Tiffany Academy

Since 2015, the Tiffany Academy for Excellence and Diversity in Retail Leadership has offered high-potential early- to mid-career professionals the opportunity to build rewarding careers. We designed this program to help elevate our hiring and training initiatives. Each year, we convene a diverse class of aspiring retail leaders and provide them with leadership development training, mentoring and the opportunity to participate in projects with diverse perspectives. 

Tiffany & Co. is proud to champion women as consumers, employees and leaders in our Company. We focus on the representation of women throughout our Company and embed respect for gender equality through our policies and commitments. In 2017, we reinforced our commitment to women’s rights, human rights and diversity and inclusion by signing on to the United Nations Women’s Empowerment Principles. Not only do women comprise 70%* of our workforce, but in 2019, women held 62%* of all positions in management and above and 50%° of our Senior Management is also comprised of women. We continue to invest in programs to advance gender equality. In 2018, we expanded our comprehensive parental leave program to provide new parents with greater flexibility and work-life balance. Ensuring equal opportunities for all of our employees enables them to reach their full potential in the workplace.

^{*See the Report of Independent Accountants}

^{°See our April 20, 2020 Proxy Statement}

Our Parental and Caregiver Leave policy is designed to give all employees greater flexibility. [The policy includes a minimum of 14 weeks of paid leave for birth parents and eight weeks of paid leave for non-birth parents.] The Company also provides two weeks of paid leave per year for employees to care for ill family members, as well as a flexible workplace policy to accommodate greater work-life balance.

We are proud to maintain a culture of inclusion for members of the LGBTQIA+ community. As part of our long-standing commitment to this community, we have maintained same-sex benefits for our employees, and we were the first luxury jeweler to feature a same-sex couple in our advertising. Since 2018, that commitment to inclusion has earned Tiffany & Co. a top score of 100% in the Human Rights Campaign Foundation’s Corporate Equality Index in recognition of our LGBTQIA+-inclusive practices to foster a diverse, engaging and inclusive work environment for LGBTQIA+ employees. We are proud of our history of support for LGBTQIA+ equality, which we champion through recruiting outreach, employee training and benefits, and expanded representation of relationships in our marketing materials and advertisements.

In 2018, our CEO signed the CEO Action for Diversity & Inclusion™ pledge, a personal commitment to uphold four important principles: cultivate workplaces that support open dialogue on complex and sometimes difficult conversations about diversity and inclusion, implement and expand unconscious bias education, share progress with other organizations undertaking this journey, and create strategic inclusion and diversity plans with our Board of Directors.

We have advanced our long-standing commitment to women at work through our culture, policies and programs at Tiffany. In 2017, we reinforced our commitment to women’s rights, human rights and diversity and inclusion by signing on to the UN’s Women’s Empowerment Principles. Through supporting non-discrimination, promoting professional development for women and publicly reporting on progress to achieve gender equality, signatories of the Women’s Empowerment Principles commit to prioritizing women in the workplace. Guided by these principles, Tiffany & Co. is committed to fostering gender equality, endeavoring to treat all women and men fairly at work and to support their health, safety and well-being. In recognition of Women’s History Month in March 2020, we celebrated the unique contributions of Tiffany women through an employee-featured brand initiative.