goods and 
services. To read more about our 
people partnerships, refer to  
page 59.
Racial & Ethnic Justice
One of our focal DEIB efforts is 
our commitment to work toward 
racial justice. Together we stand 
against racism and for equality for 
all. We believe that Black lives have 
always mattered. We also stand 
clearly opposed to Asian hate and 
violence. We are dedicated to this 
work through partnerships with 
organizations like the American Civil 
Liberties Union (ACLU) and The Asian 
Mental Health Project, and continue 
to hold ourselves accountable as we 
move forward. 
Our culture of belonging is built on 
our belief in inclusion; it means that 
every associate feels safe, embraced, 
and empowered at Madewell. As 
antisemitism rises in the U.S. and 
across the globe, the safety of the 
Jewish community is threatened, and 
it is critical that we stand in solidarity 
and act. In 2022, J.Crew Group 
joined the Anti-Defamation League’s 
‘Shine A Light’ campaign, which 
uses the occasion of Hanukkah to 
create opportunities for education, 
advocacy, and support. We’re 
proud to join this coalition of over 
70 nonprofits and 80 companies 
dedicated to fighting antisemitism 
and hate. 
WE WILL USE THE POWER OF OUR 
BUSINESS TO DRIVE CHANGE BY 
WORKING WITH ORGANIZATIONS, 
BRANDS, AND MAKERS 
FROM UNDERREPRESENTED 
BACKGROUNDS.
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88
OUR PROGRESS
The last three years saw 
a renewed focus and 
commitment to racial 
justice, diversity, equity, 
inclusion, and belonging. 
While 2021 was focused on paving 
the road for our revamped approach 
to Diversity, Equity, Inclusion, and 
Belonging (DEIB), 2022 was about 
honing in further — recognizing the 
interconnectedness of our identity 
and overall wellness. 
Our commitment to DEIB is stronger 
than ever as we initiated a company-
wide DEIB training program, launched 
branded pronoun pins in support of 
LGBTQ+ inclusion, and partnered 
with Open to All’s Retail Charter to 
reduce racial bias in retail. To read 
more about these initiatives, please 
refer to page 68.
Representation
We are proud of the makeup of 
our Board of Directors, which has 
an equal gender balance along 
with strong representation of 
traditionally underrepresented 
ethnicities and races. 
Across the page, you will see a 
breakdown of our gender and 
ethnic/race composition in the 
U.S. at the Board, leadership, and 
total company levels. Each year, 
we are working to push our gender 
and ethnic/race diversity further, 
but we recognize that this is a 
continuous work in progress.  
Data has been compiled 
as of the end of Fiscal Year 
2022 and is representative 
of all of J.Crew Group.
50% Male
50% White
0.4% American Indian or Alaskan Native
7.7% Asian
14% Black or  
African American
12.6% Hispanic or Latino
0.3% Native Hawaiian or  
Other Pacific Islander
3.7% Not identified
4.3% Two or more races
56.9% White
34% Male
23% Male
1%  Unknown/ 
Not identified
50% Female
16.7% Asian
16.7% Black or  
African American
16.7% Hispanic/Latino
66% Female
76% Female
Gender
Ethnicity
Gender
Gender
Ethnicity
BOARD OF DIRECTORS
LEADERSHIP 
(Director level and above)
ALL U.S. EMPLOYEES 
(Total Company) 
13.9% Asian
3.1% Undisclosed
3.1% Black or African American
3.8% Hispanic or Latino
0.7% Native Hawaiian or 
Other Pacific Islander
3.5% Two or more races
71.9% White
Ethnicity
45
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46
ASSOCIATES
91
We believe that 
strengthening diversity 
across race, ethnicity, 
culture, gender, sexual 
orientation, age, and 
physical and mental 
abilities makes Madewell  
more creative and 
successful. 
To advance our talent and business 
strategy, we are investing in culture 
and community-building activities 
in order to create a workplace 
that integrates and leverages the 
uniqueness of each associate.
TALENT ATTRACTION
OUR APPROACH
We are committed to expanding our 
talent pipeline and ensuring our hiring 
managers are ready to bring in new 
employees without bias. 
Our recruiters all hold a diversity, 
equity, and inclusion (DEI) Recruiter 
Certification, which enables them to 
improve our DEI talent practices. We 
have implemented interview guides 
to help counteract unconscious bias, 
enhanced training for hiring managers, 
and applied more robust tracking 
of representation in the recruiting 
pipeline. 
OUR PROGRESS
In 2022, we continued to diversify our 
Talent Attraction team and expand 
candidate pools for all positions, 
including entry-level and internship 
positions. We partnered with two 
talent platforms — Talenya, dedicated 
to engaging diverse candidates, and 
Tallo, dedicated to reaching the next 
generation of Gen Z candidates — to 
further enhance our opportunity to 
diversify our workforce. 
In 2022, we continued to make strides 
in hiring new and diverse talent in 
our home office and stores. We’re 
proud to report that at our New York 
headquarters:
WE HAVE IMPLEMENTED INTERVIEW 
GUIDES TO HELP COUNTERACT 
UNCONSCIOUS BIAS, ENHANCED 
TRAINING FOR HIRING MANAGERS, 
AND APPLIED MORE ROBUST 
TRACKING OF REPRESENTATION 
IN THE RECRUITING PIPELINE.
LEARNING & 
DEVELOPMENT
OUR APPROACH
We invest in our associates’ 
personal and professional growth by 
offering on-site, virtual, and digital 
learning experiences, as well as 
other development resources and 
programs. For example, open jobs are 
always posted internally, and we aim 
to promote from within. 
OUR PROGRESS
Over the past year, we have 
continued to enhance our formal 
and informal offerings to support 
our call to listen and learn from each 
other and experts across different 
communities and experiences. In 
2022, we launched the first-of-its-
kind DEIB Learning Journey across 
the business. This program aims to 
promote greater understanding and 
community around DEIB-related 
topics amongst all our associates. 
73%
of our new hires in 2022 were female 
49%
of our new hires in 2022  
identified as racially diverse 
10%
of our new hires in 2022 were 
returning employees, which may be 
indicative of a work environment 
associates are eager to return to 
56%
of Madewell new hires in our store 
management teams identified as 
racially diverse
RECOGNITION FOR  
OUR EFFORTS
•	 For the fourth year running, 
J.Crew Group achieved a 
100 percent score on the 
Human Rights Campaign’s 
Corporate Equality Index 
– a benchmarking tool on 
corporate policies, practices, 
and benefits important and 
pertinent to lesbian, gay, 
bisexual, transgender, and 
queer employees.
•	 J.Crew Group was ranked 
164th out of the 500 
companies most dedicated 
to diversity, equity, and 
inclusion.
This Learning Journey includes:
•	 DEIB foundational learning and 
values as a part of the new hire/
onboarding process for all 
associates.
•	 Live and asynchronous 
training including collaborative 
learning sessions with PFLAG 
– an organization dedicated 
to supporting, educating, and 
advocating for persons of LGBTQ+ 
identity and their families. This 
includes training on LGBTQ+ 
Inclusion and the use of Pronouns; 
Racial Bias in Retail; and Cultural 
Competence and Allyship.
•	 Asynchronous learning on topics 
including Microaggressions, 
Intergenerational Workforce, and 
Workplace Diversity. Our stores’ part-
time associates received the same 
foundational learnings through  
micro versions called "sparks". 
•	 We developed and launched 
our in-house LGBTQ+ inclusion 
pronoun module as a fully 
interactive option for associates to 
build foundational learning. 
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HOW OUR ASSOCIATES COME TOGETHER
Associate Impact Groups
Associate Impact Groups (AIGs) are associate-led groups that gather based 
on common interests or identities. These provide a safe, welcoming, and 
supportive environment to empower associates and allies across a broad 
spectrum of groups to address their unique needs and perspectives. As 
part of our efforts to build a collaborative and connected community, we 
offer the opportunity to form and participate in AIGs which are open to all 
members of our team. Some of our current AIGs include: 
 
•	 BLACK - An intentional and celebratory space for associates to 
build powerful connections centered on a shared Black identity and 
culture. 
•	 PRIDE - Offers our LGBTQ+ community a chance to gather on a 
regular basis in order to celebrate our diversity together.
•	 WOMEN+ - A platform that strengthens the leadership, power, and 
impact of women & gender minorities at J.Crew Group.
•	 UNIDOS - Amplifying the voices of the Latinx + Hispanic community 
at J.Crew Group.
•	 FAMILY – Support, connection, and engagement for working 
parents, caregivers, and allies at J.Crew Group.
Associate Interest Groups
Associate Interest Groups are organization-side groups that galvanize 
associates around a common interest and help build culture and 
community with each other. From book clubs to sustainability and 
running groups, community clubs are fun ways to connect with 
colleagues from across the business.
EMPLOYEE BENEFITS  
& WELL-BEING
OUR APPROACH
Our employees are one of our most 
important assets. By providing health 
and well-being support and resources 
for them to grow and learn, we strive 
to continue to be a company that 
people love to work for. 
We believe in competitive and 
equitable pay for our associates. 
On a regular basis, Madewell 
conducts compensation studies to 
make sure all associates are paid 
fairly based on their experience, 
skills, position, performance, 
and other objective factors.  
Our benefits help us attract and 
retain impressive talent. Eligible 
associates and their family members 
receive competitive benefits beyond 
typical health insurance. We cover 
annual preventative screenings, 
smoking cessation and weight-loss 
support, and fitness discounts. 
We are committed to creating an 
equitable space for our LGBTQ+ 
associates. Transgender services are 
covered under the PPO and CCP 
medical plans just like any other 
medical condition, based on the type 
of service received. We also offer a 
robust 401(k) plan with a company 
match, Flexible Spending Accounts, 
Healthcare Savings Accounts, 
financial literacy classes, and 
commuter benefits. 
Paid-time off is crucial to managing 
the personal lives of our employees. 
We offer paid-time off, generous 
paid parental leave for all parents 
(mothers and fathers, biological, and 
adoptive), and flexible leave policies 
for other life moments. 
We understand that our associates 
face the demands of juggling work, 
personal, and family obligations, 
and we are committed to helping 
associates feel empowered to 
perform their best every day. That’s 
why we designed our Workplace 
Flexibility Policy to help associates 
reach both their professional and 
personal goals, as well as maintain or 
even enhance their productivity. The 
Policy outlines the requirements and 
expectations for eligible associates to 
participate in hybrid as well as fully 
remote work plans, recognizing the 
unique situations of each individual. 
We have also implemented a four-
and-a-half-day work week, which 
gives eligible HQ associates the 
chance to take half-day Fridays all 
year to prioritize their physical and 
mental well-being.
WOMEN+ AND  
TECH@JCG 
PARTNERSHIP:  
KODE WITH KLOSSY
Founded by supermodel and 
tech enthusiast Karlie Kloss, 
Kode With Klossy is focused 
on breaking down barriers in 
tech by offering scholarships to 
young women, trans, and non-
binary individuals at coding 
bootcamps across the country. 
The WOMEN+ Associate 
Impact Group, the Tech@JCG 
department and our DEIB team 
came together to sponsor a 
Kode With Klossy camp, hosting 
30 scholars in August 2022. 
During the camp, the scholars 
worked from our New York 
headquarters, met with CEO 
Libby Wadle, and presented 
their projects to J.Crew Group 
leaders.
OUR PROGRESS
Our goal is to make space for the 
total well-being of our associates. 
In 2022, we continued dedicating 
resources to provide our community 
with effective tools to support a 
healthy balance between work and 
life, and to holistically improve stress 
management. 
In 2022, J.Crew Group also expanded 
family-friendly benefits beyond 
just fertility, adding adoption and 
surrogacy support to the mix of our 
family planning benefits. To ensure 
we are being as inclusive as possible 
when thinking of new benefits, this 
benefit also includes our LGBTQ+ and 
single prospective Madewell parents. 
Transgender services are covered 
under the PPO and CCP medical plans 
just like any other medical condition, 
based on the type of service received.
We regularly harness the power of 
open conversation with community 
discussion forums, where associates 
can share personal experiences, 
observations, and thoughts around 
DEI-related topics. In 2022, we hosted 
sessions connected to associates’ 
identity, mental wellness, and 
emotional care. These events were 
highly successful, generally bringing 
together 50 associates per session. 
These sessions included a Black 
Healing Circle, Parent Healing Circle, 
Embracing Cultural Confidence®: 
Intersecting DEI and Mental Health, 
and Embracing Cultural Confidence: 
Mindfulness – A Cultural Balance of 
Embracing Authentic Self-Care.
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47

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
CELEBRATING  
DIVERSE IDENTITIES 
OUR APPROACH 
Our company is committed to 
a workplace where everyone is 
respected and treated professionally. 
Harassment of any form is not 
tolerated, including but not limited 
to, harassment on the basis of race, 
color, ancestry, national origin, 
religion, sex, marital status, age, 
sexual orientation, gender identity 
or expression, a legally protected 
physical or mental disability or 
any other basis protected under 
applicable law. 
To prevent or mitigate potential 
negative impacts, we maintain an 
Open Talk Hotline that is available 
to all associates globally and 
provides an anonymous way to 
report suspected illegal or unethical 
conduct observed, discovered, or 
experienced in the workplace. Our 
dedicated Associate Relations team 
was created in 2021, and it specializes 
in investigating discrimination claims 
and ensuring a positive workplace 
environment for all associates. 
Associates also complete mandatory 
annual training to ensure compliance 
with various national, state, and local 
requirements.
OUR PROGRESS 
J.Crew Group continues to recognize 
and celebrate key dates throughout 
the year with robust internal 
programming to honor the diversity 
of our community and create space 
for our teams to come together 
in a variety of different ways. This 
includes recognizing and celebrating 
months like Black History Month, 
Women’s History Month, Asian 
American and Pacific Islander (AAPI) 
Heritage Month, Pride Month, and 
Hispanic Heritage Month.
In 2022, we:
•	 Continued our support of 
LGBTQ+ inclusion with the 
launch of branded pronoun 
pins. We also continued adding 
pronoun requests to employment 
applications, onboarding 
processes, and email signatures in 
an effort to ensure that all gender 
identities are welcomed.
•	 Continued to refresh our 
holiday calendar to promote 
representation and celebrate 
the range of holidays important 
to our employees, including the 
opportunity for all associates to 
recognize the day that is most 
meaningful to them with a Floating 
Holiday in addition to our standard 
paid-time off holidays.
•	 Updated our inclusion calendar to 
include 46 days of recognition that 
are acknowledged and celebrated 
throughout the year. We ask 
our associates to consider these 
dates when scheduling training, 
deadlines, meetings, and events 
to ensure individuals are not 
excluded or pressured unfairly to 
attend certain events. We ask our 
associates to:
	
— Provide options for taking 
time off for employees who 
celebrate religious/holy days.
	
— Consider that some holidays 
involve fasting or other dietary 
restrictions when planning 
meetings or events that include 
food.
	
