Talent management

Here at Inditex, we see talent management as key to fully developing our people’s creative potential, oriented around what our customers want and to maintaining the Company’s entrepreneurial and non-conformist spirit hat values effort over individuality. We articulate our talent management effort around four key pillars:

Inditex Careers, our job portal, has established itself as our most important selection tool, with over 14 million visits in 200 markets in 2021. Another two million people follow our employer brand on the social media.

Our relationships with universities and schools around the world is also essential to finding and selecting talent in creative, managerial and technology related areas. In 2021, we launched Zara Boost, a programme designed to discover rising talent in the areas of technology and e-commerce. Over 1,600 youths put their skills and knowledge to the test by taking our online programming challenge. The people who were hired by the Group as a result of this initiative have received upfront training and mentoring from our technology experts.

In-house development of our teams is in our DNA. Internal promotion and mobility opportunities enable our people to grow personally and professionally and to etch out countless different trajectories and paths within the Company. In 2021, 50% of Group vacancies were filled in-house. In total, nearly 7,500 people were promoted over the course of the year.

Inditex provided over 2.3 million hours of training to 551,000 people in 2021. Our approach is eminently hands-on so that the bulk of our effort takes the form of on-the-job training.

2021 marked the global launch of Tra!n, our new modern and agile learning platform designed to look a lot like today’s streaming platforms. That platform allows our teams all around the world to access a wide variety of training content from their computers or their mobile devices.

Our ability to offer an enriching job and attractive conditions helps us retain talent, connect with our people and reinforce their sense of commitment. INET, our internal communication platform, plays an essential role in how we reach out to our teams. Present in all our markets where we have employees in app and web format, the platform was accessed more than 21 million times in 2021.

We also launched specific communication channels for some of our brands. They give us the chance to share information with our people about products, processes, people, news, trends and inspiration every morning and gather feedback, suggestion and comments straight from our teams.

The #BoostYourPower initiative seeks to educate our people about sustainability and that awareness is helping us integrate sustainability into every area of the Company.

That initiative gave rise to The Sustainable Fashion School, a learning and inspiration forum designed to help our buyer and design teams keep up to speed about the latest innovations on the sustainability front. More than 1,000 people are participating in the programme, which we developed in collaboration with Leeds University and which will end in 2022.

In addition, in every Zara store around the world, we have identified the professionals who are most passionately committed to sustainability: they are our Changemakers. That community is tasked with making sure sustainability reaches all our store teams; our Changemakers are provided with constant training and they field feedback, ideas and concerns from our teams and customers. That project is up and running in 650 stores across 53 markets, which means it is already reaching 33,000 people.