Using the globally renowned fashion chain Abercrombie & Fitch as a case example, this report´s aim is to depict its diversity policy and to analyse how the organisation meets its policy in reality. An introduction to the main approaches of diversity policies shall be given in order to analyse Abercrombie & Fitch´s diversity policy. Next, it will analyse, how the company deals with diversity in reality. Comparing this policy with a current image of the reality, it is then discussed whether or not the policy is followed in practice.
Table of Contents
1. Introduction
2. Policy
2.1 Diversity policies and the role of social justice and the business case
2.2 Abercrombie & Fitch´s Diversity Policy
3. Abercrombie & Fitch´s Diversity in practice
3.1 Race Discrimination claims
3.1.1 Terms of descent decree
3.2 Disability Discrimination claims
3.3 Religious Discrimination claims
4. Current status
5. Conclusion
Objectives and Core Themes
This report examines the disparity between the stated diversity policies of the global fashion retailer Abercrombie & Fitch and its actual organizational practices. By analyzing legal challenges and corporate strategies, the study evaluates whether the company's commitment to diversity is a genuine effort or merely a marketing-driven "window-dressing" strategy.
- Theoretical frameworks of organizational equality and diversity policies.
- Evaluation of Abercrombie & Fitch's internal diversity strategy drivers.
- Critical analysis of legal cases involving race, disability, and religious discrimination.
- Assessment of the gap between public image and actual workplace culture.
- Critical review of the "business case" for diversity versus legal compliance.
Excerpt from the Book
3. Abercrombie & Fitch´s Diversity in practice
“If I exclude people- absolutely. Delighted to do so”- a statement by Michael Jeffries, the CEO of Abercrombie & Fitch, in 2002 (Elliott, 2015 p.188). The quote represents the brand´s exclusionary marketing strategy, trying to exclusively appeal to young, good-looking and athletic-demographic customers (Sondak et al., 2014). As part of their marketing strategy, Abercrombie & Fitch made similar demands on its shop associates, paying particular attention to youth and looks, the average staff age is 27 (Halasz et al., 2006). Selecting for beauty among its sales staff, managers were instructed to grade their employees based on how attractive they are. When receiving a low rating, the associate was either terminated, dropped from the sales floor and asked to work in the stockroom or asked to work night shifts (McBride, 2005).
Furthermore, the author explains that every associate received a so-called Look Book, a book that includes instructions of adequate haircuts and styles, and other regulations concerning jewellery, which have lead to conjectures of racial undertones. In specific, the regulations have given rise to the suspicion to prohibit styles and habits typical for people of colour (McBride, 2005).
Summary of Chapters
1. Introduction: This chapter introduces the theoretical context of anti-discrimination laws and diversity policies, establishing the research goal to analyze Abercrombie & Fitch as a case example.
2. Policy: This chapter outlines the three main approaches to equality—legal, social justice, and the business case—and details the six specific drivers of the company's internal diversity strategy.
3. Abercrombie & Fitch´s Diversity in practice: This chapter contrasts the company's official diversity policy with documented instances of discriminatory practices, including race, disability, and religion-based grievances.
4. Current status: This chapter assesses the progress made by the company following the 2004 settlement, while highlighting continuing concerns regarding discriminatory hiring and marketing practices.
5. Conclusion: This chapter summarizes that the company’s diversity efforts appear to be primarily compliance-driven "window-dressing" rather than a deeply integrated corporate value.
Keywords
Abercrombie & Fitch, Diversity Policy, Organizational Equality, Discrimination, Business Case, Social Justice, Legal Compliance, Retail Management, Workforce Diversity, Equal Opportunity, Human Resources, Corporate Strategy, Employment Law, Ethnicity, Inclusion.
Frequently Asked Questions
What is the fundamental focus of this report?
The report investigates the alignment between the public diversity policy of the fashion brand Abercrombie & Fitch and its actual operational practices and employment outcomes.
What are the primary thematic areas covered?
The core themes include the legal and ethical motivations for diversity, the "business case" for inclusion, corporate marketing strategies, and the critical analysis of workplace discrimination lawsuits.
What is the central research question?
The research seeks to determine whether Abercrombie & Fitch’s stated commitment to diversity is a credible strategy or simply a form of superficial "window-dressing" to enhance brand image.
Which scientific methods are applied?
The work utilizes a qualitative case study approach, involving literature reviews of management theories and the analysis of secondary data, including legal records and corporate reports.
What is discussed in the main body?
The main body examines organizational policy theories, the specific diversity drivers of the company, and critical case studies concerning race, disability, and religious discrimination.
Which keywords characterize this study?
Key terms include diversity management, workplace discrimination, business case, equal opportunity, and organizational strategy.
How did the 2004 settlement impact the company's policies?
The settlement compelled the company to establish an Office of Diversity, hire specialized recruiters, and implement mandated diversity training programs for management.
Did the company successfully address its exclusionary marketing?
The report suggests that while there were changes in official statements, there remains a significant gap between the diverse imagery in corporate videos and the largely homogenous appearance of models on the brand's website and social media.
Why does the author conclude that the policy is an "empty shell"?
The author argues that because the company's changes were largely triggered by legal settlements rather than cultural transformation, the policies lack substantive ethical commitment.
- Arbeit zitieren
- Marina H. (Autor:in), 2015, Diversity at Abercrombie & Fitch, München, GRIN Verlag, https://www.grin.com/document/382972
