GUCCI’S DIVERSITY,
EQUITY AND INCLUSIONPOLICY

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GUCCI’S GUIDING PRINCIPLES
Gucci actively supports diversity in all its forms; equity and inclusiveness, allowing everyone to fully express
their own uniqueness.
Gucci believes that diversity is at the heart of creativity and innovation and therefore of economic performanceand responsible business. Policies to enhance diversity and inclusion are reflected in commitments, objectives
and targets set, and are managed and reported in a transparent manner.
Gucci has set itself the following objectives:• Ensuring an inclusive workplace for all employees by providing ongoing training programmes, resourcegroups and open dialogue in order to enhance communication, understanding and empathy.
• Increasing gender diversity at leadership level with specific objectives for each global region.
• Closing the gender pay gap for equivalent positions within the organisation by 2025.
• Creating more opportunities in the workplace for people with disabilities.
• Adopting inclusive practices for gender-related self-identification.
Gucci is committed to disseminating a culture of respect and the coexistence of differences at all levels of theorganisation and to offering its corporate population an open and stimulating work environment, free of any
kind of discrimination or preferential treatment with regard to recruitment, remuneration, professional training,
promotions and dismissal based on criteria of gender, age, sexual orientation, gender identity, pregnancy,ethnicity, nationality, social class, religion, marital status, political opinions, trade union membership,disability and medical conditions.
This Diversity, Equity and Inclusion Policy is based on the principles of the Group Code of Ethics and the Gucci
Corporate Sustainability & Responsibility Policy, and has been defined by senior management, in coordination with
the Gender Equality Steering Committee, approved by the CEO; its implementation in relation to Gender Equality
has been entrusted to the Gender Equality Steering Committee. The Policy is communicated and disseminatedwithin the organisation and to all external stakeholders, with a view to transparency and collaboration.
Gucci also has SA8000 certification, the foremost international certification standard for business ethics thatincludes social responsibility requirements, including respect for people, health and safety in the workplace,workers’ rights and equal opportunities. Certification is rooted in the employment provisions contained in theInternational Labour Organisation (ILO) conventions and the Universal Declaration of Human Rights.
THE POLICY IN ACTION
The implementation of the Diversity, Equity and Inclusion Policy is ensured by the Steering Committee,
management and the HR team, through principles of equal opportunities and meritocracy in the managementof all phases of the company’s resources lifecycle, from selection, recruitment, access to training and growth
paths, to remuneration.
In addition to this Policy, Gucci has translated into operating procedures policies relating to personnel
management and careers as well as relating to communication, thereby placing real emphasis on genderequality, promoting diversity, and supporting female empowerment.
Gucci also works with industry organisations dedicated to gender equality and equal opportunities, leveraging
independent third-party partners to measure progress and foster a culture of inclusion.
For example, Gucci, is a member of the Sodalitas Foundation, a signatory to the “Charter for Equal Opportunities
and Equality at Work”; another example is Gucci’s collaboration with Valore D which aims to define concrete
training and development plans for women in the company.
GovernanceIn 2019, Gucci appointed a Global Equity Board with the responsibility of defining the vision and prioritiesof the company culture and the employee experience. Headed by the President and CEO, the Global Equity
Board is composed of a mix of various senior executives from diverse backgrounds, including experienced
external representatives active in the area of Diversity and Inclusion. The Global Equity Board is responsible fordefining a set of ambitious objectives, measuring Gucci’s progress against DE&I objectives; in line with Kering’sstrategy on the same themes.

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At the local level, the Global Equity Board has approved an action plan and appointed Diversity and Inclusion
Committees, which work to ensure that the global strategy is implemented at all company levels, translating
the Board’s vision into concrete measures and actions. The Gender Equality Steering Committee is entrustedwith the management and monitoring of gender equality issues.
HR processes
Gucci’s HR processes aim to:
Attract, select and recruit talent• Prior to selection, Gucci informs all interested persons of the values that set the Company apart, such as thecelebration of each individual’s uniqueness, inclusion and openness;• Gucci is committed to a selection process based on inclusive criteria, promoting diverse leadership andproviding training for all employees, as well as training programmes for recruitment managers on diversity
issues;• Gucci analyses the selection data in order to monitor the composition of the company population in termsof gender.
Develop and retain talent• Gucci’s objective is to generate professional development and mentoring opportunities through career
promotion, training and education programmes, with exchange programmes at a global level;• Gucci provides employees with training programmes that help them understand and recognise unconscious
bias, based on working in an inclusive team and offering a customer experience centred around the valueof inclusion;• Gucci also offers additional training programmes dedicated to management positions aimed at promoting
and strengthening inclusive leadership. In addition, newly appointed managers automatically embark on a
training pathway that provides courses dedicated to inclusive leadership and company values.
Communicate, understand and raise awareness• Gucci has implemented a listening strategy through periodic opinion polls, involving the entire corporate
population with the aim of understanding perceptions and needs and allowing resources to provide valuable
insights for defining the company’s initiatives;• Gucci promotes awareness campaigns around the issues of Diversity and Inclusion.
Gender parity
With a view to enhancing diversity, one of Gucci’s main objectives is gender equality in all roles and positions
and at all levels of the Group hierarchy.
Gucci has defined an action plan for its implementation, setting up a management model that ensures overtime that the requirements defined and implemented are maintained, measuring the progress of the results
through the preparation of specific KPIs.
Kering was among the first signatories of the Charter of Principles for the Empowerment of Women drafted
by UN Women and the UN Global Compact. Gucci is a signatory of “The Women’s Forum CEO Champions
Commitments”, the document signed at the Women’s Forum G20 Italy to accelerate the path towards a “ZeroGender Gap”.
Gucci promotes women’s skills development through specific programmes, such as mentoring, coaching, andleadership training, to help talented women gain access to leadership positions.
Pay Parity
In order to achieve the 2025 target on gender pay parity, Gucci has embarked on a process that involves
analysing gender pay gaps and establishing an action plan to close any gaps. In 2021 Gucci produced areport on the gender gap (“Gender Balance Sheet”) which has been extremely useful both for identifying andimplementing initiatives that support the culture of inclusion and for identifying opportunities that can trigger
change and achieve gender parity within the company.

