Fendi People


The FENDI human resources policy is focused on listening and communicating with employees and aims at ensuring their well-being and safety.


Fendi Code Of Conduct


FENDI has chosen to adopt the LVMH Code of Conduct,  a set of principles that provides a common framework and that serves as an inspiration to the entire Group, including FENDI, guiding business conduct and responsibilities across each Maison.
The Code brings together the fundamental principles that illustrate FENDI shared commitment and guide the way it conducts daily operations. It articulates the guiding principles for each stakeholder, including partners and suppliers. 
Click here to access the Fendi Code of Conduct


Contracts & Terms Of Employment


FENDI adheres to all measures stipulated by local Legislations and the National Collective Bargaining Agreements signed by the most representative Trade Unions (when applicable) . These agreements define every aspect of the employment relationship.
Click below to access the National Collective Bargaining Agreements applied in FENDI


 FENDI has also signed additional agreements with local Trade Unions in Italy,  with the purpose of defining various aspects:

  • the annual collective performance/production premium;  

  • the company welfare plan; 

  • the organization offlexible working hours ; 

  • the improvement of health coverages.


Holidays & Paid Leave


FENDI  acknowledges  the yearly entitlement of Holidays for each employee as established by the applicable Legislation and National Bargaining Collective Agreements To allow proper use of the Holiday periods, annual planning of the Company Closings is defined and communicated well in advance to all employees for both summer and winter breaks.
At FENDI, the HR Teams conduct  regular assessments  to verify  and facilitate the use of  individual residual entitlements. Moreover, in Italy each  employee can manage and monitor the totality of accrued  holidays and monthly days off usage through an internal tool (personal timekeeping portal).


Maternity Rights & Parental Leave


FENDI acknowledges  maternity rights including pregnancy permits, maternity leave, parental leave, child sickness leave, breastfeeding permits, temporary part-time transformation, and others.), as outlined in  the applicable Legislation and by the National Bargaining Agreement In Italy, maternity leave is considered as a flexible period: the initial  five months constitute  compulsory abstention from work (compulsory maternity leave), with the option for successive extensions  based on the specific needs of each case (optional maternity leave).



The Culture @Fendi



FENDI has always embodied strong feminine leadership and an entrepreneurial spirit, a legacy started by the company’s founder Adele Fendi and then perpetuated by her five daughters.
Since then, FENDI has seized every opportunity to foster an organizational culture rooted in inclusion. Over the years the people at FENDI have actively engaged in EllesVMH Group Initiatives as participants, testimonials, or facilitators, in events such as Ellescoaching, Elles Event held in different Regions and Paris, and EllesVMH Accelerator Day

Worldwide Distribution by Gender

  • Female 65%
  • Male 35%

FENDI Global employees are 65% women and 35% men, a gender distribution that is similarly also reflected in theour Global Management.

Worldwide Management by Gender

  • Female 65%
  • Male 35%

In the Global Management graph is portrayed Fendi's demonstrable commitment to gender diversity. The composition of 65% Female and 35% Male in leadership positions underscores the brand's dedication to cultivating a balanced and inclusive managerial framework. This statistical representation accentuates the pivotal role of fostering a workplace environment that embraces diversity.

Worldwide Distribution by Generation

  • Millennials 59%
  • Gen X 22%
  • Gen Z 17%
  • Baby Boomer 2%

Examining the generational distribution among those currently active in the job market – Baby Boomers, Millennials, Gen X and Gen Z – each one is well represented. The Millennials constitute two-thirds of the entire FENDI workforce while FENDI is witnessing a continual increase in the percentage of Gen Z members entering the company.

FENDI today is a diversified and international environment: globally, FENDI Maison enlists people from more than 100 different nationalities. The most represented ones are Italy, China Mainland, the United States, Japan, and Korea, collectively accounting for70% of the total workforce.

Ratio between the average fixed pay of women and men

Ratio between the average fixed pay of women and men

FENDI also values gender equality from a compensation point of view and works continuously to improve it.

Diversity & Inclusion projects


FENDI supports its company vision of Diversity and Inclusion as a pillar of current and future success. Dedicated initiatives and projects are launched to sustain and respect the different cultures in which FENDI operates globally , such as the FENDInclusion initiative in the USA and FEND&I in Italy.

The FEND&I project was launched to raise awareness among its employees towards the importance of Diversity & Inclusion and enhancing their sense of belonging to the FENDI Family. A long-term journey has begun with the ambition to cultivate  an organizational culture rooted in  mutual empathy and respect, addressing present  and future challenges in an increasingly  multicultural world.
Many initiatives have been launched as part of the FEND&I project, engaging over a  thousand Employees in Italy:

  • With the aim of opening a dialogue on D&I, gathering perspectives, suggestions and expectations of our people Fendi organized focus groups involving colleagues from Italy and other Countries/Regions worldwide. To keep the dialogue permanently open Fendi also organizes workshops involving colleagues actively willing to be part of new projects to develop a more inclusive organizational culture.

  • Several training courses have been launched focused on D&I topics: “Recruiting without discrimination”, “LVMH unconscious bias campaign”, “Inclusivity Lab”, and specific trainings for Managers and Directors;

  • An Internal digital communication plan has been designed to highlight the most important D&I pillars and boost the impact of all the initiatives.


FENDI is particularly focused to reach the LVMH objective “2% of People with Disabilities by 2025” globally through local initiatives and networks.


Work-life balance


FENDI considers a healthy  work-life balance as a fundamental  element of a culture based on respecting the uniqueness of its people.  The company has introduced several initiatives including a  Concierge Service, Shuttle to the closest Metro station, Yoga Classes, and Gympass initiatives in Rome.

FENDI has  implemented a Remote Working Company Policy offering this opportunity to all employees whose roles  permit remote work. FENDI's flexible approach allows employees to work from any Country/Region, provided they ensure full availability, adequate connection coverage and uphold confidentiality of company information.


People sustainability engagement


FENDI cultivates  a transversal and  pragmatic approach to social and environmental responsibility  that involves every department and level within the company.  FENDI strives to develop strong and meaningful  initiatives to engage  FENDI people in  environmental and social targets.

In 2022 FENDI introduced a  quantitative Sustainability Objective integrated into the Top Management Performance & Carrier Review with the potential to impact executive bonuses by 10% to 20%. 

In 2022 FENDI launched  the first edition of  WW FENDI ACTION DAY, a global initiative encouraging all employees to dedicate half of their working day to volunteering activities in local environmental and social projects involving over  500 employees worldwide.

In 2023 FENDI organized Eco Design Training: a 3-day training dedicated to the Design, Product & Research Teams to deepen their understanding of  EcoDesign.

In 2023 FENDI launched a New D&I training program. Customized on the needs of the FENDI population based in Italy to increase awareness of Diversity & Inclusion. 

In 2024  FENDI is launching the Climate Fresk Training dedicated to all Fendi Managers in Italy: a 3 hour collaborative workshop aimed to create awareness on the causes and consequences of climate change and to explore collectively solutions to limit global warming.

In 2024 FENDI is involving Fendi employes in the LVMH Sustainability Academy, a training offer composed by several courses focused on sustainability topics.