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Our non-retail partners have the<br />
opportunity to enhance their skills<br />
through a variety of training programs.<br />
The Learning Journey <strong>for</strong> Non-Retail Partners<br />
C S R 2 0 0 3 P A R T N E R S 10<br />
Our non-retail partners who work at <strong>Starbucks</strong> Support Center (our global headquarters<br />
in Seattle) contribute greatly to our success. We have created a variety of learning<br />
opportunities designed to enhance their skills and career development. Some examples are:<br />
• New Partner Orientation and Immersion – an extensive program designed to impart<br />
<strong>Starbucks</strong> core values; build knowledge of our business and retail operations; inspire an<br />
appreciation of coffee; create awareness about <strong>Starbucks</strong> benefits programs and career<br />
development opportunities; and introduce partners to their key internal stakeholders.<br />
• Managers’ Training Series – provides new supervisors/managers with pertinent<br />
in<strong>for</strong>mation and the tools to build a strong cross-functional network.<br />
• Diversity Learning Journey – focuses on issues of diversity to help foster an inclusive<br />
environment <strong>for</strong> partners and customers.<br />
• Computer Classes – a series of workshops that teach partners various software<br />
applications, providing skills they can use to be more efficient in their jobs.<br />
• Situational Leadership ® – teaches supervising partners how to tailor their leadership style<br />
in certain situations and bring out the best in their teams.<br />
• Coffee Workshops – from Coffee Roasting to the Art of Espresso, our partners are<br />
exposed to the world of coffee to increase their knowledge and passion.<br />
Our goal is to provide every new <strong>Starbucks</strong> partner with a comprehensive immersion<br />
experience. In fiscal 2003, <strong>Starbucks</strong> improved our Executive Immersion program,<br />
ensuring that new leaders get the in<strong>for</strong>mation they need; are connected with their key<br />
cross-functional peers; and are exposed to <strong>Starbucks</strong> culture beginning with the<br />
in-store experience.<br />
R E S P E C T I N G O U R P A R T N E R S ’ R I G H T S<br />
When people are treated with respect, they feel respected. Creating a great work environment<br />
where our partners are respected has been and will always be our goal. To us, this<br />
means continually finding new ways to nurture and strengthen the bond we have with our<br />
partners. In essence, this is our “labor policy.”<br />
<strong>Starbucks</strong> recognizes our partners’ right to unionize. Trade unions represented less than<br />
one-fifth of 1% of our partners in fiscal 2003. Most union-represented partners are in<br />
Canada, and a few of our roasting plant partners in the U.S. are represented.<br />
<strong>Starbucks</strong> follows all laws regarding the employment of minors. The current minimum<br />
age of employment at <strong>Starbucks</strong> is 16, but may be higher in some locations.
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