Our Commitment to Diversity, Equity and Inclusion

We strive to be a company that demonstrates our core values through our actions, recognizing that a diverse and inclusive company is healthier and better prepared to face tomorrow’s challenges proactively. In addition, a more diverse workforce enhances our ability to offer merchandise and a shopping environment that appeal to our diverse customer base. Our goal has consistently been to leverage our diversity to create a truly inclusive workplace. This requires a committed dedication to equity at all levels, as well as innovative programs to attract, retain, and develop diverse talent.

See our Leadership DEI Statement of Commitment for more information.

Our Strategy

With oversight from our Board of Directors, DEI Executive Leadership Council, and SVP Leadership & Organizational Development, DEI, and Community Impact, our DEI Strategic plan consists of five strategic pillars:

  1. Leadership and Workforce Diversity: leveraging data to target underrepresentation in leadership and other critical areas.
  2. Inclusive and Equitable Environments for Associates and Customers: ensuring that we foster inclusive and welcoming environments for all.
  3. Enhanced Education and Awareness: raising cultural competence and increasing inclusive behaviors through education, awareness, and experiential learning.
  4. Product, Vendor, and Supplier Diversity: increasing engagement with diverse vendors and expanding and diversifying our product assortment to foster more inclusive shopping experiences for our customers.
  5. Community Advocacy: fostering strategic partnerships with organizations focused on community vitality and empowerment.

Inclusive and Equitable Culture

Our DEI Policy demonstrates our commitment to building a culture of respect, inclusion, and equity – a culture that fosters a sense of belonging for all. Creating cultural change requires Associates to feel involved and empowered to play their part. Helping to cultivate that culture are five Associate-led Resource Groups (ARGs). They are:

  1. Women Associates and Allies ARG;
  2. Empowered!, Black and African American Associates and Allies ARG;
  3. JUNTOS, Hispanic Associates and Allies ARG;
  4. HEART (Hope – Empathy – Authenticity – Resilience – Trust), LGBTQ+ Associates and Allies ARG; and,
  5. Advocates and Allies ARG.

These networks, which are open to all Associates, and each supported by an Executive Sponsor from the senior leadership team, are pivotal to our DEI strategy, providing a supportive community for Associates who share common experiences, identities, and interests.

DEI Data 20221

DEI Data 2022
View our most recent EEO-1 Data Submission5


Please note that EEO-1 data is based on EEO data definitions

  1. Data is as of January 28, 2023, the last day of fiscal 2022
  2. Management is defined as manager in title and above.
  3. Senior management is defined as VP in title and above
  4. People of Color includes, consistent with definitions used by the Equal Employment Opportunity Commission (“EEOC”), the following racial and ethnic categories: Black or African American; Hispanic or Latino; Asian; Native Hawaiian or Other Pacific Islander; American Indian or Alaskan Native; and Two or More Races.
  5. The Company’s EEO-1 data is based on associates employed during the payroll period of October 2, 2022 through October 15, 2022. On the other hand, Burlington’s DEI Data 2022 is based on associates employed on January 28, 2023. As a result of the different time frames as well as EEO-1 data submission guidelines, Burlington’s EEO-1 data may not align with Burlington’s DEI Data 2022.
Print Page
Email Alerts