— Allow time for associates to 
participate in heritage or history 
month events, or other cultural 
days with speakers, displays, 
and educational activities.
Advocacy Efforts
Pregnant Workers Fairness Act
Last year, J.Crew Group supported 
our partners at the American Civil 
Liberties Union (ACLU) and their 
fight for the Pregnant Workers 
Fairness Act. The Act is meant to 
eliminate discrimination and ensure 
workplace accommodations for 
workers with known limitations 
related to pregnancy, childbirth, 
or a related medical condition. 
We’re proud to have fought for this 
legislation, which was passed by 
Congress with sweeping bi-partisan 
support at the end of 2022. 
In addition, Madewell made a $25,000 
contribution to the ACLU’s Women’s 
Rights Project, which works to 
address educational and economic 
barriers for women and to end 
gender-based violence.
Don’t Ban Equality
In 2021, J.Crew Group signed onto 
the Don’t Ban Equality statement 
that was created in response to bans 
restricting comprehensive access 
to reproductive healthcare in Texas 
and across the country. More than 
800 businesses have signed on to 
this initiative, raising awareness 
about how these bans go against 
company values to promote equity 
in the workplace and put employees, 
businesses, and communities at risk.
OUR COMPANY IS 
COMMITTED TO A 
WORKPLACE WHERE 
EVERYONE IS RESPECTED 
AND TREATED 
PROFESSIONALLY.
$25,000
contributed to ACLU's Women's 
Rights Project, which advocates for 
the freedoms of all people 
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
48

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
CUSTOMERS
97
OUR APPROACH
We believe in intentional 
inclusivity, purposefully 
opening our aperture to 
include and represent all; 
from size and shape, to 
race, ethnicity, religion, 
gender, age, ability, and 
sexual orientation.  
Our three focus areas are Product, 
Marketing, and Customer Experience. 
Product
We’re passionate about what 
we make and how we make it, 
uncompromising in our high 
standards of quality, fit, inspiration, 
and style. Inclusivity is never passive 
or an afterthought, it’s an essential 
part of our brand that aligns with 
our values of redefining beauty and 
leaning into personal identity as a 
means of creative expression.
Marketing 
We’re re-shaping the narrative, 
creating a real, open, and expansive 
interpretation of the modern 
moment — embracing inclusivity and 
creativity, celebrating the collective 
and individual identity, and setting 
ourselves forward on a path of 
discovery. 
Customer Experience
We’re designing and implementing 
actions that mitigate racial bias 
from the customer experience 
and foster inclusive shopping 
experiences for all, celebrating 
all identities they hold. 
One of the ways we honor this 
commitment is through our 
partnership with and support of the 
Mitigate Racial Bias in Retail Charter 
(the Charter), a multi-stakeholder 
collaboration initiated by Open to 
All that aims to implement tactics 
and actions to reduce racial biases 
from the shopper experience and 
create an environment that is 
truly open to all. Starting with the 
Charter, this growing collaboration 
also includes the development 
of training materials and an 
annual in-person convening. 
As a founding signatory of the 
Charter, we and other participating 
retailers acknowledge that racially 
biased and unfair treatment exists 
broadly in our society and has 
an impact on the experience of 
shoppers. As an early signatory, 
we have pledged to design and 
implement actions that mitigate 
racial bias from the shopping 
experience, help foster inclusive 
shopping experiences for all, 
and work together to share 
best practices across the retail 
industry to drive change. 
We show the Open to All decal in all 
stores, indicating that we maintain a 
welcoming and safe environment for 
people regardless of race, ethnicity, 
national origin, age, sex, sexual 
orientation, gender identity and 
expression, military status, immigration 
status, religion, or disability.  
The customers that shop our products, 
the employees that make it possible, 
and the partnerships that increase our 
impact, are all crucial to the success 
of our business. We’re growing our 
associate volunteer program, connecting 
customers with nonprofits we admire, 
and creating opportunities to give back 
in the communities where we live and 
work. We are achieving these efforts 
through philanthropy and giving, 
volunteerism, and corporate matching.
Throughout the year, we team up 
with organizations across the country 
that are aligned with our values and 
connect our customers to their 
missions. We support their work 
through monetary donations as a 
portion of a product purchase or by 
collecting physical items like coats 
and clothing. 
This Business Is
www.OpenToAll.com
To learn more, visit
Trimmed
Mockup
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
49

50
OUR PROGRESS
This year, we honed in 
on racial bias training 
within our stores and 
strengthened our 
responsiveness to in-
store feedback.
We implemented the first phase of 
customer-specific training developed 
in partnership with Open to All and 
its charter companies by rolling out 
a training program called Reducing 
Racial Bias in Retail. The training 
was built to reduce bias against 
BIPOC customers across the entire 
retail industry and provides retail 
associates with specific actions to 
foster inclusive shopping experiences 
for all.
Additionally, we developed an initial 
internal response mechanism to 
review customer feedback across 
cross-functional teams. Armed with 
this feedback, the DEIB team and 
DEIB council are better equipped 
to support strategic initiatives to 
deliver best-in-class service across 
customer-facing functions.
In 2022, our Charlottesville, Virginia, 
Madewell store hosted the first-ever 
non-binary gender-inclusive Queer 
styling event. The private event was 
attended by a group of community 
members who enjoyed exploring 
their personal style with the support 
of the Madewell team.
WE HAVE PLEDGED TO DESIGN 
AND IMPLEMENT ACTIONS 
THAT MITIGATE RACIAL 
BIAS FROM THE SHOPPING 
EXPERIENCE, AND HELP 
FOSTER INCLUSIVE SHOPPING 
EXPERIENCES FOR ALL.
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51
COMMUNITIES
OUR APPROACH
We are proud to be 
able to stand up for and 
support causes that are 
aligned with our values.  
Throughout the year, we partner 
with organizations across the 
country and find creative ways to 
support their missions — whether 
that’s through monetary donations, 
collaborating with them on exclusive 
collections, hosting events, or 
volunteering. 
Our strategy is built on the belief 
that associates and our customers 
are our most powerful agents 
for change. That’s why we have 
developed J.Crew Group Cares, a 
program that creates opportunities 
for our company, associates, and 
customers to give back. 
This program includes strategies for 
corporate giving and philanthropic 
engagement, in-store giving events, 
associate volunteerism, our “You 
Give, We Give” associate matching 
fund, and our newly-launched 
J.Crew Group Associate Care Fund.
Our approach to giving is woven 
into both our internal associate-
facing commitments, as well as our 
customer-facing cause marketing 
strategy. Each year, we develop a 
strategic partnership plan for the 
year ahead, ensuring that it has 
enough flexibility to allow us to 
respond to national events that need 
our urgent attention. We encourage 
our stores to host events where a 
portion of the proceeds are donated 
to local charitable organizations, 
and we give store associates the 
freedom to focus those events on 
the initiatives that will best resonate 
with their communities. 
We also empower our associates 
to support the causes important to 
them through our J.Crew Group 
Cares associate volunteer program 
and our “You Give, We Give” 
matching fund. Associates who have 
contributed their own money and/
or volunteer time to a nonprofit are 
encouraged to submit a request for 
a cash or a time donation match on 
their behalf from J.Crew Group to 
the charity of their choice.
OUR PROGRESS
From civil unrest across 
the globe, to threats to 
reproductive freedoms, 
to increases in devastating 
natural disasters — 2022 
presented a number of 
unique challenges for the 
communities in which we 
work. 
We teamed up with organizations 
that Do Well all over the country 
(and world).
In-Store Giving Events
Our Madewell stores hosted 197 
events, generating over $132,000 in 
cash donations for our charitable 
organizations. Some of these in-store 
events and volunteer opportunities 
included working directly with local 
ACLU chapters to reinforce our 
commitment and ACLU’s mission to 
maintain and advance civil liberties 
for all. 
Our stores hosted many other 
events, generating close to $200,000 
in cash donations for our charitable 
partners. At one of these events, our 
Madewell and J.Crew store teams 
in the Boston, MA, area partnered 
together for a river cleanup with the 
Charles River Watershed Association. 
Associate Volunteer Program
In 2022, over 900 J.Crew Group 
associates participated in volunteer 
events, supported over 300 charities, 
and volunteered over 2,500 hours. 
Some initiatives we’re especially 
proud of include: 
•	 Over the holidays at our New 
York Headquarters, J.Crew Group 
partnered again with NYC Services 
and their secret snowflake 
initiative, which anonymously 
paired our associates with children 
in need of Holiday gifts. Our 
associates helped spread joy to 
over 200 children in need. 
•	 For the fifth year in a row, 
our Customer Care team in 
Lynchburg, VA, participated in the 
Girls On The Run! 5K Race to drive 
funding to empower young girls. 
“You Give, We Give”  
Associate Matching Fund
Our associates largely drive 
local giving in their stores and 
communities, hosting local events 
and making their own contributions 
to nonprofits through our matching 
fund. In 2022, J.Crew Group matched 
over $80,000 in associate matching 
requests. The top charities our 
associates chose to personally 
support included The American 
Red Cross, The Grace Institute, St. 
Jude Children’s Hospital, Juvenile 
Diabetes Research Fund, and the 
National Network of Abortion Funds.   
J.Crew Group Associate  
Care Fund
Just launched in August 2022, the 
J.Crew Group Associate Care Fund 
was created to help our associates 
who are in need of immediate 
financial assistance following an 
unforeseen disaster or hardship. In 
2022, we distributed approximately 
$70,000 in grants to associates 
unexpectedly dealing with a death, 
natural disaster, or serious illness.
“THERE ARE TIMES WHEN 
LIFE’S CHALLENGES CAN SEEM 
OVERWHELMING FINANCIALLY, 
BUT KNOWING ABOUT SUCH A 
PROGRAM CAN EASE THE STRESS 
OF THOSE LIFE-CHANGING 
OBSTACLES. THE GRANT PROVIDED 
BREATHING ROOM SO I CAN 
FIGURE OUT NEXT STEPS.” 
– J.CREW GROUP ASSOCIATE
$1m
in charitable donations 
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52
Causes We Care About
In 2022, J.Crew Group gave $1 million 
in charitable cash donations to our 
nonprofit partners through cause 
marketing partnerships, product 
collaborations, and responsive aid 
assistance. 
The American Civil Liberties Union
Madewell began supporting the 
American Civil Liberties Union 
(ACLU) on International Women’s 
Day in March 2020. Since then, we 
have launched multiple products 
supporting LGBTQ+ and voting rights, 
and are proud to have donated over 
$1,000,000 to bolster their ongoing 
mission to protect and advance civil 
liberties for all. The ACLU continues 
to lend its expertise on additional 
issues that are priorities for J.Crew 
Group and our community.  
Dirty Soles
Madewell is excited to announce 
our partnership with Dirty Soles. 
Founded by an entrepreneurial 
couple with a background in 
footwear production, Dirty Soles is 
an after-school vocational training 
program for students in the Newark 
Public School System. The Madewell 
team visited Dirty Soles in New 
Jersey at the Newark School of 
Fashion and Design and was inspired 
by the program's work, practically in 
Madewell's backyard, and donated 
$16,000 to support a new sample 
room where the students can 
practice their skills. 
The Madewell cross-functional 
team, including design, production, 
merchandising, and tech members, 
spoke with the Dirty Soles students 
about all that goes into creating 
a pair of Madewell sneakers. The 
students designed their own MWL 
Court Sneakers and pitched their 
product idea back to the Madewell 
team. The visit was extremely 
inspiring, and Madewell plans to 
continue to partner with Dirty Soles 
to inspire the next generation of 
footwear creators. 
15% of our third-
party vendors will 
be Black-owned 
businesses by 2022
  Goal reached in 2022!
In 2022, 15% of Madewell's 
third-party vendors were 
Black-owned businesses.
PEOPLE
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104
Fifteen Percent Pledge
Since its launch in 2020, we’ve been 
committed to the Fifteen Percent 
Pledge – an organization pushing our 
country towards a more equitable 
economic future for Black people. 
The pledge ensures a minimum of 15 
percent of our third-party vendors 
are Black-owned businesses. Since 
taking the pledge, we’ve been diligent 
about working with Black businesses. 
In 2022, we met our goal to have at 
least 15 percent of our third-party 
vendors be Black-owned businesses. 
This work does not stop here, and we 
will continue to partner with Fifteen 
Percent Pledge to ensure diversity is 
reflected on our shelves. 
By the end of 2022 Madewell  
also increased: 
•	 Collaborations with Black 
designers, artists, and Black-
owned brands like La Réunion and 
Walker Noble.
•	 The share of Black makers and 
small businesses within our 
long-standing Hometown Heroes 
program – aiming to have each 
class made up of 15 percent Black 
makers.
•	 The share of Black-owned 
businesses featured in our Labels 
We Love program, which sells 
third-party brands on our website. 
As of 2022, we represent 48 Black-
owned business brands under the 
Labels We Love, an increase of 13 
percent from 2021. 
Hometown Heroes Community  
and Collective 
Our Hometown Heroes Community 
program was launched in 2010 to 
support local communities by giving 
artists and makers the opportunity 
to sell their goods at Madewell. 
Since its launch 10 years ago, this 
program has become a foundation of 
Madewell — we now host thousands 
of Hometown Heroes events in 
stores each year. 
In 2019, we launched our Hometown 
Heroes Collective program with 
our nonprofit partner Nest – an 
organization that is building a new 
handworker economy to increase 
global workforce inclusivity, improve 
the well-being of women beyond 
factories, and preserve important 
cultural traditions across the world. 
Four times a year we select artisans 
and provide them with a platform 
to sell their small-batch goods. Our 
Hometown Heroes not only get 
exposure and a new sales channel, 
but they also get professional 
photography, mentorship, and access 
to development grants. In 2022, we 
had four classes on the marketplace 
representing 46 small businesses.
A FIRESIDE CHAT WITH 
THE FIFTEEN PERCENT 
PLEDGE 
Over 300 associates were 
invited to join a fireside chat 
with our CEO Libby Waddle 
and Aurora James, founder 
of the Fifteen Percent Pledge. 
During the conversation, 
Aurora shared the story of 
how the Pledge came to be, 
the importance of Madewell’s  
partnership, and her vision for 
the future. 
HOMETOWN HEROES 
SPOTLIGHT:  
MEET KATIE DEAN 
Katie Dean launched as part 
of Hometown Heroes’ 10th 
collection and garnered a 
hugely positive response from 
our customers. Katie went 
on to become a Labels We 
Love marketplace vendor and 
created an exclusive necklace 
for Madewell that launched 
as part of our holiday gifting 
assortment. Katie continues 
to be part of the program 
and offers mentorship to 
new Hometown Hero class 
members. 
53
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

