As a global brand, we engage with many diverse cultures and communities and believe our employees should reflect this diversity. Therefore, we are working with third-party I&D experts to identify and remove bias and barriers in our recruitment process so we can attract and retain top talent from all backgrounds and experiences. We are coaching our managers on ways to hire a more diverse workforce. We have designed an in-house training to assess talents at Balenciaga. Between beginning 2023 and end 2024, we counted more than 1 550 training hours dedicated for this inclusive recruitment course.

Balenciaga encourages hiring teams to use inclusive approaches in the hiring process. For example, we collaborate with local schools, institutions, and associations (OXFAM and CARITAS), to hire unemployed talents and refugees. 
Balenciaga believes talent can be found everywhere. That is why our Design team created its first scholarship program (in addition to the regular internship program) that offers a 6-month mentorship for one student at a partnering fashion school with limited connectivity and exposure to the fashion industry. 

Since its launch in 2020, Powered by Balenciaga has welcomed promising students from partnering fashion programs in Estonia, Mexico, India, and China. So far, two students that completed this internship have been offered long-term contracts to join the Design team, proof that Powered by Balenciaga works to integrate new and necessary perspectives. 

Awareness and Education

 Balenciaga knows education and dialogue is key to fostering change. That’s why the House has hosted several awareness sessions that address the importance of diversity, equity, and inclusion in corporate development—and why it is essential to be engaged with different causes (see Journalist Aïda Touihri ‘s Interview Series as an example). 

Managers and employees are required to attend four Inclusion & Diversity courses that cover the definition of I&D, how to fight bias, breaking the glass ceiling, and mental health. 

In 2022, we created a training module on unconscious biais: which 100 % of Balenciaga managers and 80 % of our employees completed. The course is now integrated in the mandatory learning path for all employees worldwide.
Ensuring that managers and employees feel balanced on the job is key for being an inclusive workplace, which is why in 2023, we launched an e-learning course “Rebalancing Mental Load” to support the journey toward a better work-life balance. In one month, 75% of our employees completed the course. 

In 2024, we launched a module to accelerate inclusive management practices with a course dedicated to feedback and coaching.
Each of these programs is part of our onboarding process everywhere in the world. Supported by Kering, Balenciaga employees also benefit from an ongoing e-learning path to deepen their knowledge of Inclusion and Diversity‘s dimensions. 
 

Balenciaga offers development opportunities for all employees and practices a transparent promotion process that empowers them, particularly women, to drive their professional growth.

We offer equal opportunity for employees and foster a culture where managers and employees feel comfortable taking advantage of tools, processes and dialogues to make it happen. Since 2023, we participate to Global Learning Day, a group event focused on learning from peers to foster a more inclusive learning culture.  In 2024, more than 1,600 participants from all regions and functions attended the event. 

We have also implemented a retail career path based on skills progress and performance assessment to unlock functional moves. In 2024, 211 retail employees benefited from a career move.  
Balenciaga recognizes that shaping a workplace where women feel empowered and can thrive requires constant focus and proactive action.

We are committed to creating a workplace where gender equality is not just a goal but a reality.



1.    Empowerment Through Action


We all have a role to play in empowering women. At the company level, we have, we do, and we will continue to listen and create the conditions for gender equality. As managers, we are enablers of gender equality. We play a key role in raising awareness about existing programs and championing inclusive leadership. As employees, each of us has a proactive role in embracing initiatives, staying informed, and contributing to the journey toward gender equality.

 

2.    Equal Opportunities for All


We are committed to fostering a discrimination-free environment where everyone has equal opportunities—from recruitment to career development. 
Through our Hiring Pact, we actively promote equal access and opportunities at the recruitment phase.

 

3.    Pay Equity

We are committed to ensuring that men and women are paid equally for equal work.
Since 2023, Balenciaga has been certified by the Universal Fair Pay Check (level I), an independent NGO that assesses both gender pay gaps and action plans toward equality and fair pay.

 

4.    Representation in Decision-Making Positions

Achieving gender balance at all levels of leadership is essential to fostering a more inclusive culture.

60% of our workforce is female.
61% of managerial positions are held by women.

Women make up 8 out of 13 members of the COMEX team.

 

5.    Continuous Learning

We believe in continuous learning to ensure that we all understand the challenges women face in the workplace and actively work to overcome them. We have built a curriculum, part of our onboarding, to help all employees stand for gender equality by exploring:

-    Breaking the glass ceiling
-    Fighting against unconscious bias
-    Rebalancing the mental load

We also provide career development conversations and mentoring programs for women to address their specific needs.


6.    Equal Treatment for Parents 

Gender equality includes equal support and treatment for all parents in the workplace.
Kering Baby Leave Policy ensures equal parental leave opportunities for all parents, regardless of gender, worldwide.
Additionally, at Balenciaga, we designed the Come Back from Baby Leave Program, structured in three steps:

-    Preparing for leave to ensure a smooth return
-    Maintaining connection during the leave
-    Facilitating a successful return through a re-onboarding plan and flexible work arrangements for 12 weeks.

 

7.    Engaging Against Domestic Violence

As part of the Kering Group's commitment, Balenciaga takes action to support employees who are victims of domestic violence by offering resources and a safe, supportive environment.
All HR representatives and managers are encouraged to undergo specialized training to raise awareness and equip them to act as allies in these situations.

Through our principles and concrete actions, we will continue to pave the way for a more equitable future in the workplace, where every individual can thrive.

We know we can always do better. That is why we track our progress through an employee listening survey and adjust our programs and support. This effort has allowed us to continually improve in two key areas:

-    Employees feeling they work in a nondiscriminatory environment (82% in 2024)
-    Acknowledging we hire people from diverse backgrounds (79% in 2024)

Balenciaga stands against any form of discrimination and supports organizations fighting injustice with multi-year financial resources and advocacy campaigns.

-    Social justice:  OutRight International, Centre LGBTQI+ de Paris et d’Île de France, Sheltersuit
-    Diversity in design and mentorships: Share Africa, 0-93. Lab
-    Internships for students in priority education areas: ViensVoirMonTaf!
-    Child protection: National Children’s Alliance