Fostering a Tradition of Belonging at Neiman Marcus Group

In the present day’s workforce, throughout all generations, is demanding more from their employers, whether or not in efforts round social and environmental duty or providing a greater work-life stability and better flexibility post-pandemic. Specifically, Millennial and Gen-Z employees prioritise working for organisations that care about their wellbeing, variety and inclusion, and which have leaders who’re moral and clear, based on a 2022 research by administration consultancy Gallup.

American luxurious retailer Neiman Marcus Group (NMG) has sought to satisfy the expectations of its staff by activating key individuals initiatives throughout the wider group and its portfolio of firms, together with Neiman Marcus and Bergdorf Goodman, set out because the NMG Way.

The NMG Manner units a regular for the corporate, its inside stakeholders and exterior companions, to make sure it’s forging people-driven partnerships and to carry itself accountable to staff. With its mission to revolutionise luxurious’s impression, NMG launched a complete and publicly accessible environmental social governance (ESG) strategy in early 2021.

In its dedication to creating ESG a cornerstone of its development and transformation, the corporate set objectives for 2025, with focus areas together with Local weather Change and Workforce Range — a core pillar to its coverage of belonging, championed throughout the woman-led and co-founded enterprise.

NMG’s built-in working coverage has additionally performed a key position in sustaining work-life stability for workers. NMG started integrating distant office flexibility earlier than the Covid-19 pandemic, which its leaders imagine has had a direct impression on worker retention — its workers retention charge has risen 5 p.c since final yr. As a digital-first firm, NMG is creating collaborative workspaces and hubs throughout the nation, full with fashionable expertise options that promote flexibility for all associates, each in-person and distant.

Now, BoF sits down with Yumi Shin, Bergdorf Goodman’s chief service provider, Sebastian Saldarriaga-Rodriguez, group director of social media and Allyson Sofia Seybert, senior engineer of infrastructure administration at Neiman Marcus, to raised perceive how NMG’s belonging initiatives, distant working alternatives and ESG objectives are shaping the corporate with the long run in thoughts.

Yumi Shin, Bergdorf Goodman’s Chief Service provider

Shin has beforehand held senior shopping for roles at Saks Fifth Avenue and Prada earlier than becoming a member of Bergdorf Goodman in 2018.

What does belonging at NMG imply to you?

Neiman Marcus Group and Bergdorf Goodman is a majority women-led firm that empowers feminine leaders. Extra particularly, in my position as chief service provider for Bergdorf Goodman, I discover it empowering to steer merchandising methods for a giant model and to deliver that imaginative and prescient to life in shops, on-line, by occasions and experiences, to mobilise our model partnerships and scale that imaginative and prescient all through the organisation.

How are the ESG objectives built-in into your day-to-day position?

Our ESG objectives, and their direct impression on our surroundings and tradition, are an essential focus for me. I’ve been deeply concerned in our power aim to extend income from sustainable and moral merchandise, and in April, we launched our sustainability edit, the Acutely aware Curation — the most recent September edit simply launched on our web site.

What makes Bergdorf distinctive is that everybody — from our staff to our companions — has a ardour for and a belief within the Bergdorf Goodman model.

We now have decided 5 most well-liked product attributes, that are: sustainable supplies; accountable manufacturing; variety; giving again; and transparency. With sustainability being a posh and dynamic matter that has a social impression, we’re aware to ensure that our edit consists of a number of classes to mirror this.

What makes working at Bergdorf Goodman distinctive?

I imagine we’re revolutionising what luxurious means and the way we deliver that have to life for our prospects by discovery, service and experiences. As a globally recognised vacation spot, we’ve got deep relationships with our prospects. I imagine they’re drawn to our edits and merchandise, particularly curated and differentiated for Bergdorf and our prospects.

It’s my fourth yr at Bergdorf and what I’ve additionally realised is that what makes Bergdorf distinctive is that everybody — from our staff to our companions — has a ardour for and a belief within the Bergdorf Goodman model. It’s a collective driving pressure which, internally, we name the “Energy of One.”

Sebastian Saldarriaga-Rodriguez, Group Director of Social Media

Saldarriaga-Rodriguez joined Neiman Marcus Group in 2018, having labored in social media beforehand at Bottega Veneta, Michael Kors and 360i.