3Protecting parenthood and the work-life balance
The commitment to promoting and valuing maternity/paternity and the needs of each resource is a key elementof Gucci’s strategy. The support and protection of parenthood are also ensured through work-life balance tools
which are integrated in welfare policies.
To ensure that employees maintain a good work-life balance, and to promote the well-being of each individualin the workplace, Gucci implements policies and mechanisms to facilitate daily life and improve the quality oflife in the workplace. The main instruments adopted for this purpose are: a hybrid work model, parental leave,
welfare services, psychological assistance services.
Zero Tolerance
Kering and Gucci have always been active against Violence against Women and have adopted a domestic
violence policy that provides employees worldwide with the specific assistance they need.
LGBTQ+
Gucci protects LGBTQIA+ rights and supports the UN LGBT Business Conduct standards for businesses, which
include eliminating all forms of workplace discrimination, ensuring that in its business activities it does notdiscriminate against customers, suppliers or stakeholders, while working with business partners to address
discrimination issues across the supply chain.
Gucci creates opportunities to participate in Employee Resource Groups, dedicated to the existence ofdifferent communities, people with disabilities, women, and support networks within Gucci and LGBTQIA+
issues, with a view to cultivating a sense of belonging and collaboration in the community.
Gucci is also a member of Free and Equal Parks, an organisation dedicated to the promotion of good practices
related to respecting diversity, with a particular focus on the topic of sexual orientation and gender identity.
Disability
One of Gucci’s primary goals is to create more opportunities in the workplace for people with disabilities. To thatend, the company also works with specialised organisations for company selection and inclusion processes.
Gucci has always been attentive to developing programmes to improve not only accessibility and customer
experience at our retail outlets, but also the number of disabled persons within its teams. To this end, Gucci
provides its staff with adequate training to raise awareness of the importance of issues such as accessibility
and inclusivity, thanks in part to the presence of dedicated Employee Resource Groups (ERGs) which address
this subject.
Multigenerational working
Gucci is committed to enhancing the potential of a multigenerational workforce through personnel
management that supports the needs of each generation, eliminating age-related stereotypes, and throughtraining programmes focused on the individual.
The first step is to know the composition of the company’s population, which is why Gucci annually monitors thegenerational composition of the company, identifying the generation and age percentages among its global
workforce: Boomer, Generation X, Millennial or Generation Z.
Interculturalism
As part of its inclusive approach and commitment to diversity, Gucci plays an active role in promoting refugee
inclusion.
In particular, Gucci participates in the “Welcome - Working for Refugee Integration” programme, which has
won recognition from the UN Refugee Agency (UNHCR) for promoting the employment of refugees in Italy fora number of consecutive years.
Inclusion in the supply chain and community
Gucci promotes D&I principles not only internally, but also with its suppliers and local communities.
Gucci asks its suppliers to commit - by signing the Sustainability Principles - to not implementing any type ofdiscrimination and to promote and implement a long-term strategy for creating a working environment that4

is open to listening, inclusive and fair, and to implement positive actions aimed at empowering women anduniting people from all backgrounds.
Gucci promotes cultural and training initiatives aimed at women’s professional growth through theSupporting Women in the Luxury Supply chain project, together with the Kering group and the Camera
Nazionale della Moda.
Through the funding programme entitled “Developing Supply Chains” that Gucci has launched in collaboration
with Intesa Sanpaolo, Gucci suppliers are able to access funds for initiatives to also promote women’s careersand gender equality within companies, in line with the guidelines set out in the PNRR National Plan.
Finally, Gucci has been committed since 2013 to promoting social justice and gender equality through its
global CHIME FOR CHANGE campaign and through its global volunteer programme Gucci Changemakers,
where the company connects employees to local non-profit organisations that are committed to promotingsocial justice, fostering education, protecting the environment, and supporting health and well-being.

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