On Monday, WWD began a three-part series that featured a sampling, by no means comprehensive, of key industry players across the fashion, retail and beauty sectors, mass to luxury, to probe how diverse their workforces truly are.
Chini said Kohl’s has recently amped up its diversity recruiting efforts. It has expanded Business Resource Groups for associates, and is rolling out unconscious bias training for corporate and store teams. “While we are proud of the progress we have made in recent years, we know we have the opportunity and the responsibility to do more,” he noted.
Chief executive officer Chip Bergh declared those numbers unacceptable in a recent conversation with The Atlantic. “Our house is not in order,” he said. Last year, the company started recruiting from historically Black colleges and universities, and it now compiles diverse candidate slates for all openings.
Together with its employees across 35 brands, L’Oréal USA has also committed to donating more than $500,000 to organizations including the NAACP, Black Lives Matter, Minnesota Freedom Fund, Color of Change and Know Your Rights Camp, the youth-empowerment organization founded by Colin Kaepernick. Turns out, he meant it. Last week, the company revealed a series of commitments which it posted to its web site under the title of “Inclusion, Diversity, Equity and Action.”
Regarding hiring and development, by the end of this year, the company will start to report the racial demographics of its employee population based on voluntary self-reporting. Beginning in August, Lululemon will require diverse candidate slates for every role within the company. By January, it will launch a career development program to support diversity across the company, including leadership.
Gaemperle called diversity and inclusion “not just a human imperative, [but] a business enabler, because we know that inclusive companies have more engaged employees and are better positioned for success. At LVMH, the diversity and uniqueness of our peoples’ experience is the foundation for the creativity and innovation on which our success is built.”
Along with recruitment of diverse talent, a key priority is strengthening advancement channels for Black employees, up through key leadership positions. In 2018, Macy’s laid out plans to increase diversity at all levels of the organization. This initiative focuses on tangible goals in five areas — Colleagues, Customers, Community, Suppliers and Marketing. The goals were set and will be managed through the Diversity and Inclusion Business Council, co-chaired by Macy’s chairman and ceo Jeff Gennette and chief diversity officer Shawn Outler. “The goals we have published are concrete.
Director-level and above: 72.7% white, 10.9% Asian, 5.2% Hispanic/Latino, 4.8% Black or African American, 3.3% two or more races, 0.2% native Hawaiian or other Pacific islander, 0.2% American Indian or Alaskan native, 2.7% unknown Later this year, Nike will release representation targets for 2025. In the meantime, its target for 2020 is to “attract and develop an increasingly diverse, engaged and healthy workforce.” To do so, Nike will take action in three ways: “Provide visibility to our diversity and inclusion progress; provide comprehensive, competitive, and equitable pay and benefits; invest in our employees through growth and development and wellbeing initiatives.
In terms of philanthropy, Nike is known to reach far into its deep pockets, and many of its charitable initiatives benefit underrepresented communities.
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