Diversity & Inclusion

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Diversity & Inclusion

Marketplace

Through our dedication to inclusion, we have made it a strategic priority to see a 10% increase in our African American and Hispanic consumer from a 2021 baseline. In 2022, we conducted market testing across these groups with encouraging results, paving the way for what we were able to accomplish in 2023.

Achieved at least 50% multi-cultural representation in all our media and assets
Established new customer baseline for multi-cultural growth

Our multicultural display campaign significantly outperformed benchmark, netting a return 2x higher than general market.

Celebrating Firsts Campaign

In 2023, we launched the Celebrating Firsts campaign that celebrates the first milestones a family can experience with their children alongside the cultures of our African American and Hispanic consumer bases. The campaign resulted in a significant increase in brand awareness among Hispanic consumers and significant improvement in a top driver of purchase among African American consumers.
The campaign and activations drove a 7% increase in Hispanic dollar sales and a 14% increase in dollar sales.

Workplace

We strive to create an environment where all employees feel a sense of belonging regardless of their ability, race, ethnicity, national origin, gender, age, sexual orientation, genetics, veteran status, or other status protected by federal, state, or local law. We are committed to having a workforce that reflects our diverse world and provides a range of programs to broaden diversity and ensure fairness across our global enterprise. We also have a process in place to review and monitor pay, performance reviews, and promotions of protected classes at time of hire, during midyear/annual review process, and at time of promotion.

Employee Demographics: Race & Ethnicity²³

In 2023, we focused on educating our employees about diversity and inclusion. We built a multi-year employee education strategy and began activating the strategy with employees across the globe in manager-level roles and above. Employees were trained on building an inclusive workplace, inclusive leadership, and behaviors that demonstrate inclusion. Additionally, we are committed to supporting our diverse recruitment strategies with an increase in both diverse District Manager and veteran hires.

In 2023, 21% of Vice Presidents and 26% of District Managers were considered racially or ethnically diverse compared to 26% and 20% in 2022, respectively. As part of our commitment to transparency, and based on feedback from our stakeholders, we have published our most recent EEO-1 Report on our website.

Employee Demographics: Gender²⁴

Employee Population

Women

Men

Not Specified

Senior Leadership Team

40%

60%

—

VP and Director Level

56%

43%

Supervisors, Senior Managers and Managers

87%

Below Managers

80%

13%

Total Employees

82%

12%

²³ Race and ethnicity data are U.S. only, from January 1, 2023 through December 31, 2023. ²⁴ Gender data are global, from January 1, 2023 through December 31, 2023.

Employees with Different Abilities

As an equal opportunity employer, Carter’s strives to support and to ensure equal treatment of every employee. We aspire to address barriers that may inhibit employees’ and consumers’ access to equitable workplace and retail experiences. We utilize state and federal accommodations requirements and, in line with our values, seek to engage in interactive conversations that do not impose undue hardship or pose a threat to the health or safety of the individual or others, maintaining confidentiality and dignity wherever possible. We also welcome certified service animals.

Due to enhancements of our methods to capture employee data, the number of responses significantly increased in 2023, particularly from those on our retail teams. We believe this led to the year-over-year increase in totals.

Employees with Disabilities

(in total numbers)

Supplier Diversity

Carter’s is committed to building long-term, mutually beneficial business opportunities for companies owned by women, minorities, veterans, or people who have disabilities or are LGBTQ+. In 2022, we took the first step in developing our supplier diversity program by developing policies and processes to increase our reach to diverse-owned companies. In 2023, we refined our program governance mechanisms and increased our data accuracy, which will allow us to make more informed decisions as the program evolves. Despite experiencing a drop in total spend with our diverse suppliers due to cost management initiatives, we saw a positive increase in the percent of our total spend with diverse suppliers and in the number of diverse suppliers engaged in 2023.

2023

2022²⁵

% Change

Diverse Supplier Spend

$19.2

$22.1M

-13%

% of Total In-Scope Spend²⁶

0.93%

0.90%

0.03%

# Diverse Suppliers

31%

²⁵ In our 2022 CSR report we reported a diverse supplier spend of $13.9M. We now have better visibility and more accurate data and updated this value to reflect these findings. ²⁶ Items considered within in-scope spend include non-government suppliers located in the U.S. and Canada.

In 2024, we joined both the Women’s Business Enterprise National Council (WBENC) and National Minority Supplier Diversity Council (NMSDC). Our partnerships with these organizations grant us access to diverse supplier repositories and will enable us to become more proactive in our supplier diversification efforts. Moving forward, we will aim to increase the number of diverse suppliers invited to compete in Carter’s sourcing events.

Supplier Spotlight

Quantasy + Associates, an African American-owned and multicultural agency, aids Carter’s in bridging the gap between brand strategy, advertising and culture.
Quantasy + Associates has developed multiple successful campaigns for Carter’s brands, including the Celebrating Firsts campaign focused on our African American and Hispanic consumer bases.

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