Diversity & Inclusion

We define diversity as the wide range of differences that make each employee, co-op member, customer and community member unique. Primary differences include age, race, gender, race/ethnicity, religion, physical abilities and sexual orientation. Secondary differences include marital status, parental status, educational level, work experiences, personal values, belief systems, and individual goals and ambition.

We value diversity in our workforce, membership and community, and recognize that there are opportunities for REI to become more reflective of the communities we serve. We've recognized the need to focus on diversity and inclusion for several years, but formally incorporated them as long-term priorities in the 2006 REI strategic plan. In 2007, the co-op's three top priorities were:

• Employee Diversity — Recruit, develop, promote and retain a workforce representative of the diversity of our communities in terms of gender, age and ethnicity.
• Diversity in the Outdoors — Better understand and serve the human-powered outdoor recreation needs of communities of color across the country.
• Inclusion in the Workplace and Customer Shopping Experience — Create a workplace environment and retail experience that is welcoming and respectful of all people.

Three steering committees were formed to work on our above stated priorities, each with the goal of delivering short- and long-term strategies that could be implemented across the company.

We believe we can do a better job attracting, developing and retaining a workforce that represents the evolving groups of people who share or will share our love of the outdoors. With a more diverse workforce, the co-op can be more purposeful in our actions and community connections. Additionally, employees who are representative of our customers and communities will provide an authentic and welcoming experience in the communities where we do business.

In 2007 more than 400 employees participated in more than 40 focus groups held in six cities across the country to share their perspectives on inclusion at REI. Additionally, in our annual all-employee survey, our staff gave a REI 90 percent favorable rating indicating the environment in which they work reflects a welcoming and inclusive workplace. Even with these encouraging figures, we believe we still have improvements to make.

The Diversity in the Outdoors steering committee launched a pilot program in San Diego, Calif. to better understand the city's Latino community and how REI might be an improved resource to the city's residents. The pilot will continue through 2008. The committee also met with 20 community leaders in the area to better understand REI's opportunities.

Our diversity and inclusion efforts will continue to receive generous investment of resources in the coming years.

Employee Demographics

Within REI we look closely at employee demographics such as age, race/ethnicity and gender. We believe that long-term trends provide a more accurate and holistic way to track measurable progress rather than creating accountability standards around a quota system.

Employee Demographics