A YEAR OF GIVING
Here’s a timeline of Madewell’s  
charitable partnerships in 2022.
MARCH
WORLD WATER DAY 
Madewell donated $10,000 
to Water.org to celebrate 
World Water Day. We’re 
proud to support Water.
org’s vision of safe water 
and sanitation for all.
APRIL 
EARTH MONTH 
We continued our 
partnership with the 
Natural Resource Defense 
Council (NRDC) to create 
limited-edition totes 
made from recycled 
post-consumer plastic. 50 
percent of the purchase 
price from the totes’ sales 
was donated to support 
NRDC’s mission to combat 
climate change.
MAY 
ASIAN AMERICAN 
AND PACIFIC 
ISLANDER (AAPI) 
AND MENTAL HEALTH 
AWARENESS MONTH
In honor of AAPI month, 
we highlighted Doris Ho-
Kane on our social media 
and blog. We profiled Doris 
as an advocate for Asian 
Pacific Islander women and 
gave her the opportunity 
to pick an organization to 
support. Doris suggested 
Heart of Dinner, and we 
donated $10,000 to support 
the AAPI community.
EVERYTOWN FOR 
GUN SAFETY 
We also work to quickly 
respond to the most 
challenging events that 
impact our country. For 
instance, last May, in 
response to the Texas 
shooting, J.Crew Group 
donated to Everytown for 
Gun Safety – an organization 
fighting to end gun violence. 
JUNE 
PRIDE MONTH 
WITH THE ACLU 
In June, we launched our 
Pride collection with 50 
percent of the proceeds 
donated to support 
the ACLU and LGBTQ+ 
community, totaling a 
donation of $95,333.
JULY 
PARKS PROJECT
In July, we partnered 
with the Parks Project to 
celebrate Zion National 
Park. To help preserve 
the natural habitat there, 
Madewell and the Parks 
Project collectively 
donated $20,000 to Zion 
National Park Forever 
Project. 
SEPTEMBER 
CLIMATE WEEK
In honor of climate week, 
Madewell teamed up with 
NRDC to share ways we 
can all make a difference. 
In addition, we donated 
$10,000 to support NRDC’s 
mission of ensuring the 
rights of all people to 
clean air, safe water, and 
healthy communities.
NATURAL DISASTER 
RESPONSE 
In September, in response 
to Hurricane Ian, J.Crew 
Group matched all 
associate donations to 
support the delivery 
of food, clean water, 
medicine, and emergency 
relief supplies to those 
who needed it most. 
Internally, we supported 
58 associates recovering 
from the damage of 
Hurricane Ian, through 
our J.Crew Group 
Associate Care Fund.
OCTOBER 
BREAST CANCER 
AWARENESS 
MONTH
This year, Madewell 
partnered with the 
Breast Cancer Research 
Foundation (BCRF) to 
support its mission of 
preventing and curing 
breast cancer by 
advancing the world's 
most promising research. 
We partnered with BCRF 
on a nine-piece collection 
with 50 percent of each 
piece’s purchase price 
donated to BCRF. In total, 
Madewell has donated 
$195,000 to BCRF's 
mission.
NOVEMBER - DECEMBER 
NO KID HUNGRY 
For Thanksgiving 2022, we 
continued our support of 
No Kid Hungry and donated 
$100,000 to help end 
childhood hunger. Since 
2020, we have raised more 
than $398,000 and helped 
to provide 3.9 million meals 
to kids in need.
JANUARY 2023 
KULE X NATIONAL 
NETWORK OF 
ABORTION FUNDS 
In January 2023, Madewell 
teamed up with NYC-
based brand, Kule, to 
create limited-edition 
tees and sweatshirts to 
commemorate the 50th 
anniversary of Roe vs. 
Wade. A full 100 percent of 
the sales of each style was 
donated to the National 
Network of Abortion 
Funds in support of its 
mission to remove financial 
and logistical barriers to 
abortion access.   
54
JUNETEENTH  
WITH WELL READ 
BLACK GIRL
We celebrated Juneteenth 
by featuring Cafe Con 
Libros – a Black-owned 
bookstore – and donating 
$10,000 to Well Read Black 
Girl. Well Read Black Girl 
is a book club dedicated 
to Black women writers 
and aims to showcase 
the universality of Black 
women through literature. 
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HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
55GOVERNANCE
IN THIS SECTION:
56    ESG GOVERNANCE
57    STAKEHOLDER ENGAGEMENT
57    ETHICAL BUSINESS PRACTICES
58    TRANSPARENCY
59    OUR PARTNERS
AT MADEWELL WE VALUE
QUALITY AND INTEGRITY IN 
EVERYTHING THAT WE DO, FROM 
THE MERCHANDISE WE OFFER
TO THE CORPORATE GOVERNANCE 
PRACTICES THAT GUIDE US.
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56
ESG GOVERNANCE
Strong Environment, 
Social, and Governance 
(ESG) practices are 
an important way to 
safeguard businesses 
from future risks, create 
value, and build trust 
and accountability with 
external partners.
Our ESG work is led by our internal 
ESG Steering Committee, which 
is co-chaired by our Chief Legal 
Officer and Senior Vice President 
of Corporate Sustainability. It also 
includes representatives from the 
leadership levels across Human 
Resources; Diversity, Equity, 
Inclusion & Belonging; Legal; Social 
Compliance; Sourcing; Information 
Technology Finance; Facilities; Supply 
Chain; and Marketing. This group 
meets quarterly to review projects, 
track progress, and set priorities for 
ESG work moving forward. 
The ESG Steering Committee 
presents any ESG updates and high-
level decisions to the Executive 
Council, which consists of our Chief 
Executive Officer, Chief Operating 
Officer, Chief Finance Officer, Chief 
People Officer, Head of Strategy 
and Chief Legal Officer. This group 
approves new goals, budgets, and 
priorities for the organization. It also 
prioritizes information to be shared 
with the Board of Directors (BOD).
Board Oversight and Partnership 
on ESG Initiatives
We hold quarterly Board meetings, 
alongside routine business meetings 
and monthly Board calls. The Board 
is provided with regular updates, as 
well as presented new key initiatives, 
for feedback and approval when 
warranted. The Board reviews and 
approves the annual ESG report prior to 
its publication. 50 percent of our Board 
are women and 50 percent self-identify 
as members of underrepresented  
racial and ethnic groups. 
The BOD’s oversight responsibilities 
include reviewing the company’s 
corporate sustainability strategy, 
ensuring board diversity in all 
of its forms, board structure, 
corporate governance, and assigning 
ESG-specific responsibilities and 
delegating authority of oversight 
to its committees. Within the BOD 
structure, ESG responsibilities will 
also fall under the Audit Committee 
and compensation committee. These 
topics include, but are not limited to, 
the following: 
Responsibility and accountability 
of our efforts is managed across 
multiple teams. Across J.Crew 
Group, there are also teams whose 
compensation and performance are 
tied directly to ESG goals: 
•	 Environment: Our dedicated team 
focused on our environmental 
programs and policies, which 
consists of an SVP of Sustainability 
and seven team members based 
in the U.S. and Asia who hold a 
variety of positions that range 
from Senior Director to Assistant. 
This team is led by the SVP of 
Sustainability/SVP of Madewell 
Sourcing, who reports directly to 
our CEO. 
•	 Social (Compliance): Our 
dedicated team focused on 
the social responsibility of our 
supplier community, which 
includes team members in the 
U.S. and Asia who report directly 
and indirectly to J.Crew Group’s 
Legal Department. This group 
is responsible for managing our 
approach to ethical sourcing and 
compliance and reports regularly 
to leadership including our Chief 
Sourcing Officer. 
•	 Social (DEIB and HR): Our People 
work is led by our Chief People 
Officer, who has teams dedicated 
to HR, DEIB, Associate Relations 
and Charitable Giving, and reports 
to our CEO. 
DEI Council
We believe that integrating Diversity, 
Equity, and Inclusion into our 
approach to people management and 
leadership, and holding those with 
position and power accountable, 
will create a community and a 
culture that builds belonging, drives 
engagement, and grows talent. 
Clear governance is important to 
ensure the effectiveness of our 
DEI strategies and programs. To 
hold ourselves accountable to our 
commitments, we created a cross-
sectional DEI Council in 2021 with a 
charter to provide oversight to our 
work and align our business goals 
with our DEI strategy. The Council 
integrates the Diversity, Equity, and 
Inclusion blueprint into a broader 
business strategy, centers the 
work, assesses effectiveness and 
champions progress.  
The DEI Council is led by our Chief 
People Officer who is Council Chair, 
and our CEO Libby Wadle, who is the 
executive sponsor. Council Members 
include leaders from across our 
Marketing, Stores, Merchandising, 
Supply Chain, Operations, 
Technology, and Talent departments. 
Environmental impact of J.Crew 
Group, including measurement, 
controls and reporting
Business Ethics & Integrity
Privacy & Data Security
Anti-Corruption & Bribery
Supply Chain Labor Practices
Assessing ESG-related risks
AUDIT COMMITTEE
Associate diversity, equity & belonging
Executive Compensation
Associate health & safety
COMPENSATION COMMITTEE
Co-chaired by Chief Legal Officer  
and SVP of Corporate Sustainability  
and comprised of 
representatives from:
Sustainability  
HR
Legal
Social Compliance
Production/Sourcing
HK Sourcing
IT
Finance
Facilities
Supply Chain
Communications/Marketing
BOARD
EXECUTIVE COUNCIL  
(CEO, COO, CFO, CPO CLO)
ESG STEERING COMMITTEE  
(Senior Leadership Steering Committee)
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
57
STAKEHOLDER 
ENGAGEMENT
To truly integrate ESG 
into our business, we 
recognize the need to 
engage a wide range of 
stakeholders in  
our work. 
We activate company leaders 
through avenues like our ESG 
Steering Committee, and we 
communicate with all associates 
through a quarterly Corporate Social 
Responsibility (CSR) Newsletter, 
sharing progress on our initiatives 
as well as upcoming CSR events. 
We regularly seek input from a wide 
range of employees when developing 
and implementing our ESG strategy, 
recognizing that all parts of the 
business have a role to play in 
advancing our critical goals.  
We engage our suppliers through 
vendor summits, where we share 
updates on our ESG goals and 
strategy and solicit feedback on 
our work. When bringing on a new 
vendor, we share information on 
our ESG work and discuss ways to 
support one another in achieving our 
shared goals.
We actively seek customer feedback 
on our ESG efforts as well. We 
annually survey our customers to 
determine which ESG issues are 
most important to them, and we 
use those results to help inform our 
strategy. We engage with customers 
individually through our team 
email account dowell@madewell.
com and pay close attention to our 
customers’ questions and make sure 
we are addressing their concerns. 
We are also active members of 
multi-stakeholder organizations 
such as Textile Exchange, the 
Fashion Pact, and the Sustainable 
Apparel Coalition, and contribute 
to and learn from the dialogues and 
expertise of these groups. 
We also know it is critical to get 
input from our internal associates. 
We do this through ongoing updates 
and engagements, and through 
formalized programs such as our 
home office Sustainability AIG. The 
Sustainability AIG meets monthly to 
discuss new sustainability initiatives 
and plan events to engage all 
associates. 
This is Madewell’s fourth ESG 
report, which demonstrates 
our commitment to reporting 
transparently on our environmental 
and social impacts, and on our 
progress towards ESG goals. We 
intend to publish ESG reports 
annually to continue to share 
progress. This report references the 
SASB reporting framework and GRI 
standards and covers all prioritized 
material ESG topics following our 
first formal materiality assessment 
(see the materiality section on page 
12 for more details).
ETHICAL BUSINESS 
PRACTICES
Our Code of Ethics 
and Business 
Conduct (“Code of 
Ethics”) provides 
the fundamental 
underpinning for our 
ethical and compliant 
conduct for associates. 
The Code of Ethics defines the way 
we do business worldwide and serves 
as a guide to help associates make 
responsible and prudent business 
decisions. Each of us is responsible 
for ensuring that the highest 
standards of conduct are upheld 
and encouraged. While the Code 
of Ethics applies to our associates 
and our Board of Directors, we also 
expect our suppliers to behave in a 
manner consistent with our Code 
of Ethics. You can view our Code 
of Ethics on our investor relations 
webpage.
Cybersecurity and Privacy
J.Crew Group takes its 
responsibilities related to customer 
data seriously, and we have put 
into place a wide range of technical 
and organizational measures to 
help protect customer data and to 
maintain appropriate confidentiality 
and use of data within our care. 
J.Crew Group’s Privacy Policy 
governs the use of that data and is 
updated as needed to ensure new 
privacy laws and regulations are 
properly addressed. The Company 
conducts regular training across 
the organization on security and 
privacy policies and standards. Our 
cybersecurity program is assessed, 
at least annually, by independent 
third parties against various industry 
standards, including annual PCI 
DSS certification. Internally, we test 
aspects of the cybersecurity program 
routinely, including conducting 
incident response tabletop 
exercises. We also conduct ongoing 
security monitoring and testing 
of applications and systems and 
vulnerability scanning.
Anti-corruption
We prohibit all forms of bribery, 
kickbacks, and improper payments 
in all of our business operations 
around the world. Offering, giving, 
or promising bribes, improper 
payments, or anything of value to 
government officials, civil servants, 
or anyone else to influence them is 
prohibited and illegal under the U.S. 
Foreign Corrupt Practices Act (FCPA), 
the U.K. Bribery Act and other 
applicable local and international 
anti-corruption laws. Many of these 
laws are broad and carry significant 
legal penalties for individuals and 
companies found to be in violation.
Reporting
We have an open door policy for 
reporting any violations of the 
ethical business practices we stand 
strongly behind. A 24-hour reporting 
phone line and website are available 
to any employee wishing to raise a 
concern anonymously, or for those 
who cannot reach or get help from 
their manager, or HR. We have a 
non-retaliation policy and we do not 
tolerate any retaliation against any 
associate reporting their concerns in 
good faith, or for those participating 
in investigations.
WE ARE ACTIVE 
MEMBERS 
OF MULTI-
STAKEHOLDER 
ORGANIZATIONS 
SUCH AS TEXTILE 
EXCHANGE, 
THE FASHION 
PACT, AND THE 
SUSTAINABLE 
APPAREL 
COALITION.
THE CODE OF 
ETHICS DEFINES 
THE WAY WE 
DO BUSINESS 
WORLDWIDE 
AND SERVES AS 
A GUIDE TO HELP 
ASSOCIATES 
MAKE 
RESPONSIBLE 
AND PRUDENT 
BUSINESS 
DECISIONS.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
58
TRANSPARENCY
At Madewell, increasing 
the transparency 
and traceability of 
fibers and yarns and 
fully mapping our 
supply chain are high 
priorities.
We know that operating a 
responsible business requires a 
deep understanding of where our 
products come from, who is making 
them, and the environmental and 
social impacts they have along the 
way. That is why we are working 
towards increased transparency and 
traceability of our cotton supply 
chain by 2023, with other important 
fibers to follow. 
Disclosing our Tier 1 Supply Chain
Madewell discloses our Tier 1 supply 
chain on the Open Supply Hub – a 
database that exists to improve 
human rights and environmental 
conditions in and around factories 
and facilities by opening up supply 
chain data as a free, public good. 
We are proud of this commitment 
to transparency and update our Tier 
1 Supply Chain list on a quarterly 
basis. For more information or to 
see our list of Tier 1 suppliers, visit 
opensupplyhub.org.
Mapping our Supply Chain
Madewell knows all of our Tier 1 
and Tier 2 supply chain partners. 
Since 2021, we have leveraged the 
Transparency One platform to allow 
us to connect with and map our 
supply chain beyond Tier 2, with 
the goal of getting to farm-level. 
Vendor and mill partners who are on 
the platform are asked to disclose 
critical information — and where 
necessary, provide documentation 
— on their supply chain partners, 
including mills, spinners, traders, 
and eventually, farm-level 
information. This information helps 
us gain deeper knowledge of our 
supply chain and ensures that we 
are working with partners who are 
willing to partner with us as we 
work towards full traceability and 
transparency. It also allows us to 
ensure that no partners are located 
in regions designated as high risk by 
U.S. Customs and Border Patrol. 
Supplier Screening
In 2022, in addition to our already-
in-place supplier due diligence 
screening tools, we began leveraging 
the Kharon ClearView platform – a 
business intelligence service that 
allows us to screen for connections 
to high-risk or restricted actors 
deep in our supply chain. We screen 
all new supplier partners before 
entering a business relationship. 
Additionally, we are able to leverage 
the Kharon platform through our 
supply chain mapping platform, 
Transparency One, to screen vendors 
in real-time as they are disclosed. 
If a connection to a high-risk actor 
is identified, we take swift action to 
remediate the situation, including 
working with partners to disengage 
with the high-risk actor, or re-
evaluating our business relationship 
with that party.  
Traceability and  
Document Collection
In 2021, we created a policy to 
begin to trace our fibers back to 
their origin. Our mill and vendor 
partners are required to assist us in 
collecting and managing additional 
documentation that traces the 
origins of fibers and yarns used in 
Madewell products. They also help 
us to monitor that there was no 
forced labor used at any step in our 
sourcing process. 
In 2022, we evolved that approach 
and created a detailed Transparency 
and Traceability Standard Operating 
Procedure (SOP) and detailed 
training that was rolled out to all 
vendor and mill partners, explaining 
both what documents were needed 
to show full traceability, but also 
best practices for how to organize 
and demonstrate the full chain of 
custody. The SOP was created in 
partnership with strategic vendors, 
who helped us understand best 
practices and create a framework 
that could be replicated across our 
supply chain. 
Supplier Agreements
In 2023, we began mandating 
adherence to our Transparency 
and Traceability SOP in our Vendor 
Agreements, Mill Agreements, and 
PO Terms and Agreements.  Our 
transparency and traceability 
expectations are also outlined in 
our updated Social Responsibility 
Guidelines, which all supplier 
partners must sign to do business 
with J.Crew Group. 
Verifying Country of Origin 
through Isotope Testing 
To complement our transparency 
work, we also verify country of 
origin testing through strategic use 
of isotope testing. We piloted this 
technology in 2022, and are beginning 
to use the technology at scale across 
our supply chain beginning in 2023.  
We use this program to test fabrics 
seasonally, using sample collection 
audits. If results reveal that a fabric 
or fiber is from a restricted region, 
we act quickly to remove that fabric 
with our supply chain and take the 
necessary next steps to remediate 
with our supplier partner or re-
evaluate our business relationship. 
Transparency for  
Non-Cotton Fibers
We are committed to driving 
transparency across all fiber types. 
As cotton accounts for over 60 
percent of our fibers, much of 
the focus has been on driving 
transparency in that supply chain. 
However, we are committed to 
transparency across all fibers. For 
example, we have full transparency 
to the farm-level for all of our non-
woven cashmere, which accounts 
for over 90 percent of our cashmere 
footprint. 
Additionally, we rely on chain of 
custody standards outlined by our 
various sustainable fiber platforms, 
and trace fibers using online 
platforms that utilize blockchain 
and other technologies. For every 
sustainability claim that we make on 
a product, we ensure that the proper 
chain of custody documentation has 
been collected. We look forward to 
continuing to drive transparency 
across all fibers and sharing more 
information in the future. 
MADEWELL 
DISCLOSES OUR 
TIER 1 SUPPLY 
CHAIN ON THE 
OPEN SUPPLY HUB 
– A DATABASE 
THAT EXISTS TO 
IMPROVE HUMAN 
RIGHTS AND 
ENVIRONMENTAL 
CONDITIONS IN 
AND AROUND 
FACTORIES AND 
FACILITIES BY 
OPENING UP 
SUPPLY CHAIN 
DATA AS A FREE, 
PUBLIC GOOD.
WE HAVE FULL 
TRANSPARENCY 
TO THE FARM 
LEVEL FOR 
ALL OF OUR 
NON-WOVEN 
CASHMERE.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
59
OUR PARTNERS
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
60APPENDIX
IN THIS SECTION:
61    GRI CONTENT INDEX
65    SASB DISCLOSURE INDEX
66    SUPPLIER CODE OF CONDUCT
67    SUSTAINABLE MATERIAL DEFINITIONS
68    HUMAN RIGHTS STATEMENT
70    ANIMAL WELFARE POLICY
70    OUR APPROACH TO SOCIAL COMPLIANCE
72    OUR COMMITMENT TO PROTECT FORESTS
73    SCOPE 3 EMISSIONS TABLE
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
CODE
DESCRIPTION
DISCLOSURE AND/OR ADDITIONAL REMARKS
REPORTING LOCATION
GRI 2: GENERAL DISCLOSURES 2021 
2-1
Organizational details
Chinos Global Holdings LLC (“Chinos”), a Delaware Limited Liability Company, is the ultimate parent company of 
J.Crew Group, LLC (“J.Crew” or “Company”), which in turn holds the consolidated operations for the business, 
including Madewell, Inc. (“Madewell"). Unless otherwise specified, references herein to “we” or “our” shall be 
references to J. Crew Group, LLC. 
Headquarters for Chinos, J.Crew and Madewell is located at 225 Liberty Street, New York, NY 10281. 
J.Crew has foreign subsidiaries and/or representative offices in Hong Kong, China, India, Indonesia and Vietnam.
About this Report
Content Index
2-2
Entities included in 
the organization’s 
sustainability reporting
Chinos and its subsidiaries report at a consolidated level. Prior to May 2020, J.Crew (formerly known as J.Crew Group, 
Inc.) was a voluntary filer with the SEC. 
J.Crew has multiple subsidiaries including multiple entities for its three brands; J.Crew, Madewell and J.Crew Factory. 
The Company has two main operating segments, J.Crew (inclusive of the J.Crew and J.Crew Factory brands) and 
Madewell, which are aggregated into one reportable segment. The Company’s identifiable assets are located primarily 
in the United States. Export sales are not material.
About this Report
Content Index
2-3
Reporting period, frequency 
and contact point
This report covers the reporting period of our 2022 fiscal calendar year which was from January 30, 2022 to January 
28, 2023. However, specific sets of data, including GHG emissions, may be represented on a calendar year basis. Our 
sustainability reports are published on an annual basis. 
About this Report
Content Index
2-4
Restatements of information
This report does not contain any restatements of information from previous reporting periods.
Content Index
2-5
External assurance
External Assurance was not sought for this reporting period.
Content Index
2-6
Activities, value chain and 
other business relationships
The Company and its wholly owned subsidiaries operate the J.Crew®, J.Crew Factory and Madewell® brands which are 
internationally recognized apparel and accessories retailers that differentiate themselves through high standards of 
quality, style, design and fabrics. 
Our Company designs, contracts for the manufacture of, markets and sells women’s, men’s and children’s apparel 
and accessories under the J.Crew and Madewell brand names. Our Company’s products are marketed primarily in the 
United States through its retail and factory stores, its websites and select wholesale customers. We are a vertically 
integrated, omni-channel specialty retailer that operates stores and websites both domestically and internationally. 
Our Company sources its merchandise in two ways: (i) by purchasing merchandise directly from manufacturers 
and (ii) through the use of buying agents. We have no long-term merchandise supply contracts, and we typically 
transact business on an order-by-order basis. In fiscal 2022, we worked with 7 buying agents, who supported our 
relationships with vendors that supplied approximately 22% of our merchandise. One of these 7 buying agents 
supported our relationships with vendors that supplied approximately 33% of our agent-supplied merchandise. In 
exchange for a commission, our buying agents identify suitable vendors and coordinate our purchasing requirements 
with the vendors by placing orders for merchandise on our behalf, managing the timely delivery of goods to us, 
obtaining samples of merchandise produced in the factories, inspecting finished merchandise and carrying out other 
administrative communications on our behalf. We have invested substantially in our direct sourcing capabilities 
and relationships with our vendors in an effort to decrease our reliance on buying agents. We sourced 78% of our 
merchandise directly from manufacturers within the United States and overseas, the majority of whom we have long-
term and, in our opinion, stable relationships. 
Our sourcing base currently consists of 157 vendors who operate 259 factories in 29 countries (as of January 28, 2023).
Our top 10 vendors supply 35% of our merchandise. Each of our top 10 vendors uses multiple factories to produce its 
merchandise, which we believe gives us a high degree of flexibility in placing production of our merchandise. 
Distribution 
Our Company owns a 282,000 square foot facility in Asheville, North Carolina, that houses our distribution operations 
for our stores and wholesale business. This facility employed approximately 169 full and part-time associates as of 
January 28, 2023. Merchandise is transported from this distribution center to our stores and wholesale customers by 
independent trucking companies, with a transit time of approximately two to five days, or directly to our stores from 
our suppliers. 
We also own a 425,000 square foot facility in Lynchburg, Virginia, that houses a customer call center and order 
fulfillment operations for our e-commerce business. The Lynchburg facility employed approximately 620 full and 
part-time associates as of January 28, 2023. This facility employs approximately 200 additional associates during our 
peak season. Merchandise sold through our e-commerce business is sent directly to domestic customers from this 
distribution center or our stores via the United States Postal Service, or UPS. We utilize a single third party to accept 
and fulfill online orders from customers in approximately 100 countries outside of the United States. 
The Company generates revenue from three sources: (i) customers who shop in its brick-and-mortar stores, (ii) 
customers who shop on its websites and (iii) wholesale customers who buy and resell its merchandise.
Content Index
2-7 
Employees 
People – Diversity,  
Equity, Inclusion  
and Belonging
Content Index
2-8
Workers who are 
not employees
All workers performing work for the organization are employees and the organization does not have any workers who 
are not employees.
Content Index
2-9
Governance structure 
and composition
—
Governance –  
ESG Governance
2-10
Nomination and selection of 
the highest governance body
Board members are nominated by the equity owners of Chinos as set out by the terms of the company’s LLC 
agreement.
As a privately held company and because our equity securities are not traded on any national securities exchange, the 
Board has not formally reviewed whether the four directors who are not employees of the Company or employees 
of an interest holder qualify as independent under the independence standards of the New York Stock Exchange or 
other stock exchange in the U.S. One director is an employee of the majority interest holder and therefore would not 
be considered independent under these standards. In addition, the CEO who sits on the Board is an employee of the 
Company and would not be considered independent.
Governance –  
ESG Governance
2-11
Chair of the highest 
governance body
The chair is not a senior executive in the organization. 
Content Index
2-12
Role of the highest 
governance body 
in overseeing the 
management of impacts
—
Governance –  
ESG Governance
2-13
Delegation of 
responsibility for
managing impacts
—
Governance –  
ESG Governance
2-14
Role of the highest 
governance body
in sustainability reporting
—
Governance –  
ESG Governance
2-15
Conflicts of interest
The Board adopted a Related Person Transaction Policy (“Policy”) which addresses the reporting and the review and 
approval or ratification of transactions with related persons which include (i) members of and nominees to the Board, 
(ii) Chinos’ officers, (iii) holders of interests equivalent to five percent or more of the Company’s voting securities and 
their respective affiliates, and (iv) immediate family members of the foregoing. Under the Related Person Transactions 
Policy, the Audit Committee shall review all Related Person Transactions reported to the Audit Committee and may, in 
its discretion, based upon a determination of whether such transactions are in the best interests of the Company or 
such other determinations as the Committee deems appropriate:
•	
approve or ratify such transactions, as applicable
•	
request that the transaction be modified as a condition to the Board’s approval or ratification, or
•	
reject the transaction. 
In addition to the Policy, the provisions of the Company’s Code of Ethics & Business Conduct may apply to potential 
conflict of interest situations and such provisions are also considered in connection with the review and approval or 
ratification of Related Person Transactions.
J.Crew and Madewell employees have access to a whistle-blower hotline (24/7) to address any concerns. All claims are 
investigated by members of the Legal Team and Human Resources. To the extent the Board needs to be made aware 
of a critical issue, Senior Management and the Company’s General Counsel communicate with the Board directly. 
Additionally, the Audit Committee meets quarterly, and the Board has monthly update calls and quarterly meetings on 
this topic.
Content Index
2021
2022
TOTAL COMPANY
Female
7,345
8,558
Male 
2,191
2,601
Undisclosed
47
92 
Total
9,583
11,249
PERMANENT EMPLOYEES, FULL TIME
Female
2489
2,858
Male 
1014
1,225 
Undisclosed
2
13
Total
3505
4,094 
PERMANENT EMPLOYEES, PART TIME
Female
4735
5,650 
Male 
1134
1,359
Undisclosed
44
79
Total
5913
7,086
SEASONAL EMPLOYEES, PART TIME
Female
6
48
Male 
2
17
Undisclosed
1
1
Total
9
65
TEMPORARY EMPLOYEES, NY HEADQUARTERS
Female
5
4
Male 
2
1
Total
6
5
GRI CONTENT INDEX
CODE
DESCRIPTION
DISCLOSURE AND/OR ADDITIONAL REMARKS
REPORTING LOCATION
Total headcount data as of the last day of the fiscal quarter, January 28, 2023.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
Disclosures are on behalf of J.Crew Group unless otherwise noted.