How do you imagine NMG has supported you as an worker?

One main change that got here for me final yr was the truth that same-sex {couples} now have the identical gentle and laborious advantages. Being a part of the LGBTQ+ group, that’s huge for me. My companion and I are planning to have youngsters within the subsequent 5 years and realizing that I’ve the identical advantages as a heterosexual couple with NMG’s parental depart coverage is superb.

How are the ESG objectives built-in into your day-to-day position?

The way in which we talk with our prospects, trade and staff on social media is continually evolving. We need to have a significant perspective and join with completely different communities in an impactful approach. There may be all the time room to develop and enhance.

I’ve been concerned with the ESG crew since its creation, and I’m grateful to have the chance to collaborate with the crew in an impactful approach, reminiscent of selling our partnership with the Human Rights Marketing campaign to profit the LGBTQ+ group. It can be crucial that the Neiman Marcus Group is concerned in essential conversations and contributes to the dialog in a significant approach.

The NMG Manner of Working places the possession of office flexibility on each single worker.

What’s your expertise of the NMG Manner of working?

The NMG Manner of Working places the possession of office flexibility on each single worker. It’s mainly saying that you’re chargeable for delivering on these objectives, however it’s as much as you to handle your self and your time to ship that. It’s bolstered by management, which I imagine makes this profitable — they’re steering us all in the precise approach strategically however empowering us whereas working from residence.

I’m additionally seeing inside my staff that they’re extra appreciative of the truth that they’ve a greater sense of balancing their private {and professional} life. For instance, working dad and mom on my crew may be with their kids far more, in a approach the normal office has by no means allowed.

Allyson Sofia Seybert, Senior Engineer of Infrastructure Administration

Seybert beforehand held quite a few roles as a director of expertise earlier than she joined NMG in 2016.

What does belonging at NMG imply to you?

Once I began working at NMG, I struggled for the primary six months as a result of I used to be attempting to determine my identification. I used to be battling one thing internally. Finally, I confirmed as much as work sporting what I needed to put on, figuring out who I used to be. It was the one place that I felt secure to do this. Neiman Marcus Group created an atmosphere that made me really feel compelled to face up for who I’m.

The individuals I labored with turned a assist system, and it fostered an empowerment to know that it doesn’t matter what our variety is inside this firm, we are able to encourage each particular person to face and use their voice in not solely their work, however within the issues that we do exterior of the work. NMG was that secure house and the place I felt most assured to return out.

How do you imagine NMG has supported you as an worker?

When the corporate introduced its Affiliate Group Community (ACN) teams, this turned a motivational second for me. I’m part of the LGBTQ+ ACN group and a member of our Ladies’s group. The ACNs present a platform to coach and encourage individuals who have encountered or are experiencing a private scenario and have nowhere to show.

Neiman Marcus Group created an atmosphere that made me really feel compelled to face up for who I’m.

Not solely do we’ve got these group networks, however belonging can be thought-about a precedence from an HR perspective. The third day that I used to be figuring out the way in which that I do now, I used to be referred to as into HR unexpectedly. I used to be greeted by eight ladies from Individuals’s Companies Management who have been there to study and listen to my story.

I used to be additionally launched to our Group Management Crew, who all shared phrases of reward and assist. Our CEO Geoffroy van Raemdonck pulled me apart and stated, “I’m happy with loads of the issues that we do right here at NMG, however I couldn’t be prouder of a second like this and an individual such as you proper now.” It was very shifting for my second yr right here.

What makes working at NMG distinctive?

It doesn’t matter what division I’m in, I really feel empowered in my profession development and skill to excel. If I discover a profession development alternative elsewhere within the firm, I’m supported to go after it as a result of all people shares the identical aim at NMG.

I’m excited to see the place my profession goes throughout the group as I look to broaden my alternatives, profession development and management. I’m keen to construct on my expertise in varied divisions of the corporate and to proceed to be a consultant of the LGBTQ+ group and what “belonging” appears to be like like at NMG.

It is a sponsored function paid for by Neiman Marcus Group as a part of a BoF partnership.