Diversity, Equity, and Inclusion Initiatives at Levi Strauss & Co.: Are They Enough?

First Place Winner; 2023 DEI Global Case Writing Competition

American clothing company Levi Strauss & Co. (LS&Co.) had a diverse workforce and prided itself on not discriminating against employees based on their race, ethnicity, sexual orientation, or gender. LS&Co. reported treating its employees equally and with gender pay parity. It had diversity, equity, and inclusion (DE&I) initiatives in place. However, in May 2020 the company recognized that women held a minority of higher-level positions and Latinx/Hispanic and Black employees were underrepresented, as well. Consequently, the company hired Elizabeth A. Morrison as its new chief diversity, inclusion & belonging officer.

Morrison’s challenges included developing a talent pipeline of Black designers; ensuring pay equity in all the company’s markets; improving the recruitment and retention of a diverse workforce; and establishing an ongoing inclusive culture.

With LS&Co. as an example of a firm with both DE&I shortcomings and accomplishments, students can understand the concepts of diversity, racial discrimination, pay parity, gender equity, and inclusion, and how to apply them in business settings.

• Express a cogent understanding of why diversity, equity, and inclusion are good for the fashion apparel industry.
• Recommend how fashion apparel companies can build a talent pipeline of Black designers.
• Evaluate how companies can tackle the challenge of gender disparity and recruit more women to senior positions in organizations.
• Develop ways in which companies can strive for workplace diversity, equity, and inclusion.