62
2-16
Communication of 
critical concerns
J.Crew and Madewell employees have access to a whistle-blower hotline (24/7) to address any concerns. All claims 
are investigated by members of the Legal Team and Human Resources. To the extent the Board needs to be made 
aware of a critical issue, Senior Management and the Company’s General Counsel communicate with the Board 
directly. Additionally, the Audit Committee meets quarterly, and the Board has monthly update calls and quarterly 
meetings on this topic.
Governance –  
Ethical Business  
Practices
Content Index
2-19
Remuneration policies
We believe that a substantial portion of executive compensation should be performance-based. 
Base Salary: 
Base salary represents the fixed component of our executive officers’ compensation. 
The Committee sets base salary levels based on experience and skills, position, level of responsibility, and the ability 
to replace the individual and market practices. The Committee reviews base salaries of the executive officers annually 
and approves all salary increases for the executive officers. Increases are based on several factors, including the 
Committee’s assessment of individual performance and contribution, promotions, level of responsibility, scope of 
position, competitive market data, and general economic, retail and business industry conditions, as well as, with 
respect to our executive officers other than the CEO, input from the CEO and the Chief People Officer.
Annual Cash Incentives: 
Executives typically have the opportunity to earn cash incentives for meeting annual performance goals. Historically, 
before the end of the first quarter of the relevant fiscal year, the Committee establishes financial and performance 
targets and opportunities for that year.
Equity Incentives: 
Certain eligible executives and Board directors participate in the Company’s equity incentive plan in order to have 
meaningful participation in the Company’s long-term performance and success.
Across J.Crew Group, there are also teams whose compensation and performance is tied directly to ESG goals:
•	
Environment:  Performance against sustainability goals is included in performance conversations and directly impact 
annual compensation increases.  
•	
Social (Compliance): Performance against social compliance program is included in performance conversations and 
directly impact annual compensation increases. 
•	
Social (DEIB and HR): Performance against DEIB goals and program are included in performance conversations and 
directly impact annual compensation increases.  
Governance –  
ESG Governance
Content Index
2-20
Process to determine 
remuneration
Our Board-level Compensation Committee (three Directors on our Board) oversees our executive compensation 
program. The Committee meets regularly, both with and without management. The Committee’s responsibilities 
include, but are not limited to: assisting the Board in overseeing the Company’s employee compensation policies and 
practices, including recommending to the Board the compensation of the Company’s CEO and other members of 
the Company’s senior management, and reviewing, approving and recommending to the Board for adoption incentive 
compensation and equity compensation policies and programs.
We also hire outside compensation consultants to make recommendations and provide guidance to the Committee as 
and when needed.
Introduction -  
Approach to ESG
2-22
Statement on sustainable 
development strategy
—
Introduction -  
Approach to ESG
2-23
Policy commitments
—
People – Responsible 
Supply Chain
Governance – Ethical 
Business Practices 
2-24
Embedding policy 
commitments
The Human Rights Policy and Code of Ethics form the basis of our ethical stance. We roll out a sign-off on our Code 
of Ethics typically annually and at hire. We also have online training related to the Code of Ethics, Anti-Corruption, 
and Awareness of Forced Labor. We annually refresh our Supplier Code of Conduct and send out communications 
to supplier partners on a regular basis along with a thorough audit program which includes due diligence for new 
supplier partners as well as regular audits done by reputable third parties.
Governance – Ethical 
Business Practices 
2-25
Processes to remediate 
negative impacts
—
Appendix – Approach 
to Social Compliance
2-26
Mechanisms for seeking 
advice and raising concerns
—
Governance – Ethical 
Business Practices
2-27
Compliance with laws 
and regulations
Zero instances of non-compliance or non-compliance fines that would qualify as significant occurred during the 
reporting period. We are subject to various legal proceedings and claims arising in the ordinary course of business. We 
do not expect that the results of any of these legal proceedings, either individually or in the aggregate, would have a 
material effect on our financial position, results of operations, or cash flows.
Content Index
2-28
Membership associations
The Fashion Pact, Canopy, Sustainable Apparel Coalition, Textile Exchange, U.S. Cotton Trust Protocol, Fair Factories 
Clearinghouse, BSR, American Apparel & Footwear Association, Fair Trade USA, Better Work, Sustainable Fibre Alliance, 
Aid by Trade/Good Cashmere Standard, RILA, NRF and AFIRM Group.
Content Index
2-29
Approach to stakeholder 
engagement
—
Governance -  
Stakeholder  
Engagement
2-30
Collective bargaining 
agreements
None of the Company’s employees are covered by collective bargaining agreements.
Appendix –  
Our Approach to  
Social Compliance
Content Index
GRI 3: MATERIAL TOPICS 2021 
3-1
Process to determine 
material topics
—
Introduction -  
ESG Materiality
3-2
List of material topics
—
Introduction -  
ESG Materiality
ENVIRONMENTAL
GRI 301: MATERIALS 2016
3-3
Management of 
material topic
—
Planet -  
Fibers & Materials
301-1
Materials used by 
weight or volume 
Content Index
TONNES (OF RAW MATERIALS)
MATERIAL
2021
2022
COTTON
16,678 
19,096
BCI Cotton
9,507 
11,482
Conventional Cotton
6,368 
6,671
Organic Cotton
711 
811
Recycled Cotton
91 
94
Regenerative Cotton
-
15
US Cotton Trust Protocol
-
24
POLYESTER
1,844 
2,010
Conventional Polyester
1,520 
1,569
Recycled Polyester
324 
441
CELLULOSICS
796 
821
Lenzing EcoVero™
83 
144
Lenzing Refibra™
1 
1
Lenzing Tencel™
245 
216
Lyocell
66 
16
Viscose
398 
370
Sustainable Cupro
2 
25
LEATHER
1,947 
1,745
Leather & Suede
1,002 
731
Recycled Leather
5 
28
LWG Leather
940 
984
Regenerative Leather
2
NYLON
902 
896
Conventional Nylon
742 
625
Recycled Nylon
160 
271
WOOL & CASHMERE
1,021 
958
Better Wool
- 
-
Cashmere
21 
19
Conventional wool
422 
378
Good Cashmere
180 
147
Recycled Cashmere
0.6 
2
Recycled Wool
6 
117
Responsible Wool
156 
85
Wool - Alpaca
44 
33
Wool - Merino
191 
178
Wool - Mohair
0 
0
OTHER MATERIALS
2,591 
2,163
Acetate
37 
50
Acrylic
974 
431
Recycled Acrylic
12 
4
Better Silk
2 
-
Elastane & Spandex
217 
231
Hemp, Jute, Sisal & Rattan
24 
82
Kapok Fibre
61 
-
Linen
278 
522
Metallised Fibres
1 
1
CODE
DESCRIPTION
DISCLOSURE AND/OR ADDITIONAL REMARKS
REPORTING LOCATION
CODE
DESCRIPTION
DISCLOSURE AND/OR ADDITIONAL REMARKS
REPORTING LOCATION
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

