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Our Employees

Tiffany aims to create an environment that recognizes and rewards creativity, initiative and dedication and respects diversity, dignity and shared values of community and family for all employees.

DIVERSITY
Tiffany honors the dignity of all people and respects the laws, customs and values of the communities in which we operate. At Tiffany, we believe a diverse workforce makes a difference. We recognize each employee’s knowledge and skills as an important source of organizational capability and competitive advantage. We welcome diversity in all forms and emphasize personal accountability and professionalism in a respectful and fair work environment.

We provide equal employment opportunities in compliance with applicable laws. It is the policy of the Company to provide equal employment opportunities to all employees and candidates for employment without regard to age, race, religion, creed, color, national origin, alienage or citizenship status, sex, marital status, sexual orientation, gender identity, genetic information or disability, to the extent permitted by applicable law. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, compensation, transfer and termination. Further, the Company investigates all complaints of discrimination, to the extent permitted by applicable laws, and where necessary, takes action to eradicate all forms of such conduct.

Tiffany tracks the diversity of its workforce by gender, generation and ethnicity, where legally permissible, as self-disclosed by employees. The diversity of Tiffany’s workforce remained relatively consistent between 2011 and 2012.

Gender Diversity
Gender Diversity

Generation Gender
Generation Gender

charts Ethnic
charts Ethnic

In 2013, Tiffany & Co. joined over 100 other major corporations in an amicus brief filed with the Supreme Court of the United States urging the Supreme Court to recognize the fundamental right of all Americans to marry and supporting the position that laws that prohibit marriage by two people of the same sex discriminate against our employees (as well as our customers, clients, vendors and other business partners). Tiffany has long recognized same-sex relationships through our various benefits programs for our U.S.-based employees.

EMPLOYEE DIALOGUE AND ENGAGEMENT
Tiffany maintains ongoing communication with our employees. Information is shared using a variety of print, electronic and in-person communications. In addition, while an open door policy is encouraged in the workplace, Tiffany provides employees with means to report ethical or other concerns, anonymously if desired. These mechanisms are available globally, except where prohibited by local law; matters reported through these mechanisms are evaluated and, if necessary, investigated as appropriate. Employees are encouraged to take advantage of these resources to share their opinions and voice their concerns.

Tiffany conducts periodic employee surveys to measure critical aspects of our culture and climate. Surveys obtain feedback on topics such as management, employee engagement, communication and work processes. The 2012 Global Employee Survey had a 90% participation rate. Similar to the 2010 Employee Survey, results indicated that employees are engaged in important ways that are directly linked to our performance and productivity. For example, the results indicated that employees: feel motivated to go beyond what is expected to help Tiffany be successful, have good working relationships with their co-workers and are proud to work for Tiffany. Tiffany is also using the survey results to address identified opportunities for improvement. Tiffany plans to conduct an employee survey again in 2014.

Tiffany views leadership excellence as central to the attainment of business results that are aligned with our Company’s core values. To that end we have codified leadership expectations in the form of our custom-developed Tiffany Competency Model. The new Tiffany Competency Model clearly identifies employee behaviors that illustrate what success looks like, such as judgment and partnership. At Tiffany, we know that encouraging personal and professional growth in line with our values is key to individual and company success. As such, we hire, develop, reward and promote based upon the critical behaviors outlined in the model.

EMPLOYEE DEVELOPMENT
Tiffany is committed to ongoing training and development of our employees in all lines of our business. Our philosophy is simple: when an employee grows as a professional, we grow as a company. There is no better asset than a skilled, engaged and productive workforce.

Tiffany provides a variety of relevant educational resources including leadership, sales, technical and skill-based programs, through various learning methodologies and in multiple languages. Educational development is facilitated by both in-house programs and resources as well as external resources through our tuition reimbursement program for U.S.-based employees. In addition, in 2012, Tiffany began a partnership with the University of Phoenix to provide employees the opportunity to enhance their educational, professional and personal lives through higher education, by providing financial, technical and advisory support.

