Capri Holdings Limited

Capri received a score of 85 on the 2026 Corporate Equality Index (CEI) from the Human Rights Campaign (HRC), a political stakeholder group. The company recruits employees based on sexual identity issues. The company discriminates against vendors that do not promote divisive sex and gender policies, indicating it prioritizes sexual issues over merit (1)(2)(3). The company received a score of 85 on the 2025 Corporate Equality Index (CEI) from the Human Rights Campaign (HRC), a political stakeholder group. The company recruits employees based on sexual identity issues. The company discriminates against vendors that do not promote divisive sex and gender policies, indicating it prioritizes sexual issues over merit (4)(5). Capri integrates ESG into its business practices. From its 2025 Impact Report: the company maintains “Board-level consideration of performance against individualized ESG goals in making executive compensation decisions” (6). The company promotes divisive sex and gender policies. Its Code of Conduct for Business Partners requires international vendors to include sexual orientation and gender identity in their nondiscrimination policy (7). However, Capri has not publicly canceled customers, suppliers, or vendors based on political views or religious beliefs (8).

Capri’s HRC 2026 CEI rating indicates the company will not donate to non-religious charities unless they embrace controversial sexual identity policies (1)(2)(3). The company’s HRC 2025 CEI rating indicates the company will not donate to non-religious charities unless they embrace controversial sexual identity policies (4)(5). Capri does not appear to discriminate against religious organizations based on views or beliefs (6).

Capri’s HRC 2026 CEI rating indicates the company forces employees to attend at least one, controversial training on gender identity, sexual orientation, transgender issues, and divisive racial ideology. The company provides gender transition guidelines for its employees (1)(2)(3). The company’s HRC 2025 CEI rating indicates the company forces employees to attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology. The company provides gender transition guidelines for its employees and a specific benefits guide with a comprehensive explanation of transgender services funded by the company (4)(5). Capri requires its employees to take DEI and racial bias training (6). The company appears to prioritize diversity over merit in its recruitment and hiring. From its 2024 CSR Report: “We continued to execute our inclusive recruiting and debiased recruitment operation strategies this year which include inclusive interview guides and focused team training… in Fiscal Year 2024, over 75% of our new hires in the United States identified as female and nearly 70% of our new U.S.-based hires identified as racially diverse” (7). Capri was a signatory to Parity.Org’s ParityPLEDGE, “a public commitment by Parity.Org which is a leading impact organization focused on increasing
representation of women and people of color in leadership” (8). The company does not provide viewpoint protections for its employees (9)(10).

Capri’s HRC 2026 CEI rating indicates the company potentially agrees to allow a controversial stakeholder group focused on sexual identity issues to dictate marketing or advertising strategy. By doing so, the company risks dividing employees, alienating customers and harming shareholders (1)(2)(3). The company’s HRC 2025 CEI rating indicates the company agrees to allow a controversial stakeholder group focused on sexual identity issues to dictate marketing or advertising strategy. By doing so, the company risks dividing employees, alienating customers and harming shareholders (4)(5). Capri opposed various state and local legislation intended to protect parental rights, girls’ sports, bathroom facilities, and gendered spaces (6). The company’s CEO John D. Idol signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies (7)(8). Capri signed an open letter endorsing the Equality Act, a contentious proposal to amend the 1964 Civil Rights Act by adding sexual orientation and so-called gender identity as protected categories. The legislation would, among other implications, grant biological men access to women-only spaces such as sports teams and public restrooms, and compel healthcare providers to deliver sex-denying healthcare and has signed the HRC’s Business Statement on anti-LGBTQ Legislation (9). The company supports DEI within its business practices, hosting global D&I Councils (10). Capri supports DEI within its business practices. From its 2024 CSR Report: “Diversity, equity and inclusion are key values of our company and critical to our success” (11). The company supports ESG within its business practices. From its 2025 Impact Report: “We are proud to work with
partners and contribute to a range of ESG initiatives to further our Impact strategy” (12). In addition to partnering with Open To All, the company signed onto its “Open to All Mitigate Racial Bias in Retail Charter” (13).

Capri’s HRC 2026 CEI rating indicates the company has potentially pledged philanthropic support of at least one organization or event that promotes sex and gender ideology. By allowing a political stakeholder group to dictate operations, the company increases health care costs and risks dividing employees, alienating customers and harming shareholders (1)(2)(3)(4). The company provides a benefits package for employees that covers travel/lodging costs for an abortion and transgender medical procedures for covered employees and dependents, including children (5)(6)(7). Capri’s HRC 2025 CEI rating indicates the company covers transgender related costs for its employees and their children, including paid short-term leave, puberty blockers, cross-sex hormones, chest surgeries, genital surgeries, medical visits and lab monitoring, travel and lodging. Additionally, the company has pledged philanthropic support of at least one organization or event that promotes sex and gender ideology. By allowing a political stakeholder group to dictate operations, the company increases health care costs and risks dividing employees, alienating customers and harming shareholders (8)(9). The company pledged $10 million toward The Versace Foundation, which promotes LGBTQIA+ causes (10). Capri is a founding member of The Social Justice Center and pledged $1 million to help launch the program (11). The company is a corporate sponsor of Open To All (12). In 2022, Capri partnered with The Trevor Project and Pride in Fashion in support of LGBTQ causes (13). Jimmy Choo, the company’s subsidiary, was a Silver Tier corporate sponsor of the Trevor Project, an organization that advocates for controversial sex and gender ideology, including “gender transition” drugs and surgeries for minors, through legislation, litigation, advertising, and PR campaigns. The organization also hosts online chatrooms that allow adults to communicate with minors as young as 13 about sexually explicit topics. Adults in these chatrooms have encouraged minors to adopt transgender identities and withhold this information from their parents (14)(15)(16)(17)(18). Otherwise, there are no publicly known cases of Capri using corporate funds to advance ideological causes, organizations, or policies (19).

Capri’s HRC 2025 CEI rating indicates the company publicly advocated for controversial sex and gender ideology through local, state or federal legislation or initiatives. By allowing a political stakeholder group to dictate operations, the company risks dividing employees, alienating customers and harming shareholders (1)(2). The company does not operate a PAC or engage in lobbying at this time (3)(4)(5).