63
301-2
Recycled input 
materials used
—
Planet -  
Fibers & Materials
301-3
Reclaimed products and 
their packaging materials
An annual packaging footprint is performed with relevant packaging data inclusive of weights, materials and volumes, 
from internal teams and suppliers.
Our shopping bags are sustainably certified and contain a minimum of 40% post-consumer waste recycled paper.  
See page 36 to read more about our polybags.
Content Index
GRI 302: ENERGY 2016
3-3
Management of 
material topic
Energy is used across of our operations to light, heat and cool our retail locations, corporate offices, and distribution 
centers, and operate machinery key to our business operations. A portion of energy use is captured on a third-party 
bill pay system, with additional data coming directly through external invoices, and utility providers. Additionally, 
several of our stores are equipped with energy management systems. 
We historically track our Company’s energy usage from our retail locations, corporate office and distribution centers 
through a third-party platform.
We have also joined the Fashion PACT which requires a renewable energy commitment of 100% by 2030.
Content Index
302-1
Energy consumption 
within the organization
2022
SCOPE 1 FUEL CONSUMPTION (IN MWH)
Mobile fuels
60.71
Natural gas
10,626.73
Additional stationary fuels
127.73
Total
10,815.17
SCOPE 2 FUEL CONSUMPTION (IN MWH)
Chilled water
334.4
Electricity
51,858.07
Total
52,192.47
Content Index
302-3
Energy intensity
The energy intensity for the organization is .0185 MWh/square foot and is representative of our Scope 1 & 2 emissions, 
which capture consumption within the organization. This is broken down across our operations as follows:
•	 Distribution Center:  0.02238 MWh/sq ft
•	 Corporate Offices 0.00640 MWh/sq ft
•	 Retail Locations 0.018973 MWh/sq ft
Included in the intensity ratio are mobile fuels, natural gas, electricity, chilled water, and additional stationary fuels.
Only .2% of our physical square footage footprint is outside of the US.
Content Index
302-4
Reduction of energy 
consumption
-
Planet -  
Fibers & Materials
TONNES (OF RAW MATERIALS)
MATERIAL
2021
2022
Metals
262 
181
Recycled Metals
15 
72
Metals, Minerals, Shells & Stones
- 
-
Minerals, Shells & Stones
33 
46
Neoprene
- 
-
Other
200 
141
Recycled Other
0 
11
Paper & Straw
25 
39
Polycarbonate
8 
13
Polypropylene
0 
0
Polyurethane
72 
94
PVC
0 
0
Ramie
- 
6
Silk
49 
44
Sorona Fibre
1 
9
Synthetic resins, epoxy & other 
plastics (inc. TPR)
79 
147
Unspecified
242 
128
GRI 303: WATER AND EFFLUENTS 2018
3-3
Management of 
material topic
-
Planet - Water 
Stewardship
GRI 305: EMISSIONS 2016
3-3
Management of 
material topic
-
Planet - Greenhouse 
Gas Emissions 
305-1
Direct /Scope 1 
GHG emissions
All gases included in the calculation of our Scope 1, 2 and 3 emissions, were measured against our 2019 baseline.  
Scope 1 emissions have been recalculated from our previous reporting as a new screening approach for fugitive 
emissions has been applied in order to account for HVAC refrigerant leakage. Scope 2 emissions have similarly been 
recalculated due to methodology improvements.  The screening of 2019 Scope 3 emissions has been altered in two 
ways since J.Crew Group's last publication:  
1) Updated to include Category 3, as this category was originally deemed not relevant, but later determined to be 
relevant.  
2) The calculation methodology for Category 1 was updated to include all external purchase data and to use emission 
factors per ton of material purchased where applicable.  
We historically track our energy usage from our retail locations, corporate office, and distribution centers through a 
third-party platform. Emissions factors are obtained from EPA eGRID2022 (Year 2021 Data) (USEPA 2023), The Climate 
Registry (TCR, 2022), EPA Emissions Factor for Greenhouse Gas Inventories guide (USEPA 2022). Each annual inventory 
reflects the most current emissions factors released from these sources in that year. The operational control method 
best reflects the extent of J.Crew’s actual control, as the company does not maintain financial control over leased 
retail sites, which account for the majority of our Scope 1 and 2 emissions.
The Scope 3 GHG Inventory was carried out using methodologies consistent with the GHG Protocol Corporate 
Accounting and Reporting Standard, GHG Protocol Corporate Value Chain (Scope 3) Accounting and Reporting 
Standard, and the GHG Protocol Technical Guidance for Calculation Scope 3 Emissions (version 1.0).
Planet - Greenhouse 
Gas Emissions 
Content Index
305-2
Energy indirect /Scope 
2 GHG emissions
305-3
Other indirect /Scope 
3 GHG emissions
305-4
GHG emissions intensity
The GHG emissions intensity for the organization is .0069 MTCO2e/square foot and is representative of our Scope 1 & 2 
emissions, which capture consumption within the organization. Included in the intensity ratio are mobile fuels, natural 
gas, electricity, chilled water, and additional stationary fuels.
Content Index
305-5
Reduction of GHG emissions
-
Planet - Greenhouse 
Gas Emissions
GRI 306: WASTE 2020
306-1
Waste generation and 
significant waste-
related impacts
-
Planet – Sustainable 
Operations 
306-2
Management of significant 
waste-related impacts
Our distribution centers identified a recycling partner for all polybags, plastic wrap and office paper and successfully 
diverted all this material in 2022 to responsible recycling streams. All plastic garment hangers are recycled at our DCs 
as well. 
Planet – Sustainable 
Operations 
Content Index
306-3
Waste generated
This is a one-day snapshot of waste data collected from 30 stores and our 2 distribution centers in an audit conducted 
in early 2022. This data is being used to impact our waste strategy in 2023 and beyond.
2021
MATERIAL
Weight (in lbs.)
Trash
285.44
Liquids
50.41
Mixed paper
123.36
Mixed paper- soiled
1.56
Glass
2.34
Glass- soiled
285.44
Metal
50.41
Metal- soiled
123.36
Plastics
1.56
Plastics- soiled
2.34
Organics
0.46
Cardboard
50.41
Cardboard- soiled
123.36
E/U Waste
1.56
Other 1
2.34
Other 2
0.46
Other 3
9.081
Presort total weight
1,788.45
Content Index
CODE
DESCRIPTION
DISCLOSURE AND/OR ADDITIONAL REMARKS
REPORTING LOCATION
CODE
DESCRIPTION
DISCLOSURE AND/OR ADDITIONAL REMARKS
REPORTING LOCATION
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

306-4
Waste diverted 
from disposal
In 2022, our distribution centers diverted a total of 2,238 tons of waste from landfills, or 89% percent of total waste 
generated during the reporting period. Additionally, our distribution centers (DCs) identified a recycling partner for 
all polybags, plastic wrap and office paper and successfully diverted all this material in 2022 to responsible recycling 
streams. All plastic garment hangers are recycled at our DCs as well.
Some of the additional wins at our DCs include:
•	
Updating all trash and recycling receptacles around the facilities for optimal usage
•	
Trialing a PPE glove laundering program with Closed Loop Recycling to facilitate reuse
•	
Reusing approximate 45% of inbound boxes for outbound shipments at our Ashville facility
Planet – Sustainable 
Operations 
GRI 308: SUPPLIER ENVIRONMENTAL ASSESSMENT 2016
3-3
Management of 
material topic
Audits are conducted at a regular cadence across all factories producing J.Crew Group products. The cadence is 
determined through a risk-based approach that is informed by past audit performance, with lower-performing 
facilities audited more regularly (within six months), and higher-performing facilities audited less frequently (but no 
longer than 18 months). 
Planet – Sustainable 
Operations 
Appendix – Our 
Commitment to 
Protect Forests
Content Index
308-1
New suppliers that 
were screened using 
environmental criteria
In 2022, we collected 149 Higg FEM Self-Assessment modules from our Tier 1 supply chain partners, representing over 
83 percent of our business (by dollars spent).
Planet - Sustainable 
Operations –  
Responsible Supply 
Chain
Content Index
SOCIAL
GRI 401: EMPLOYMENT 2016
3-3
Management of 
material topic
-
People – Associates 
401-1
New employee hires 
and employee
-
People – Associates – 
Talent Attraction
401-2
Benefits provided to full-
time employees that are 
not provided to temporary 
or parttime employees
We offer a comprehensive and competitive set of benefits to our employees including:
•	
Medical, prescription, vision and dental insurance
•	
Flexible spending account (FSAs) and health savings account (HSAs)
•	
Life insurance
•	
Short- and long-term disability
•	
Pet insurance
•	
Auto and home insurance
•	
Maternity and bonding leave
•	
401(k) and matching
•	
Legal plans and ID theft support
•	
Tuition reimbursement
•	
A gym membership discount
•	
Adoption and surrogacy leave
These benefits are available to differing extents based on location. For example, in our Asia offices, life insurance, 
health care, disability, retirement, and parental leave are the primary benefits provided.
People – Associates – 
Employee Benefits  
& Well-Being
Content Index
401-3
Parental leave
2021
2022
PARENTAL LEAVE 
DEMOGRAPHICS
Female
Male
Total
Female
Male
Undisclosed
Total
# of employees entitled to 
parental leave
3,313
1,404
4,717
2696
1120
5
3821
# of employees that took 
parental leave
130
24
154
120
32
1
153
# of employees that returned to work 
within reporting period
128
24
152
75
24
0
99
# of employees still employed 12 
months after their return to work
28
24
52
90
26
1
115
Return to work and retention rates of 
employees that took parental leave
98.4%
100%
99.2% 
average
75%
81%
100%
75%
 
 
*8 employees took leave in 2022 and their leave will end in 2023. We expect them to return to work in 2023. 
**Return to work and retention rates shifted in 2022 due to factors such as company re-organization, store closures, 
and headcount reductions.
People – Associates – 
Employee Benefits  
& Well-Being
Content Index
GRI 402: LABOR MANAGEMENT RELATIONS 2016
3-3
Management of 
material topic
-
People - Associates
GRI 404: TRAINING AND EDUCATION 2016
3-3
Management of 
material topic
-
Appendix – Our 
Approach to Social 
Compliance 
404-2
Programs for upgrading 
employee skills and 
transition assistance 
programs
There were 64 training programs provided to employees across the organization:
•	
Home office trainings: 23
•	
Distribution center trainings: 13
•	
Store trainings: 28
The content of these training programs included:
•	
DEIB foundational learning and values as a part of the new hire/onboarding process for all associates.
•	
Asynchronous learnings on topics including Microaggressions, Intergenerational Workforce, and Workplace 
Diversity. Our stores’ part-time associates received the same foundational learnings through micro versions 
called "sparks".
•	
Situational Leadership and Designing My Future leadership trainings for Managers and above.
•	
Product, Fitting Room, and Building Loyalty Trainings for all store associates
People – Associates 
– Learning & 
Development
Content Index
404-3
Percentage of employees 
receiving regular 
performance and career 
development reviews
100% - All full-time associates participate in quarterly conversations to review progress against goals and 
performance metrics.
Content Index
GRI 405: DIVERSITY AND EQUAL OPPORTUNITY 2016
3-3
Management of 
material topic
-
People – Diversity, 
Equity, Inclusion and 
Belonging
405-1
Diversity of governance 
bodies and employees
-
People – Diversity, 
Equity, Inclusion 
& Belonging - 
Representation
GRI 406: NON-DISCRIMINATION 2016
3-3
Management of 
material topic
-
People – Associates – 
Celebrating Diverse 
Identities 
406-1
Incidents of discrimination 
and corrective actions taken
No 2022 enterprise-wide view is available – however if any incidents occurred, they have been fully investigated.
Content Index
GRI 407: FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING 2016
3-3
Management of 
material topic
-
Appendix – Our 
Approach to Social 
Compliance –  
Worker Voice
407-1
Operations and suppliers in 
which the right to freedom 
of association and collective 
bargaining may be at risk
Our audit process includes assessment of freedom of association, guided by our strict polices which can befound in 
the Appendix – Supplier Code of Conduct.
Appendix - Supplier 
Code of Conduct
Content Index
GRI 408: CHILD LABOR 2016
3-3
Management of 
material topic
-
Appendix – Supplier 
Code of Conduct
Content Index
408-1
Operations and suppliers 
at significant risk for 
incidents of child labor
We did not find any substantiated child labor cases in 2022.  Regular audits are conducted to ensure that operations 
and suppliers comply with our labor policies, which can be found in the Appendix of this report.
Appendix – Approach 
to Social Compliance
Content Index
CODE
DESCRIPTION
DISCLOSURE AND/OR ADDITIONAL REMARKS
REPORTING LOCATION
CODE
DESCRIPTION
DISCLOSURE AND/OR ADDITIONAL REMARKS
REPORTING LOCATION
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
64

