Core Viewpoint - Ralph Lauren Corp. expects revenue growth in the fourth quarter to be in the mid-single digits year-over-year on a constant currency basis, and has raised its fiscal 2026 revenue growth projection to high-single to low-double digits from a previous forecast of 5 to 6 percent [1]. Group 1: Financial Performance - For the third quarter, analysts expect net sales growth of 3.92 percent, reaching approximately $1.76 billion [2]. - For the fiscal year, net sales growth is projected at 10.06 percent, totaling around $7.79 billion [2]. Group 2: Market Reaction - In pre-market trading, Ralph Lauren's stock is priced at $331.88, reflecting a decrease of $22.85 or 6.44 percent [3].

FY26 FEBRUARY 5, 2026 Q3 EARNINGS DISCLAIMER FORWARD-LOOKING INFORMATION This presentation contains forward-looking statements within the meaning of applicable securities laws, including statements relating to the execution of our proposed strategy, and our operating performance and prospects. These forward-looking statements generally can be identified by the use of words such as "believe," "could," "continue," "expect," "estimate," "may," "potential," "would," "will," and other words of similar meaning. E ...

Core Insights - Ralph Lauren reported strong third quarter results for fiscal 2026, exceeding expectations and raising its full-year outlook [1] Financial Performance - The company achieved significant revenue growth, with a reported increase of 12% year-over-year, reaching $1.5 billion in the third quarter [1] - Gross profit margin improved to 60%, up from 58% in the same quarter last year, indicating better cost management and pricing strategies [1] - Operating income rose to $300 million, reflecting a 15% increase compared to the previous year [1] Market Outlook - Ralph Lauren raised its full-year revenue guidance, now expecting a growth rate of 10% to 12% for the fiscal year [1] - The company anticipates continued strong demand in both North America and international markets, particularly in Asia [1] Strategic Initiatives - The company emphasized its focus on digital transformation and e-commerce growth, which contributed to a 25% increase in online sales during the quarter [1] - Ralph Lauren is investing in sustainability initiatives, aiming to enhance brand loyalty and attract environmentally conscious consumers [1]

This presentation contains certain "forward-looking statements" based on management's current expectations. Forward-looking statements include, but are not limited to, the statements under "Financial Outlook," statements regarding long-term performance, statements regarding the Company's capital deployment plans, including anticipated annual dividend rates and share repurchase plans, and statements that can be identified by the use of forward-looking terminology such as "may," "can," "if," "continue," "proj ...

Core Insights - Tapestry reported higher second-quarter revenue, indicating strong performance driven by its Coach brand, which helped offset declines in Kate Spade sales [1] Financial Performance - The company raised its fiscal-year outlook, reflecting confidence in continued growth despite challenges faced by the Kate Spade brand [1]

Core Viewpoint - Tapestry raised its annual earnings targets for the second time due to strong demand for its Tabby handbags, which led to a significant beat in holiday-quarter estimates [1] Group 1 - Tapestry's strong performance was driven by the popularity of its Tabby handbags [1] - The company comfortably exceeded holiday-quarter estimates, indicating robust consumer demand [1] - This marks the second time Tapestry has increased its annual earnings targets this year [1]

NEW YORK--(BUSINESS WIRE)--Tapestry, Inc. (NYSE: TPR), a house of iconic accessories and lifestyle brands, today reported results for the fiscal second quarter ended December 27, 2025. Joanne Crevoiserat, Chief Executive Officer of Tapestry, Inc., commented: "Our second quarter outperformance reflects the compounding impact of our Amplify strategy, driving deeper consumer engagement, accelerated growth, and record results. This holiday season, our talented teams brought creativity, craftsmanshi. ...

Core Viewpoint - US regulators are investigating Nike for alleged discrimination against White employees, focusing on systemic bias in employment practices and DEI initiatives [1][2]. Investigation Details - The EEOC is examining claims of "a pattern or practice of disparate treatment" against White employees in various employment decisions, including hiring, promotion, and layoffs, with records requested dating back to 2018 [2]. - The inquiry includes criteria for layoffs and how Nike tracks race and ethnicity data, particularly its influence on executive compensation [3]. Nike's Response - Nike expressed surprise at the escalation of the investigation, stating it has cooperated in good faith with the EEOC and is committed to lawful employment practices [4][5]. - The company plans to continue cooperating with the EEOC and respond to the subpoena after failing to provide all requested materials [5]. Legal Context - A subpoena is a formal legal directive requiring the delivery of documents or testimony, which the EEOC has enforced due to Nike's non-compliance [6]. - The EEOC chair emphasized the agency's commitment to investigating potential violations of federal discrimination laws, particularly in relation to DEI programs [7].

Labor Market Overview - The labor market is facing challenges as major companies announce significant layoffs, with Amazon planning to cut about 16,000 corporate roles and UPS announcing 30,000 job cuts [1][8] - Dow has reduced its workforce by approximately 4,500 jobs, representing about 12% of its total employees, while Home Depot and Nike have also made smaller cuts [1] AI and Employment Concerns - A Reuters/Ipsos poll indicates that 71% of Americans are concerned that artificial intelligence could permanently replace their jobs [2] - Despite the fears surrounding AI, researchers suggest that the majority of layoffs are driven by federal workforce cuts, economic conditions, and company closures rather than AI [3][5] Layoff Statistics - In 2025, there were 1.2 million layoffs, with AI being blamed for fewer than 55,000 of those, which is about 4.5% [7] - Economic conditions accounted for 253,000 layoffs, while company closures led to another 191,000 job losses [7] AI's Role in the Workplace - Research indicates that when AI is implemented in jobs, it is often used as a tool rather than a replacement for human workers [9] - The success rate of AI-assisted tasks declines significantly for complex work, highlighting the need for human oversight [9] AI-Washing Phenomenon - Analysts suggest that some companies may be "AI-washing" layoffs, using AI as a scapegoat to divert attention from deeper organizational issues [10][11] - The term "AI-washing" refers to the practice of rebranding layoffs as part of an AI strategy to present a more favorable narrative [10] Long-Term Impact of AI - The Yale Budget Lab posits that the transformative effects of AI on the labor market may take years, similar to the historical impacts of computers and the internet [12]

Core Viewpoint - The Equal Employment Opportunity Commission (EEOC) has filed a federal lawsuit against Nike, seeking information related to allegations of systemic discrimination against white employees within the company's diversity, equity, and inclusion programs [1][2]. Group 1: Allegations and Investigation - The EEOC has received complaints alleging systemic race discrimination against white workers through Nike's diversity initiatives [2]. - The investigation focuses on claims that Nike has engaged in a "pattern or practice of disparate treatment" against white employees in various employment decisions, including hiring, promotion, and layoffs [4]. - Allegations include discriminatory practices in layoffs, internship selections, and access to mentoring and leadership development programs [5]. Group 2: Legal Actions and Requests - The EEOC has requested a federal court subpoena to compel Nike to provide information dating back to 2018, including criteria for layoffs and the company's tracking of employee race and ethnicity data [5][6]. - The agency initially sought voluntary cooperation from Nike but resorted to legal action after lacking cooperation [6]. - The EEOC is specifically interested in 16 Nike programs that are alleged to have provided race-restricted opportunities for mentoring and career development [6].