Our People

Jimmy Choo is a dynamic community of highly skilled people that have been brought together around a unique brand that we feel passionately about


From board members, to people working in design, finance, merchandising, communication, legal, aftersales, HR, store planning, regional managers to sales associates in store, we are all working towards a shared vision, which forms the core of our People Strategy

Creating a diverse community

We believe that businesses thrive from the sharing of knowledge and experiences. In order to make the most of the cross fertilisation of ideas, we employ people from a diverse range of professional and cultural backgrounds not only because it is the right thing to do, but also because it enhances our work environment and strengthens our ability to nurture and grow the business.


The Group is committed to a policy of treating all of its employees and job applicants equally. No employee or potential employee will receive less favourable treatment or consideration on the grounds of race, colour, nationality, ethnic origin, religion or belief, sex, gender reassignment, sexual orientation, age, marital status, civil partnership status, or disability or will be disadvantaged by any conditions of employment or requirements of the Company that cannot be justified as necessary on operational grounds.


We have a comprehensive diversity policy which ensures that everyone who works at one of our workplaces, whether they are directly employed by Jimmy Choo or not, is protected from direct and indirect discrimination, harassment or victimisation, whether deliberate or accidental. In addition, we commit to ensuring that the work environment is suitable for our employees to carry out their duties, with adjustments to equipment, location and working practices where necessary.


We have put policies in place to ensure that the recruitment process is free from bias and that equal work receives equal pay.


  • There should be no discrimination on account of race, colour, nationality, ethnic origin, religion or belief, sex, gender reassignment, sexual orientation, age, marital status, civil partnership status, or disability.

  • The Group will appoint, train, develop and promote on the basis of merit and capability.

  • All employees have personal responsibility for the practical application of the Group’s equal opportunity policy, which extends to the treatment of employees and clients.

  • Special responsibility for the practical application of the company’s equal opportunity policy falls upon all managers and supervisors involved in the recruitment, selection, promotion and training of employees.

  • The Group’s grievance procedure is available to any employee who believes that he/she may have been unfairly treated.

  • Disciplinary action is taken against any employee who is found to have committed an act of unlawful discrimination. Discriminatory conduct will be treated as gross misconduct and may lead to summary dismissal.


Involving our people in the business

We want all of our employees to be part of Jimmy Choo’s success. This means not only excelling in their particular role, but also taking an interest in and influencing outcomes across the business. We do this through active two way communication, training, individual recognition and variable rewards linked to corporate results.



Our internal communication strategy is designed to ensure that the strategic framework and value creation architecture of the board is well understood by all employees. We keep employees up to date on the medium term plans for how we aim to achieve those goals, as well as on the day to day progress of the business.


The Executive Directors present the strategic plan for the year annually to all corporate employees and managers within the retail business. This is supported by regular communication in relation to organisational changes in the business and sales data relevant to each employee’s region and responsibilities. This regular update serves to introduce new colleagues as well as provide information on how we are performing against the strategic framework towards which we are all working.


Jimmy Choo is a dynamic environment and it is important to  ensure that the views of our employees are taken into account as  we change and grow. We therefore consult at local, regional and global levels at an early stage where any changes may impact our employees. This process is supported by a clear open door policy with our HR team and a transparent approach, where appropriate,  in the business. All employees are encouraged to come forward  with ideas and concerns. This consultation has positive results for  the long term growth of the business, such as the introduction  of new management training specifically designed to help our employees develop into the senior managers of tomorrow.


Promotion and training

In order to help our employees to grow within the business, training is offered throughout Jimmy Choo. Training and development  does not stop because someone is pregnant or has childcare responsibilities. We never assume that such employees are not interested in promotion.


We offer training appropriate to each employee’s current responsibilities as well as those they need to progress within the business to achieve their potential. Training is organised by the company and with external providers at Jimmy Choo’s expense.


Overall, we employed 1,035 people as at 31 December 2014. Of those, 77% (797) were female and 23% (238) were male. Of our ten member Executive Management Team, 50% (5) are female and 50% (5) are male.


Last year, 87% of those attending our newly introduced transition  to management and people management training were female. The introduction of this training was in response to extensive consultation at many levels in the company, identifying skills gaps and underlying latent demand. This demonstrates how our business is working to ensure everyone has the opportunity to be leaders of the business.


Variable Awards

All employees are incentivised with an element of variable compensation linked to metrics relevant to their role and function. At retail, this is largely linked to sales commission, whereas in the corporate side of the business, the variable component of pay  is linked to a mix of metrics relating to the company’s overall performance and their particular role and function. This blended approach promotes the ethos that everyone at Jimmy Choo is responsible not only for their own role but working together to promote the whole business within the strategic framework.


Values Awards

We invite managers to nominate members of their teams  annually to be recognised in front of their peers as people who  have achieved something exceptional and acted as a role model for our Company “Values”.