GRI 409: FORCED OR COMPULSORY LABOR 2016
3-3
Management of 
material topic
-
People – Responsible 
Supply Chain 
Appendix – Supplier 
Code of Conduct 
Appendix – Our 
Approach to Social 
Compliance  
409-1
Operations and suppliers 
at significant risk for 
incidents of forced or 
compulsory labor
J.Crew Group constantly evaluates the social compliance risks inherent within the countries in which we operate. 
We use this information to ensure our compliance program is designed to mitigate these country-level risks, 
alongside global risks. We recognize that these risks may change year-to-year, and we  assess and adjust our programs 
accordingly. In 2022, here is a breakdown of the risks by our top 10 production countries:
CHINA
VIETNAM
CAMBODIA
INDIA
PHILIPPINES
Product category:
•	
Apparel, 
footwear, 
accessories
Country-level risks:
•	
Working Hours, 
Transparency, 
Unauthorized 
Subcontracting 
Product category:
•	
Apparel, 
footwear, 
accessories
Country-level risks:
•	
Working Hours, 
Transparency
Product category:
•	
Apparel, 
footwear, 
accessories
Country-level risks:
•	
Freedom of 
Association, 
Harassment & 
Abuse (verbal), 
Unauthorized 
subcontracting
Product category:
•	
Apparel, 
footwear, 
accessories
Country-level risks:
•	
Working Hours, 
Domestic 
Migrant & 
Contract 
Workers
Product category:
•	
Apparel, 
accessories
Country-level risks:
•	
Working Hours, 
Health & Safety 
BANGLADESH
INDONESIA
GUATEMALA
SRI LANKA
MADAGASCAR
Product category:
•	
Apparel, 
accessories
Country-level risks:
•	
Working Hours, 
Harassment & 
Abuse (verbal), 
Fire & Building 
Safety, Freedom 
of Association
Product category:
•	
Apparel, 
accessories
Country-level risks:
•	
Contract 
Workers, 
Freedom of 
Association
Product category:
•	
Apparel, 
accessories
Country-level risks:
•	
Harassment & 
Abuse (verbal), 
Health & Safety
Product category:
•	
Apparel, 
accessories
Country-level risks:
•	
Working Hours, 
Freedom of 
Association
Product category:
•	
Apparel 
Country-level risks:
•	
Health & Safety 
People – Responsible 
Supply Chain 
Content Index
GRI 413: LOCAL COMMUNITIES 2016
3-3
Management of 
material topic
-
People – Communities   
413-1
Operations with local 
community engagement, 
impact assessments, and 
development programs
-
People – Communities   
GRI 414: SUPPLIER SOCIAL ASSESSMENT 2016
3-3
Management of 
material topic
-
People – Responsible 
Supply Chain
Appendix – Our 
Approach to Social 
Compliance    
414-1
New suppliers that were 
screened using social criteria
100% of new suppliers were screened using social criteria during the reporting period.
Content Index   
414-2
Negative social impacts 
in the supply chain 
and actions taken
-
People – Responsible 
Supply Chain
SASB  
DISCLOSURE INDEX
APPAREL, ACCESSORIES & FOOTWEAR STANDARD
SASB CODE
ACCOUNTING METRIC
DISCLOSURE (COVERS 2022 UNLESS OTHERWISE INDICATED)
MANAGEMENT OF CHEMICALS IN PRODUCTS
CG-AA-250a.1  
Discussion of processes to maintain compliance 
with restricted substances regulations 
See the Planet - Chemical Management section  
CG-AA-250a.2
Discussion of processes to assess and manage risks and/
or hazards associated with chemicals in products
We routinely inspect for building and machinery safety, fire safety, proper handling and storage of 
chemicals and hazardous materials, and safe evacuation procedures.
We also work to maintain safe production processes in our factories including providing personal 
protective equipment for our workers.
ENVIRONMENTAL IMPACTS IN THE SUPPLY CHAIN
CG-AA-430a.1
Percentage of (1) Tier 1 supplier facilities and (2) supplier 
facilities beyond Tier 1 in compliance with wastewater 
discharge permits and/or contractual agreement
We track wastewater permits through our supplier audits and the Higg FEM. We will report 
percentage breakdowns in our 2023 report.
CG-AA-430a.2
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
Supplier facilities that have completed the Sustainable Apparel Coalition’s Higg Facility 
Environmental Module (Higg FEM) assessment or an equivalent environmental data assessment	
Tier 1 supplier facilities	 83%
Supplier facilities beyond Tier 1	: 105 Facilities
LABOR CONDITIONS IN THE SUPPLY CHAIN
CG-AA-430b.1
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
Supplier facilities that have been audited to a labor code of conduct
Tier 1 supplier facilities 250 facilities - 100%
17 of 60 top strategic mills have been audited by SLCP 
Total audits conducted by a third-party auditor 28%
Additional details provided in the Supply chain section under Environment – Sustainable Operations.
CG-AA-430b.2
Priority non-conformance rate and associated corrective 
action rate for suppliers’ labor code of conduct audits
J.Crew Group collaborates with suppliers to help identify compliance issues and their root causes 
and uses a capacity-building and continuous improvement model to reach a higher level of social 
compliance in our supply chain. However, if a critical issue related to working standards or required 
procedures is cited, or if the supplier is unwilling to correct non-compliances or reach a higher level 
of social compliance, J.Crew Group may terminate the business relationship. 
The most common non-compliances were health and safety, with an average of 7.7 Health and 
Safety issues per audit. Additionally, in 2022 we had three incidents of verbal abuse reported which 
accounts for 1% of audits.
CG-AA-430b.3
Description of the greatest (1) labor and (2) environmental, 
health, and safety risks in the supply chain
See the Introduction - Approach to ESG - Risks section
RAW MATERIALS SOURCING
CG-AA-440a.3
(1) List of priority raw materials; for each priority raw 
material: (2) environmental and/or social factor(s) most 
likely to threaten sourcing, (3) discussion on business 
risks and/or opportunities associated with environmental 
and/or social factors, and (4) management strategy 
for addressing business risks and opportunities
See the Introduction - Approach to ESG - Risks section
See the Planet – Materials section
CG-AA-440a.4
(1) Amount of priority raw materials purchased, by material, 
and (2) amount of each priority raw material that is certified to 
a third-party environmental and/or social standard, by standard
See the GRI Content Index - GRI 301-1, materials used by weight or volume.
CG-AA-000.A
Number of (1) Tier 1 suppliers and (2) suppliers beyond Tier 1
J.Crew Group
Tier 1 FEM
149
Tier 1 FEM Verification
108
Tier 2 (Mill) FEM
105
Tier 2 (Mill) FEM Verification 
97
CODE
DESCRIPTION
DISCLOSURE AND/OR ADDITIONAL REMARKS
REPORTING LOCATION
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX 
65
Disclosures are on behalf of J.Crew Group unless otherwise noted.

66
Customs and security 
Comply with all applicable local, national, 
and international customs laws, including 
those which prohibit trans-shipments. 
Implement security measures and 
participate in audits consistent with 
the recommendations set forth by the 
Customs-Trade Partnership Against 
Terrorism (C-TPAT). 
 
Freedom of association 
Recognize and respect the rights of 
workers to freely associate and bargain 
collectively. Where such rights are not 
provided by law, workers will be provided 
with the means for independent and open 
communication. 
 
Worker voice  
Implement and clearly communicate a 
process that allows employees to raise 
workplace grievances confidentially and 
anonymously, without fear of reprisal or 
retaliation. Post the J.Crew Group Supplier 
Code of Conduct in each factory, mill and 
production facility.   
 
Wage and benefits 
Comply with all applicable wage and social 
security laws and regulations. Workers 
shall be paid at least the minimum wage 
or a wage consistent with prevailing local 
industry standards, whichever is higher. 
Overtime work shall be compensated 
at the premium rate which is legally 
required. Compensation must be provided 
at least monthly and without illegal or 
inappropriate deductions or penalties. 
 
Subcontracting 
With prior written authorization from 
J.Crew Group parts of the manufacturing 
process may subcontract to other facilities. 
However, as a condition of approval, 
subcontractors must agree to comply with 
the standards outlined in this Supplier 
Code of Conduct. 
 
SUPPLIER CODE 
OF CONDUCT
The cornerstone of the J.Crew Group, 
LLC (J.Crew Group) Social Responsibility 
Guidelines is the J.Crew Group Supplier 
Code of Conduct (Code). The Code 
outlines our expectations related to labor 
and human rights, environment, facility 
safety, and fair and honest operating 
standards. Our Code is based on the 
International Labor Organization (ILO) core 
labor standards and requires compliance 
with all laws in each of the countries in 
which your facilities operate. Our Code 
applies to every level of our supply chain, 
including all approved subcontractors, 
homeworkers and sub-suppliers.  
 
The Guidelines also define the processes 
and procedures that support our 
continuous improvement approach 
to compliance, and our commitment 
to improve working conditions in the 
facilities that produce or contribute to 
the production of J.Crew and Madewell 
merchandise. 
 
All vendors will be required to sign 
a Social Responsibility Guidelines 
Acknowledgement annually indicating a 
commitment to the standards set forth in 
the Guidelines and ensuring that all supply 
chain partners adhere to the standards. 
 
Health and safety 
Maintain a clean, safe, and healthy 
workplace and residential settings (where 
provided) which comply with all applicable 
workplace health and safety laws. 
 
Hours of work 
Comply with all applicable laws and 
regulations. Except as necessitated by 
extraordinary business circumstances, 
workers shall not be required to work 
more than 60 hours per week (including 
overtime). All overtime work must be 
voluntary and compensated at a premium 
rate. Workers must be provided with at 
least one day off in every seven-day period. 
Forced labor 
Forced, bonded, compulsory, or prison 
labor is absolutely forbidden. There shall 
be no restrictions on movement, no 
withholding of personal documents or 
deposits, and only voluntary overtime. 
Must engage in ethical recruitment 
practices. Must take adequate steps to 
ensure that workers are not trafficked. 
 
Child labor 
J.Crew Group Suppliers must follow 
applicable law and employ workers that 
are (i) at least 15 years of age; or (ii) the age 
for completing compulsory education; or 
(iii) the minimum working age, whichever is 
higher. Workers under 18 shall be protected 
from working overtime, performing 
hazardous work, and working night shifts. 
 
Transparency 
Provide full access to J.Crew Group 
or its third-party representatives, as 
requested, for audits or investigations; 
provide complete and accurate records 
and information. When requested, provide 
full transparency to your supply chain 
partners who provide source materials to 
produce J.Crew Group products. 
 
Anti-corruption 
Prohibit all forms of corruption, including 
extortion, bribery, or other abuses of 
power to gain an advantage. 
 
Nondiscrimination 
Must not discriminate in recruitment, 
hiring, compensation, training, benefits, 
advancement, termination, or retirement 
based on race, sexual orientation, 
ethnic origin, religion, gender identity 
or expression, marital status, disability, 
political opinion or other personal 
characteristics or belief. 
 
Laws and regulations 
Operate in full compliance with all 
applicable local, national, and international 
laws, standards, and regulations relevant 
to employment, workers, and the conduct 
of business. 
 
No harassment and abuse 
The cornerstone of the J.Crew Group, 
LLC (J.Crew Group) Social Responsibility 
Guidelines is the J.Crew Group Supplier 
Code of Conduct (Code). The Code 
outlines our expectations related to labor 
and human rights, environment, facility 
safety, and fair and honest operating 
standards. Our Code is based on the 
International Labor Organization (ILO) core 
labor standards and requires compliance 
with all laws in each of the countries in 
which your facilities operate. Our Code 
applies to every level of our supply chain, 
including all approved subcontractors, 
homeworkers and sub-suppliers.  
 
The Guidelines also define the processes 
and procedures that support our 
continuous improvement approach 
to compliance, and our commitment 
to improve working conditions in the 
facilities that produce or contribute to 
the production of J.Crew and Madewell 
merchandise. 
 
All vendors will be required to sign 
a Social Responsibility Guidelines 
Acknowledgement annually indicating a 
commitment to the standards set forth in 
the Guidelines and ensuring that all supply 
chain partners adhere to the standards. 
 
 
Environment 
Adhere to applicable local, national, and 
international laws and regulations that 
protect and preserve the environment. 
Drive impact reductions in the use of 
water, chemicals, and carbon emissions. 
 
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67
SUSTAINABLE 
MATERIAL DEFINITIONS 
We align our sustainable material 
definitions to Textile Exchange’s Preferred 
Fiber and Material Matrix, which defines 
these as “fibers or materials which result 
in improved environmental and/or social 
sustainability outcomes and impacts in 
comparison to conventional production”. 
•	 Sustainable Cotton sources 
include but are not limited to: 
certified-organic, transitional-
organic, regenerative, recycled 
and U.S. Cotton Trust Protocol 
Cotton (a program which aims to 
set a new standard in sustainable 
U.S. cotton production), as well as 
cotton sourced through the Better 
Cotton Initiative (BCI) (a nonprofit 
dedicated to making global cotton 
production more sustainable). 
•	 Sustainable Polyester sources 
include but are not limited to: 
recycled materials certified by 
the Global Recycled Standard or 
Recycled Claim Standard, which 
might include fishing nets, fabric 
scraps, old clothes or plastic 
bottles, we are also exploring 
innovative fibers and technologies 
to help us reach this goal.
•	 Sustainable Wool will come from 
sustainable sources including but 
not limited to: farms verified by 
the Responsible Wool Standard 
(RWS), NATIVA™ Protocol, certified 
organic wool or recycled wool. 
•	 Sustainable Cellulosic Fibers, 
like viscose, will come from 
sustainable sources including 
but not limited to: responsibly 
managed forests, recycled fibers 
and new innovative materials 
from the Forest Stewardship 
Council (FSC), the Programme 
for the Endorsement of 
Forest Certification (PEFC) or 
suppliers approved by Canopy 
(an organization working to 
eliminate the use of Ancient and 
Endangered Forests in viscose 
and other cellulosic fabrics). 
We also partner with Lenzing 
to incorporate their TENCEL™ 
Modal, TENCEL™ Lyocell and 
LENZINGTM AG ECOVERO™ 
fibers into our products. These 
cellulosic fibers are sourced from 
responsibly managed forests and 
are turned into fabric using a 
manufacturing process that limits 
the chemical, water and energy 
impacts of these materials.
•	 Sustainable Leather will come 
from recycled leather or facilities 
certified by the Leather Working 
Group (an organization that 
works to promote sustainable 
environmental practices in 
the leather industry).
•	 Sustainable Cashmere will be 
certified to the Good Cashmere 
Standard or will come from 
recycled sources.  
Better Cotton Initiative (BCI) 
A nonprofit dedicated to making 
global cotton production more 
sustainable (psst, we’ve been a proud 
member since 2016). Through BCI and 
its Partners, farmers receive training 
on how to use water efficiently, care 
for the health of the soil and natural 
habitats, reduce use of the most 
harmful chemicals and apply decent 
work principles. Better Cotton is 
sourced via a system of Mass Balance.  
See bettercotton.org/learnmore 
for details. 
 