Tiffany employees enjoy a variety of career development opportunities. For some, it is an upward progression within their chosen field. For others, it is about moving across divisions or departments. For still others, mobility is literal: moving to a new location, a different state or continent to gain valuable experience, along with a different perspective on our business.

Tiffany is proud of its high proportion of long-tenured employees. This population helps the Company stay focused on our legacy and maintains our traditions while incorporating the next generation of employees into our Company.

Although Tiffany works to ensure the long-term success of our employees, like any business, we do have annual turnover. We analyze voluntary turnover across our operations, by geography and department, to understand how we can better foster talent.

We also take pride in hiring and training local staff and working to enhance the local communities in which we operate. For an example of how our Laurelton Diamonds division supports and partners with the communities in diamond-producing countries, please see the Beneficiation section of our website.

COMPETITIVE PAY, REWARDS AND BENEFITS
At Tiffany, we recognize the contributions employees make to the Company’s success and reward their contributions through competitive pay and rewards and country-specific benefits, which are designed to support both personal and family health and well-being, provide security in the event of disability and provide financial savings and retirement.

HEALTH AND WELLNESS
Tiffany invests in our employees’ health by providing a variety of on-site educational and activities-based programs and services designed to help employees live healthy and productive lives. To support this important core value, Tiffany operates eight nursing clinics at its larger operational facilities, as well as a physician-staffed medical clinic at its diamond polishing facility in Vietnam. These services provide employees access to free healthcare treatment and consultations while at work. Tiffany strives to respond to health and wellness needs specific to each location. For example, in 2011, Tiffany offered free rubella (German measles) vaccinations for employees working in our Vietnam diamond polishing facility in response to a local outbreak.

In 2010, Tiffany launched the Healthy Tiffany program in the United States to provide our employees with an internal resource for health, wellness and work-life balance. Healthy Tiffany provides support through both at work and off-site programs and classes such as meditation, nutritional counseling and fitness programs. Healthy Tiffany also promotes employee participation in community assistance programs such as on-site blood donation programs that are conducted during work hours. Due to the success of Healthy Tiffany among our U.S. employees, we have started expanding the program globally across the Company.

In addition, Tiffany provides support to employees and their families for emotional, family, financial and legal challenges through our Everyday Resources Program. Employees globally and their dependents have access to free, professional and confidential counseling services as well as online resources and information.

WORKPLACE HEALTH AND SAFETY
Tiffany assigns a high priority to the overall health and safety of our employees and their work environments. We strive to provide a workplace free from recognizable health and safety hazards, as well as retail stores that are safe for the public to visit. Tiffany works on integrating health and safety programming throughout the Company.

We have developed workplace health and safety policies customized for both retail and operational work environments, conducted internal and external assessments of our compliance with these standards and developed action plans to address any gaps. We monitor workplace incidents to identify and systematically work to eliminate root causes and related hazards. For example, Tiffany continues to develop new ergonomic tools, procedures and workstation designs for our master craftsmen to help reduce the risk of ergonomic-related injuries.

Tiffany & Co. aspires to eliminate all workplace hazards, accidents and incidences. We continue to increase awareness about the availability of health services resources, both in the U.S. and abroad. With a 2011 baseline, we seek to reduce our U.S. total recordable incidence rate—the number of recordable workplace injuries or illnesses per 100 full-time equivalent employees—to 1.0 by 2016. In 2012, the total recordable incidence rate in our U.S. facilities was 2.17*, which represents a 31.5% reduction from 3.17 in 2011. A large majority of the recorded incidents resulted in injuries that were not serious in nature and employees fully recovered.

OHS
OHS

These reductions were driven primarily by our manufacturing facilities, which achieved a 52% reduction from the previous year. These results were realized through the focus of dedicated staff reducing process-specific risks, as well as broader engagement at our facilities in promoting health and safety as a top priority. We have made significant progress towards our goal and will continue to evaluate and review our procedures, analyze behavioral patterns and improve our processes towards further reducing workplace incidents.

*Metric included in the Report of Independent Accountants