David Casey, the Chief Inclusion and Social Impact Officer at Tapestry, Inc., has built a career around connection, inclusion, and meaningful change. From his early retail experience to leading global diversity initiatives, Casey’s journey underscores the power of empathy and adaptability in fostering workplace inclusion.
From Retail Floor to Leadership
Casey began his career on the sales floor at companies like Gap and Abercrombie. These roles required building instant rapport with diverse customers, a skill that became foundational for his career. “Part of being successful on the floor in retail is quickly building rapport and trust with whomever is in the store and standing in front of you in that moment,” says Casey.
Working with people from all walks of life taught him to actively listen and adapt his communication style. “It was essential to ensure that every customer felt valued and heard, regardless of their background,” he explains. This practice of tailoring interactions to meet unique needs later informed his work in diversity and inclusion.
Casey reflects on these early experiences as formative. “While I may not have realized it at the time, these early experiences and foundational skills in empathy, active listening, and adaptability laid the groundwork for my career,” he recalls.
Finding His Path to Diversity Leadership
After retail, Casey transitioned to a recruiter role at a staffing firm, where he managed hiring needs ranging from warehouse workers to scientific researchers. He later moved into employment branding at a global recruitment advertising firm. Here, he developed campaigns to attract diverse talent, a role that helped him hone his ability to craft strategies for inclusive hiring.
“Building these campaigns from the ground up—designed to help companies reach a broad mix of people and abilities—was essentially about promoting workplace diversity, though we didn’t use the formal terminology at the time,” Casey explains.
He describes his transition to diversity leadership as organic. “Many people, me included, have been fostering diverse and inclusive workplaces for years, but without the officially designated functions, strategies, goals, or budgets,” he notes.
Establishing Inclusion at Tapestry
When Casey joined Tapestry in 2022, the company had a solid foundation in diversity and inclusion, with a small, dedicated team leading the charge. However, Casey’s arrival formalized and expanded these efforts. “The first step in promoting diversity and inclusion across the organization was to establish my role dedicated to this area,” he says.
Casey emphasizes that his role, much like other C-suite positions, requires a strategic framework. “My and my team’s responsibility is to develop a strategic framework for promoting diversity and inclusion across the organization,” he explains. “It’s about ensuring that each of our employees has the right resources, frameworks, and support systems to make it an integral part of our culture.”
Tapestry’s approach to inclusion is anchored in four pillars: Talent, Culture, Community, and Marketplace. Casey and his team align these pillars globally, ensuring consistency while adapting to regional needs. “Our strategic framework allows employees worldwide to understand our vision and what we’re striving to achieve,” Casey explains.
Empowering Employees Through Resource Groups
One of Tapestry’s most impactful initiatives is its Employee Business Resource Groups (EBRGs), which provide employees with opportunities to connect and drive meaningful change. These groups, which include the Asian Heritage Alliance, the Black Alliance, and EmpowHer, are open to all employees.
“What sets our EBRGs apart is that they are open to all employees, regardless of how they identify,” Casey says. This inclusive approach acknowledges that individuals often identify with multiple demographics, fostering intersectional collaboration.
“It’s crucial for our workforce to understand that everyone plays a role in fostering inclusion,” Casey explains. The EBRGs empower employees to take ownership of their role in advancing inclusion, aligning their efforts with Tapestry’s strategic goals.
Supporting a Diverse Workforce
Tapestry goes beyond traditional benefits to meet the needs of its diverse workforce. For example, the company partners with Maven Clinic to provide family planning support tailored to a broad spectrum of family structures. “We understand that there is no single definition of family,” Casey says.
The company also takes a flexible approach to community engagement. In regions where traditional volunteer networks may not exist, Tapestry recognizes culturally relevant activities, such as escorting children to school, as part of its volunteer efforts. “This flexibility ensures that our volunteer efforts are meaningful and impactful, regardless of location,” Casey explains.
As some companies scale back their diversity, equity, and inclusion (DEI) efforts, Tapestry remains committed. “We have maintained our commitment to this body of work because it is critical to our business,” says Casey.
Commitment in the Face of Challenges
He views DEI as more than an initiative—it’s a core business competency. “We must understand how to create a workplace environment where everyone feels included and a sense of belonging,” Casey emphasizes. “When individuals feel valued and accepted, it directly drives engagement and boosts productivity.”
Tapestry’s commitment extends to its volunteer goals. In FY2024, employees contributed over 65,000 volunteer hours, bringing the company closer to its target of 500,000 hours by 2030. “We are mindful of how we show up in our communities, and this is something that we all take immense pride in,” Casey says.
Recruiting for Diversity
Tapestry’s recruitment strategy combines formal and organic approaches to attract diverse talent. The Talent Acquisition team collaborates with Casey’s department to identify diverse talent sources and refine recruitment networks. “Our Talent Acquisition function has a dedicated subject matter expert that helps streamline the collaboration,” Casey notes.
Employees also play a role by leveraging their networks for referrals. “This organic approach helps us connect with even more diverse talent that’s reflective of the communities and customers we serve,” Casey explains.
Recognition and Global Impact
Tapestry’s DEI efforts have earned significant recognition. In FY2024 alone, the company received over ten international awards for being a top employer. Casey attributes this success to the collective contributions of Tapestry’s workforce.
“Advancing workplace diversity is not just a secondary initiative, but central to our business strategy,” he says. “It shapes our culture, connects us with new consumers, supports our workforce, and strengthens the communities we engage with.”
A Vision for the Future
David Casey’s leadership at Tapestry illustrates the power of intentionality and empathy in driving inclusion. His journey, from learning to build trust on the retail floor to crafting global diversity strategies, underscores the importance of understanding and valuing people’s unique experiences.
Under Casey’s guidance, Tapestry continues to set a standard for fostering inclusion and making a positive social impact worldwide. “Fostering an inclusive culture is not just the right thing to do—it’s essential to our success in a global market,” Casey concludes.
Through its initiatives, Tapestry demonstrates that inclusion is not a one-time effort but an ongoing commitment to creating a workplace where everyone can thrive.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.
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