bluesign® System 
An independent industrial 
textile standard that tracks 
raw materials at every step of 
the supply chain, eliminating 
harmful chemicals from the very 
beginning (FYI, it’s the clothing 
industry’s strictest environmental, 
health and safety system). 
LENZING™ ECOVERO™ 
Viscose fibers made from 
sustainable wood and pulp, 
which are manufactured using 
up to 50 percent less energy and 
water than generic viscose. 
Madewell Second Wave 
Our earth-friendlier swim collection 
has a built-in feel-good factor—the 
fabric was made using recycled 
plastic bottles (and the look-
good factor is no joke either). 
Organic Cotton 
Cotton that is grown without 
chemical fertilizers and pesticides 
from untreated, non-genetically 
modified seeds (the end result: 
healthier workers, healthier soil). 
Primaloft® Insulation 
A water-resistant warm-as-
down alternative made of 100 
percent recycled content (aka, 
one parka = 11 plastic bottles). 
Recycled Polyamide 
This fabric is recycled from pre-
consumer nylon waste like fishing 
nets, fabric scraps or carpet. 
REFIBRA™ 
A technology that creates brand-
new TENCEL™ lyocell fibers from a 
combo of recycled cotton scraps and 
sustainably harvested wood pulp. 
Repreve® 
Polyester made from recycled plastic 
bottles, yarns and fabric scraps. 
TENCEL™ Lyocell 
A soft, smooth lyocell fiber made 
from renewable wood sources like 
natural forests and sustainably 
planted tree farms (bonus: the 
closed-loop production recycles 
the H2O and reuses more than 
99 percent of the solvent). 
Upcycling 
The practice of turning 
something great (like old jeans) 
into something just as good or 
even better (like new jeans). 
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68
HUMAN RIGHTS 
STATEMENT 
Our commitment to human rights
At J.Crew Group we build iconic American 
brands that allow customers to look and 
feel their best. We strive to be a leading 
and prosperous portfolio of beloved 
brands with great design legacies, and our 
mission is to set a standard that inspires 
us and the retail industry to do better. 
Improving the lives of the people we touch 
is of supreme importance to us, and so we 
have committed to fundamental, universal, 
and inalienable human rights that apply 
to our own associates, customers, and 
communities, as well as our operations, 
suppliers, and business partners. We 
respect and support international 
principles aimed at protecting human 
rights as described in the United Nations' 
Universal Declaration of Human Rights, the 
International Labor Organization's (ILO) 
Declaration on Fundamental Principles 
and Rights at Work, and the United 
Nations' Guide for Developing a Human 
Rights Policy. We also seek to operate in 
compliance with all applicable laws that 
impact human rights wherever we do 
business.
Human rights and our associates
How Our Associates Conduct 
Business  
The J.Crew Group Code of Ethics 
and Business Conduct requires our 
associates, wherever they are located, to 
conduct business and perform their job 
responsibilities with the highest standards 
of ethics and respect for others. The Code 
applies not only to all our associates, but 
to our service providers, independent 
contractors, and our Board of Directors. 
It requires all to foster respect in the 
workplace and to show professionalism in 
working with other associates, customers, 
business partners, and the general public.
Valuing Our Associates  
Our approach to human rights in our 
company begins with our own associates. 
We engage in business activities across 
the globe with more than 10,000 full and 
part-time associates from a variety of 
backgrounds and life experiences. We 
foster safe, inclusive, and respectful 
workplaces in every location throughout 
the world. We are steadfastly committed 
to a workplace where equal treatment, 
dignity, and respect are provided 
regardless of race, color, ancestry, 
national origin, religion, sex, marital status, 
age, sexual orientation, gender identity 
or expression, legally protected physical 
or mental disabilities, or any other basis 
protected under the law. 
Supporting Diverse Candidates  
and Associates  
We are continually expanding our 
candidate pools by partnering with 
organizations and educational institutions 
that promote racial, socio-economic 
diversity. As part of our efforts to build 
inclusion, we offer regular DEIB 
training, open forums, and the opportunity 
to form and participate in associate-led 
groups that gather based on common 
interests or identities. These groups are 
open to all members of our team. We 
are also proud to celebrate key dates 
throughout the year which honor the 
diversity of our associates including Black 
History Month, Hispanic Heritage Month, 
Women’s History Month, AAPI Heritage 
Month, Pride Month, and many more.
Equitable Pay 
We believe in competitive and equitable 
pay for our associates. J.Crew Group 
routinely conducts compensation studies 
to ensure that all associates, regardless 
of gender or race, are paid fairly based 
on objective factors including experience, 
skills, position, and performance.
Employee Benefits  
J.Crew Group provides an array of 
inclusive benefits that support our diverse 
population. We provide access to benefits 
that encourage wellness and recognize the 
need for a healthy balance between work 
and personal life. We are committed to 
providing life-enhancing benefits that go 
beyond typical health insurance such as 
adoption, surrogacy, parental leave, and 
mental health services. Our associates are 
able to select from a variety of options 
that can be tailored to their individual 
needs and supported by self-service 
technology. 
Health & Safety  
We are committed to providing a safe and 
healthy environment for our associates 
and customers through dedicated safety 
programs to reduce or eliminate workplace 
hazards in our stores, our distribution 
centers, and our offices.
Our customers
Our customers are the reason we are in 
business. We strive to meet and exceed 
customer expectations by providing safe, 
accessible, and sustainable goods and 
services. Through our marketing practices 
we strive to embrace inclusivity and 
celebrate the collective and individual 
identity. As a company, we actively 
welcome all customers regardless of race, 
ethnicity, religion, gender, age, ability, 
size and shape, or sexual orientation. 
We partner with Open to All and signed 
their Mitigate Racial Bias in Retail Charter 
which honors our commitment to the 
customer experience and supports our 
goal of mitigating racial bias and fostering 
an inclusive shopping experience for all. 
We are committed to ensuring that store 
associates treat all customers with respect 
and according to our policies and related 
laws, including those pertaining to equal 
access for customers with disabilities. 
We also respect our customers’ privacy 
as outlined in the J.Crew Group Privacy 
Policy which prohibits the collection of 
personal information from children and 
responsibly maintains and uses private 
customer information in order to enhance 
our customers’ shopping experiences in 
accordance with applicable laws. Our 
policy encourages customers to choose 
how their information is used  by providing 
opt-out options as well as the ability to 
delete specific personal information or a 
customer account.
HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLE        GOVERNANCE        APPENDIX

69
Our communities
We are growing our associate volunteer 
program, connecting customers with 
nonprofits we admire, and creating 
opportunities to give back in the 
communities where we live and work. 
We are achieving these efforts through 
philanthropy and giving, volunteerism and 
corporate matching. Throughout the year, 
we team up with organizations across the 
country that are aligned with our values 
and connect our customers to their 
philanthropic mission. And we support 
their work through donations as a portion 
of a product purchase, or by collecting 
physical items like coats and clothing. 
Locally, our stores sponsor events where 
a portion of the proceeds are donated 
to local charities, and in 2022 our J.Crew 
Group teams collectively volunteered over 
2,600 hours to organizations that foster 
basic human rights of those living in their 
communities. We also believe that having 
enough food is a basic human right. We 
therefore partner with No Kid Hungry 
which has a mission to end childhood 
hunger in America. Finally, since March 
of 2020 we supported the American Civil 
Liberties Union with donations totaling 
over a million dollars to protect and 
advance civil liberties for all. We team 
up with other organizations all over the 
country that tackle important issues like 
inclusivity, female empowerment, and 
support for children. 
Human rights in our supply chain
Our Business Partners and their 
Facilities  
We do not own or operate any production 
facilities, so it is important for us to 
develop trusted relationships with our 
vendors to ensure that human rights 
are respected in our entire supply 
chain. Therefore, we seek long-term 
relationships with suppliers that share 
our commitment to abide by our Supplier 
Code of Conduct (“Code”) and respect 
the human rights of the more than 100,000 
workers who contribute to the production 
of our merchandise.
Supplier Code of Conduct  
Our Code clearly outlines our expectations 
for the treatment of all workers within 
our supply chain. It prohibits physical, 
psychological, verbal, or sexual 
harassment, threats, or abuse or corporal 
punishment. All workers must be treated 
with dignity and respect. The Code also 
forbids the use of any form of forced or 
child labor, involuntary or trafficked labor, 
including prison, bonded, and indentured, 
and any form of human trafficking. And it 
outlines our expectations and applicable 
laws pertaining to working conditions, 
including legal working hours, safe working 
environments, health benefits, legal 
wages, and the right to freely associate 
and participate in a formal grievance 
process. We are particularly committed 
to protecting the human and labor rights 
of at-risk groups including women, young 
workers, domestic migrant workers, and 
foreign contract workers; groups which are 
known to be more at risk for human rights 
abuses.
Risk Assessments  
Prior to approval, each new vendor and 
factory goes through a thorough due 
diligence screening process as well as 
pre-approval audits to assess the level 
of compliance with our J.Crew Group 
Supplier Code of Conduct. Over the 
lifecycle of our relationship with our 
vendors we conduct frequent announced 
and unannounced facility audits to 
evaluate compliance, and we will not do 
business with any company that does not 
protect human rights or is deemed to be a 
risk to our business. 
Remediation and Improvement  
If serious human rights non-compliances 
are identified during an audit, we will 
investigate to assess the allegation and 
understand the root cause. Depending on 
the findings, we will assess possible 
remediations with a factory while always 
trying to focus our efforts to improve 
outcomes for workers. We expect all 
suppliers to improve their level of 
compliance with our Code from audit to 
audit. If a supplier is unable to respond to 
our continuous improvement model after 
three social compliance audits, we will 
consider an end tothe business relationship. 
Transparency  
We will continue to implement processes 
and procedures to drive transparency, 
assess our supply chain, trace fabric and 
raw material origins, and prohibit forced 
labor of any type in the manufacture of 
J.Crew Group product.
Partnerships  
We align with several organizations 
which support our efforts to ensure 
that human rights are respected in our 
supply chain. Through our partnership 
with Fair Trade USA  we empower workers 
and ensure fair conditions and equal 
economic opportunities for everyone who 
manufactures our products. Better Work 
supports the human rights of workers in 
our supply chain by providing compliance 
assessments, training, advocacy, and 
research. The Mekong Club works to bring 
about sustainable practices towards the 
fight against modern slavery. They enhance 
our human rights efforts by providing 
modern slavery training for J.Crew Group 
associates, and providing ongoing research 
and advocacy in support of our efforts to 
ensure that modern slavery is not found in 
our supply chain.
Corporate governance of  
human rights
We hold ourselves accountable through 
our corporate governance structure 
beginning with our associates who have a 
shared responsibility for respecting human 
rights in our organization, our stores and 
in our supply chain. Our associates also 
have a responsibility to raise any observed 
or suspected violation of our human 
rights policies. Our Open Door policy 
provides the forum for our associates to 
raise human rights issues and concerns 
to their manager or through our Open 
Talk Line which supports anonymous and 
confidential reporting. 
Our Board of Directors, comprised of 
50% women and 50% who identify as 
members of underrepresented racial 
and ethnic groups, routinely review, and 
provide oversight over our human rights 
initiatives, sustainability efforts, and 
our overall Environmental, Social, and 
Governance (ESG) strategy. Our Audit 
Committee regularly reviews our human 
rights compliance and ethics programs 
throughout our business. Finally, our 
Diversity, Equity, Inclusion and Belonging 
Council (DEIB), led by our CEO and Chief 
People Officer and senior leaders provides 
oversight, business alignment, and 
championing of our DEIB strategies and 
programs.
Looking forward
We will continue to conduct the ongoing 
due diligence necessary to continually 
strengthen our understanding of human 
rights issues in our operations and supply 
chain. We will focus our efforts on infusing 
innovation in our training, our policies, and 
our business collaborations in support of 
our core values and our commitment to 
fundamental, universal, and inalienable 
human rights. 
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HIGHLIGHTS        INTRODUCTION      PLANET        PEOPLES        GOVERNANCE        APPENDIX     
ANIMAL WELFARE 
POLICY 
At Madewell, we believe in delivering the 
best possible products to our customers 
while honoring our broader commitment 
to social responsibility. We continually 
work to ensure that we are sourcing the 
materials for these products responsibly, 
constantly keeping in mind the quality 
of our products and the values of both 
our customers and our company. We aim 
to work with partners who are equally 
committed to ethical sourcing, including 
responsible and humane animal welfare 
practices in the supply chain. 
 
We aim to work with suppliers who adopt 
industry-best practices that are based 
on the internationally recognized Five 
Freedoms. The Five Freedoms are also 
the guiding principle behind our Animal 
Welfare Policy. We require that all our 
suppliers adhere to the following baseline 
requirements for the materials allowed 
for use in our products, and for those who 
provide materials of animal origin, they 
must meet the standards for ethically 
sourced materials. 
 
Fur-free 
Madewell prohibits the use of fur in our 
products. We define fur in accordance 
with the Fur Free Retailer definition as 
being: “Any animal skin or part thereof 
with hair or fur fibers attached thereto, 
either in its raw or processed state or the 
pelt of any animal killed for the animal’s 
fur. ‘Animal’ includes, but is not limited to, 
mink, fox, rabbit, karakul lamb and raccoon 
dog. ‘Fur’ shall not include:  
1.	 Such skins as are, or are to be, 
converted into leather or which in 
processing have, or shall have, the hair, 
fleece or fur fibers completely removed 
2.	 Materials clipped, shorn or combed 
from animals, such as fleece, sheepskin 
or shearling 
3.	 Leather or hair attached to skin that is 
typically used as leather, e.g. cowhide 
with hair attached 
4.	 Synthetic materials intended to look  
like fur.
Any hair, fleece or shearling used must 
be a byproduct of the meat industry, as 
outlined in our leather requirements 
below. We also ensure that faux fur is 
coming from non-animal sources through 
our fiber content testing program. 
 
Down 
Madewell does not currently source 
any down for our products. If we chose 
to do so in the future, all down will 
have to be Responsible Down Standard 
(RDS) certified or meet an equivalent 
standard for animal welfare. 
 
Leather 
All leather must be a byproduct of the 
meat industry. 
 
Exotic-skins-free 
Madewell does not use real exotic animal 
skins, including but not limited to: snake, 
alligator, crocodile, lizard, fish or marine 
mammals. 
 
Angora-free 
Madewell will not produce goods that 
contain angora or rabbit hair unless and 
until we can identify a source that meets 
our animal welfare standards. 
 
Wool 
Madewell supports the use of wool that is 
sourced from humanely raised and treated 
sheep. We are committed to sourcing wool 
certified to Textile Exchange’s Responsible 
Wool Standard or equivalent standards, in 
our products where possible. We also will 
not produce goods that contain mohair 
until we can identify a source that meets 
our animal welfare standards. 
 
Cashmere 
Madewell is committed to using cashmere 
that is sourced in a way that protects 
the welfare of the cashmere goats, 
protects natural resources and improves 
the working conditions of farmers, 
farmworkers and herders. As of Fall 2021, 
we have committed to using responsibly 
certified cashmere in all of our products.   
Endangered Species 
Madewell prohibits the use of any 
protected, threatened or endangered 
species including, but not limited to, 
species appearing in: 
•	 The Convention on International Trade 
in Endangered Species (CITES) 
•	 The International Union for 
Conservation of Nature (IUCN) Red List 
as critically endangered, endangered, or 
vulnerable 
•	 The Endangered Species Act (ESA) 
OUR APPROACH TO 
SOCIAL COMPLIANCE 
We have a responsibility to run and grow 
our business ethically, responsibly and 
legally. Our Supplier Code of Conduct 
is the cornerstone of our responsible 
sourcing programs. This code is based on 
the International Labor Organization (ILO) 
core standards and requires compliance 
with all laws in each of the countries in 
which our facilities operate. The code 
applies to every level of our supply chain, 
including all approved subcontractors, 
homeworkers and sub-suppliers. It 
outlines fifteen specific expectations 
related to labor and human rights, 
environment and fair and honest operating 
standards.
J.Crew Group collaborates across the 
fashion industry with organizations actively 
improving global labor standards and 
workplace conditions. We are members 
of Fair Factories Clearinghouse and 
Business for Social Responsibility, and 
we partner with Better Work to improve 
social dialogue and worker engagement 
in supplier factories. Better Work engages 
directly with our factories in Vietnam, 
Bangladesh, Cambodia, Indonesia and 
Haiti.
We support our suppliers with tools and 
best practices for safe working conditions, 
including training and consultations. Our 
suppliers agree to monitoring by third-
party, independent audit firms to ensure 
ongoing compliance. Most inspections are 
semi-announced, and when necessary, 
fully unannounced. 
All new suppliers are subject to inspection 
and approval before any purchase orders 
are placed. The existing factories within 
our supply chain are routinely inspected 
based on their previous compliance 
performance and their overall external risk 
factors. Inspections consist of document 
review, private and protected worker 
interviews and a walk-through of the 
facility to assess worker well-being, health 
and safety. 
In 2022, we conducted 135 audits to 
assess the level of compliance with our 
Supplier Code of Conduct. We uphold 
a rigorous Code of Conduct and as a 
result, two factories were not approved 
for production based on an unacceptable 
level of compliance, and we ceased 
production in two existing factories that 
did not support key elements of our Code. 
Fifteen percent of our factories achieved 
top audit ratings, and the majority of 
our factory audits resulted in what we 
consider a “Fair” rating due to the need 
for system or procedure changes to 
be remediated within six to 12 months. 
And 10 percent received a rating which 
required remediation within three months 
to remain a J.Crew Group supplier. In 
all cases, we worked with our suppliers 
to develop and implement a Corrective 
Action Plan specific to the issues cited 
during the audit. We also accepted 107 
audits which were conducted by industry 
certification programs or other retail 
brands. For these audits we reviewed 
the level of compliance and worked 
collaboratively with the program or brand 
to support sustainable resolution to the 
non-compliances.
J.Crew Group collaborates with suppliers 
to help identify compliance issues and 
their root causes and uses a capacity-
building and continuous improvement 
model to reach a higher level of social 
compliance in our supply chain. 
However, if a critical issue related to 
working standards or required procedures 
is cited, or if the supplier is unwilling to 
correct non-compliances or reach a higher 
level of social compliance, J.Crew Group 
may terminate the business relationship.
Modern Slavery
J.Crew Group is committed to preventing 
modern slavery of any kind in the 
manufacturing of our products. Based on 
reports documenting the systemic use 
of forced labor (including child labor) in 
the harvesting of cotton in certain parts 
of the world, our policy prohibits the 
sourcing of cotton from these regions 
for the manufacturing of our products. 
We continually collaborate with industry 
associations, NGOs and other brands to 
raise awareness of this very serious issue 
and advocate for its elimination.  Upon 
independent verification that cotton in any 
of these regions is no longer harvested 
using forced labor, we will re-evaluate this 
policy.
Worker Safety
Protecting workers’ safety, health and 
well-being throughout the production 
process is also a requirement of our 
suppliers. Our compliance audits include 
many elements related to the safety of 
workers in factories and dormitories. 
We routinely inspect for building and 
machinery safety, fire safety, proper 
handling and storage of chemicals and 
hazardous materials, and safe evacuation 
procedures.
We also work to maintain safe production 
processes in our factories including 
providing personal protective equipment 
for our workers. 
When we became aware of the health 
issues related to sandblasting, we 
prohibited this process being used in the 
production of denim and other J.Crew 
products.
Worker Voice
We believe all workers need the freedom 
to raise grievances and be free from any 
retaliation. All of our suppliers must 
recognize and respect the rights of 
workers to freedom of association and 
collective bargaining.
All suppliers are required to maintain a 
structured grievance procedure to report 
complaints or grievances and adopt a 
zero-retaliation policy. Workers must be 
trained on the process and understand 
the importance of reporting grievances or 
suspected misconduct.
Responsible Exit Policy 
At J.Crew Group we believe that fair and 
decent working conditions, the freedom 
of opinion and expression and an adequate 
standard of living are basic human rights. 
This is why we are committed to sourcing 
our products in an ethical, responsible and 
legal manner—and expect our Suppliers 
to share our core values and to partner 
with us in our commitment to continuous 
improvement and in promoting better 
working conditions. 
 
We do this by holding our Suppliers and 
ourselves accountable, by identifying 
issues and their root causes and by 
building capacity for positive change. 
The cornerstones of our program are 
our J.Crew Group Supplier Code of 
Conduct, our monitoring program and 
capacity building efforts, as well our multi-
stakeholder collaborations. 
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141
SOCIAL COMPLIANCE 
PROGRAM  
The Vendor Code of Conduct is based 
on the International Labour Organization 
(ILO) conventions and other internationally 
recognized labor rights. We expect these 
standards to be followed by all factories, 
subcontractors, suppliers and agents 
who are affiliated with the production 
of Madewell goods (“Suppliers”). While 
Madewell recognizes that there are 
different legal and cultural environments 
in which our Suppliers operate throughout 
the world, the J.Crew Group Supplier 
Code of Conduct (“Supplier Code”) forms 
the guiding principles for our Responsible 
Sourcing program. By choosing to do 
business with Madewell, Suppliers commit 
to following our policies including the 
Supplier Code. As such, adherence to the 
Supplier Code constitutes a contractual 
obligation between Madewell and its 
Suppliers. 
 
Monitoring Factory Conditions 
While it’s relatively simple to communicate 
our expectations to our Suppliers, it is 
more complicated to verify compliance 
throughout all areas of our supply 
chain. In order to ensure objectivity, we 
carefully select independent external 
firms to conduct both semi-announced 
and fully unannounced inspections of our 
manufacturing facilities. We also make 
sure that each facility will not be inspected 
by the same third party on a continuous 
basis in order to ensure integrity. All new 
Suppliers are subject to inspection before 
any purchase orders are placed. Existing 
factories are inspected based on their 
compliance performance and overall 
external risk factors. A typical inspection 
consists of document review, private worker 
interviews and a walk-through of the facility 
to assess worker well-being and workplace 
health and safety. Where we may deem 
necessary, we also may employ additional 
measures such as more in-depth auditing, 
focused inspections, surveillance or off-site 
interviews, for example, depending upon the 
key concerns identified. 
Improving Working Conditions  
at Factories 
We believe that sustainable and positive 
change can only happen in partnership 
with our Suppliers. To this end, we provide 
our Suppliers with the tools they need 
to improve working conditions, including 
training and in-factory consultations. We 
also believe that the ability for workers to 
raise grievances and to collectively address 
issues and concerns to management are 
pivotal in improving working conditions. 
This is why we promote the establishment 
of worker committees at our factories 
through our participation in such 
programs as the Better Work and Fair Trade 
programs. 
 
Our goal is to work to address issues of 
noncompliance in a cooperative manner 
in partnership with our Suppliers. 
However, in cases where a critical issue 
of noncompliance is identified or when 
a Supplier may be unwilling to meet 
our requirements, despite our efforts 
and engagement, we will terminate our 
business relationship where we deem 
necessary. 
 
Zero-tolerance Approach Toward 
Forced Labor 
At Madewell, we recognize our 
responsibility to source our products in 
a legal, ethical and responsible manner 
consistent with the highest standards. Our 
Code of Conduct, which must be followed 
by all factories, subcontractors, suppliers 
and agents who are affiliated with the 
sourcing and/or production of Madewell 
goods, is based on International Labour 
Organization conventions, in addition to 
other internationally recognized labor 
rights standards. 
 
Embedded in our Code of Conduct is 
our commitment to our zero-tolerance 
policy to ensure that no forced labor or 
trafficked persons are being used in any 
parts of our business or in our global 
supply chain. Business partners must not 
use forced labor, whether in the form of 
prison labor, indentured labor, bonded 
labor or otherwise. No employee may 
be compelled to work through force or 
intimidation of any form, or as a means 
of political coercion or as punishment for 
holding or expressing political views. 
 
Specifically, based on region-wide 
Withhold Release Order on products 
made by forced or slave labor in Xinjiang 
region, issued by U.S. Customs and Border 
Protection, we prohibit the manufacture of 
any product or the use of any cotton from 
the Xinjiang Uyghur Autonomous Region 
(XUAR) in China, as well as other areas 
where forced labor is knowingly practiced, 
including Uzbekistan. 
 
Additionally, we are committed to working 
with our suppliers, industry groups, 
governments and other stakeholders 
to develop strategies to address forced 
labor throughout the supply chain. We 
participate in the Retail Industry Leaders 
Association (RILA), the American Apparel 
& Footwear Association (AAFA) and with 
the Mekong Club to help advance human 
rights worldwide, which includes stopping 
the practice of forced labor. We also 
support the Joint Statement published by 
our industry partners in July 2020. 
 
Uzbek Cotton 
Madewell is aware of and takes very 
seriously the reports of government-
sponsored forced child labor in the 
harvest of cotton in Uzbekistan. The 
use of forced child labor is inconsistent 
with the requirements set forth in the 
Madewell Code of Supplier Conduct. 
We are firmly opposed to the use of 
forced child labor in the harvest of Uzbek 
cotton and are collaborating with a multi-
stakeholder coalition to raise awareness 
of this very serious concern and press 
for its elimination. We commit to not 
knowingly sourcing Uzbek cotton for the 
manufacturing of any of our products until 
the government of Uzbekistan ends the 
practice of forced child labor in its cotton 
sector. 
 
Industry collaboration and 
partnerships 
Industry collaborations matter when 
it comes to improving overall working 
standards and standards of living. While 
we make sure to work with each of our 
factories, there are certain issues which 
only can most effectively be addressed in a 
collective manner. That is why we partner 
with several international organizations 
committed to improving global labor 
standards and conditions. 
 
Madewell is a member of Fair Factories 
Clearinghouse (FFC), a nonprofit 
organization that allows participating 
brands to share reports and thereby 
increase transparency. For more 
information, please visit fairfactories.org. 
 
Madewell is also a member of Business for 
Social Responsibility (BSR), an organization 
for companies committed to socially 
responsible business practices, and we are 
proud to partner with them on initiatives 
that are committed to improving working 
conditions around the world. More 
information on BSR can be found at bsr.org. 
 
Madewell is a partner with Better Work, 
a partnership between the International 
Labor Organization (ILO and the 
International Finance Corporation to 
improve social dialogue and worker 
engagement in supplier factories. Better 
Work advisers engage with suppliers to 
improve working conditions by building 
out worker committees, establishing solid 
grievance mechanisms and providing 
training to factory supervisors. We 
currently work with Better Work in our 
factories in Vietnam, Indonesia and 
Cambodia. 
 
Madewell is a member of the Mekong 
Club, an organization whose mission is 
to eradicate all forms of modern-day 
slavery. For more information, please visit 
themekongclub.org. 
Sandblasting 
Sandblasting is a finishing process that 
is primarily used to achieve a worn look 
for denim. The method involves sand 
particles being applied to garments under 
high pressure. The use of sandblasting 
without proper protective equipment 
endangers the health of factory workers. 
To ensure the well-being of the workers 
who manufacture Madewell products, we 
have banned the use of sandblasting for all 
Madewell’s products. 
 
California Transparency in Supply 
Chains Act (sb 657) and UK Modern 
Slavery Act Disclosure Statement 2017 
The ILO Forced Labour Convention No. 29 
defines “forced labor” as “work or service 
exacted from a person under threat of any 
penalty, which includes penal sanctions 
and the loss of rights and privileges, where 
the person has not offered himself/ herself 
voluntarily.” 
 
According to ILO data, human trafficking 
is the second most prevalent form of 
illegal trade in the world, just after the 
illicit drug trade and equal to the sale of 
illegal firearms. Sometimes referred to as 
modern-day slavery, it is also the fastest 
growing illegal business in the world. 
 
Madewell strictly prohibits the use of any 
form of forced labor or the trafficking 
of persons across all of our company 
operations and in our global supply chain. 
In accordance with our Code of Conduct 
standards, business partners must not 
use forced labor, whether in the form of 
prison labor, indentured labor, bonded 
labor or otherwise. No employee may 
be compelled to work through force or 
intimidation of any form, or as a means 
of political coercion or as punishment for 
holding or expressing political views. 
 
For more details please see our policies. 
 
Madewell Code of Ethics 
Our Madewell Code of Ethics and Business 
Conduct—the “Code of Ethics”—provides 
the fundamental underpinning for 
our ethical and compliant conduct for 
Madewell associates. The Code of Ethics 
defines the way we do business worldwide 
and serves as a guide to help associates 
make responsible and prudent business 
decisions. Each of us at Madewell is 
responsible for ensuring that the highest 
standards of conduct are upheld and 
encouraged. The Code of Ethics applies 
to all Madewell associates and our Board 
of Directors. While the Code of Ethics 
applies to our associates and our Board of 
Directors, we also expect our Suppliers to 
behave in a manner consistent with and in 
furtherance of our Code of Ethics. 
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143
OUR COMMITMENT TO 
PROTECT FORESTS   
At Madewell, we believe in delivering 
the best possible products to our 
customers while honoring our 
broader commitment to corporate 
social responsibility. We continually 
work to ensure that we are sourcing 
the materials for our products 
responsibly, constantly keeping in 
mind the quality of our products and 
the values of both our customer and 
our company. Madewell is committed 
to the sustainable use of the world’s 
forests and lands, in order to protect 
ecosystems, prevent biodiversity 
loss and combat climate change. For 
this reason, we are committed to 
sourcing all pulp-based products, 
such as man-made cellulosic fabrics, 
from sustainable sources. 
Conservation of ancient 
and endangered forests and 
ecosystems 
Madewell will support approaches 
and systems to build a future that 
does not use ancient and endangered 
forests in manmade cellulosic fabrics 
(including rayon, viscose, lyocell, 
modal and other trademarked 
brands). We will influence our fabric 
supply chains in order to protect 
the world’s remaining ancient and 
endangered forests and endangered 
species’ habitats. 
 
To do this, we will: 
•	 Assess our existing use of 
man-made cellulosic fabrics 
and eliminate sourcing from 
endangered species’ habitats and 
ancient and endangered forests 
such as the Canadian and Russian 
boreal forests; coastal temperate 
rainforests; tropical forests 
and peatlands of Indonesia, the 
Amazon and West Africa by 2022. 
•	 Work to eliminate sourcing from 
companies that are logging forests 
illegally from tree plantations 
established after 1994 through 
the conversion or simplification 
of natural forests, from areas 
being logged in contravention of 
indigenous and local peoples’ 
rights or from other controversial 
suppliers. 
•	 Work with Canopy and our 
suppliers to support collaborative 
and visionary solutions that 
protect remaining ancient 
and endangered forests in the 
coastal temperate rainforests on 
Vancouver Island and the Great 
Bear Rainforest, Canada’s boreal 
forests and Indonesia’s rainforests.
•	 Engage our suppliers to change 
practices and/or re-evaluate our 
relationship with them if we find 
that any of our forest fibers are 
being sourced from ancient and 
endangered forests, endangered 
species’ habitats or illegal logging. 
 
This commitment is aligned with, 
and builds on, the work of not-
for-profit organization Canopy, 
which collaborates with brands 
and retailers to ensure that their 
supply chains are free of ancient 
and endangered forests as part of 
the CanopyStyle Initiative. 
 
Shift to more environmentally 
and socially beneficial fabrics 
Madewell will collaborate with 
Canopy, innovative companies 
and suppliers to encourage the 
development of fiber sources that 
reduce environmental and social 
impacts, with a focus on agricultural 
residues and recycled fibers. In 
2021, Madewell will put in place a 
preference for purchasing man-
made cellulosics with a minimum 
of 50 percent of these innovative 
fiber sources and develop a 2025 
procurement target for these closed-
loop solutions based on viscose fiber 
producer innovation. 
 
Recognizing, respecting and 
upholding human rights and the 
rights of communities 
Madewell will request that our 
suppliers respect the Universal 
Declaration of Human Rights and 
acknowledge indigenous and rural 
communities legal, customary or 
user rights to their territories, land 
and resources. To do so, we request 
that our suppliers acknowledge 
the right of indigenous people 
and rural communities to give 
or withhold their Free, Prior and 
Informed Consent (FPIC) before 
new logging rights are allocated 
or plantations are developed. We 
request that our suppliers resolve 
complaints and conflicts, and 
remediate human rights violations 
through a transparent, accountable 
and agreeable dispute resolution 
process. 
 
Forest certification for fabrics 
Where the above conditions are 
met, Madewell will request that all 
fiber sourced from forests are from 
responsibly managed forests, certified 
to the Forest Stewardship Council 
(FSC) certification system, and where 
FSC certified plantations are part of 
the solution. 
 
Support best processing 
practices 
Madewell requires that our man-
made cellulosic suppliers use best 
available environmental practices for 
processing, such as the closed-loop 
lyocell processing. 
 
Reduce greenhouse gas 
footprint 
Recognizing the importance of 
forests as carbon storehouses, as 
part of our ongoing leadership on 
climate, Madewell will support 
initiatives that advance forest 
conservation to reduce the loss 
of high carbon value forests, by 
encouraging suppliers to avoid 
harvest in these areas and by 
giving preference to those that use 
effective strategies to actively reduce 
their greenhouse gas footprint. 
 
Promote industry leadership 
Madewell looks to create a 
positive impact together with our 
suppliers, partners and customers. 
As implementation progresses, 
Madewell will work with suppliers, 
non-governmental organizations, 
other stakeholders and brands 
that are part of the CanopyStyle 
initiative to support the protection 
of ancient and endangered forests 
and forward solutions to reduce 
demand on our forests. We will also 
seek opportunities to educate and 
inform the public on these issues 
and solutions through our marketing 
and communications.
 
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73
BASE YEAR DATA
CATEGORY NAME
2019 EMISSIONS (MTCO2E) SCREENER
2022 EMISSIONS
1. Purchased goods and services
433,776
370,342
2. Capital goods
5,267
16,391
3. Fuel and energy related activities
8,779
6,945
4. Upstream transportation & distribution
144,962
154,432
5. Waste generated in operations
2,495
1,170
6. Business travel
1,363
1,257
7. Employee commuting
8,220
4,862
8. Upstream leased assets
Not applicable
Not Applicable
9. Downstream transportation & distribution
Not Applicable
Not Applicable
10. Processing of sold products
Not applicable
Not Applicable
11. Use of sold products
Not applicable, but 277,950
Not Applicable, 410,611
12. End-of-life treatment of sold products
449
392
13. Downstream leased assets
Not applicable
Not Applicable
14. Franchises
Not applicable
Not Applicable
15. Investments
Not applicable
Not Applicable
TOTAL EMISSIONS
605,311
555, 792
SCOPE 3 EMISSIONS TABLE 
2022 emissions against 2019 baseline data
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For more information, visit madewell.com
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