L'Oréal on LinkedIn: LOreal USA Black History Month ft. Candace Brown (2024)

This is a MUST-READ by Sheena Butler-Young The Business of Fashion - first and foremost, to ensure that your company/organization does NOT operate like lululemon, and with some excellent insights and observations that can help on that front.'On a slow day last winter, a couple of employees at Lululemon’s Hyde Park location in Chicago were chatting when two women walked in. “Oh, this is off-brand,” one of the women said to the other after being greeted by the store’s staff, the employees recalled. Both customers were white; all of the store’s sales associates were Black.It wasn’t the first time Hyde Park employees had been told they didn’t match the yoga-inspired apparel brand’s aesthetic. According to the store’s general manager, Michael “Muffy” Collins, Lululemon’s corporate leadership, too, resisted the idea of a team of Black associates staffing its location on Chicago’s South Side.Collins pitched the concept to reflect the brand’s first store in the area located just south of Chicago’s historic “Black Belt,” a wide swath of the city where Black residents were once confined during segregation. But he said he was told repeatedly by regional managers and executives at Lululemon’s corporate office in Vancouver to hire white and Asian sales associates, to reflect the racial makeup of the nearby University of Chicago. ..... Taken together, these accounts describe a corporate culture that is unwelcoming of Black people and leaders regularly use stereotypes to define and ostracise minority employees, who face barriers to career advancement that don’t seem to apply to white colleagues. Staffers who drew the company’s attention to these issues told BoF they were passed over for promotions, reprimanded, and, in several cases, had their employment terminated. .. DEI departments cannot turn around deeply entrenched biases within a company on their own. They need the buy-in of the CEO and all major stakeholders, including the board of directors, in order to be successful, experts say.Unsuccessful DEI departments have several things in common: they are under-resourced, and they aren’t given much authority to create change. IDEA fell into another common trap, where corporate DEI departments, and their leadership, serve as an extension of the existing guard, rather than unconflicted champions for underrepresented groups.'

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I've been thinking a lot about the importance of Black representation within our workplaces. Representation isn't just about filling quotas, it's about enriching our professional spaces with a variety of perspectives, experiences and talents that only a diverse workforce can offer.At adidas, we've made a commitment to diversity and inclusion. However, we recognise that there is always more work to be done. When i look around my workplace here in Stockport i am roughly 1 of 5 employees of Black Heritage out of around 500. This number isn't uncommon in large organisations, but what is uncommon is real action to increase the representation in said organisations. As part of the adidas Talent Acquisition team, I see firsthand the incredible impact that diverse hiring practices have our organisation. Not only does it foster creativity and innovation, it also creates a culture of inclusivity and belonging.Employee Resource Groups, are a great platform where our people can share their experiences and ideas. As a chair of one, it's a privilege to facilitate these conversations and see the transformative impact they have on our collective understanding. But can we all truly say we are Listening?? When i enter schools and share my story with the next gen, what's incredible to me is when they resonate with my words. Although for me i'm just me, to some of them i'm someone real, someone who has made it out from underneath adversity who looks like them. I've made a commitment to show up!With BHM in full swing I ask this question, Where are our Sisters??Representation matters. I can't salute my Sisters if i can't see them. We can't salute our Sisters if we keep them hidden!! It shouldn't be just one month we recognise our Sisters it should be everyday.Let's continue the conversation. Let's recognise the value of Black representation, not just in our men but in our Sisters every day. Let's work together to ensure that every voice is heard. Because representation matters. Today and every day.What are you doing to support Black Representation? #WorkplaceDiversity #BlackRepresentation #Inclusion

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🚀 Excited to share our latest blog: "The Impact of Corporate Activism on Black Employees: A Realistic Assessment." 🌟 In a world where #CorporateActivism and #BlackLivesMatter are more than hashtags, we delve into the real effects of these initiatives on Black employees. From Ben & Jerry's to Nike, how are companies bridging the gap between public statements and the daily experiences of Black professionals? Discover how authentic action and listening can transform corporate activism into a force for true #RacialJustice and an #EquitableWorkplace.➡️ Read more and join the conversation! Let's be on the right side of history. 🙌Book a call at the link below if you'd like to discuss how I can help you implement these strategies. #CorporateActivism#RacialJustice#BlackLivesMatter#DiversityAndInclusion#EquitableWorkplace

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Why do so many brands suck at inclusivity?🤔From Lululemon'swork culture being accused of being unwelcoming to Black employees, to Pink Honey's lack of diversity in their brand trip. Brands repeatedly drop the ball when it comes to diversity and inclusion. Whenever a brand is under fire for its lack of inclusion, a recurring factor I've noticed is a lack of diversity within the team, especially in leadership or decision-making positions.When there is a lack of diversity within a team, there will always be an oversight or ignorance of the needs and preferences of different groups. The lack of representation can result in insensitive or exclusionary marketing campaigns, products, or services.Going into 2024, I want to see brands actually make the effort to be inclusive and recognise that genuine inclusivity starts from within. Diversity and inclusion aren't just about optics; it's about creating a culture that values and respects different experiences and backgrounds.I'm curious to hear your thoughts about this topic, let me know in the comments. 💬

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In 2020, the $50 billion yoga clothing brand Lululemon created a new DEI department to improve diversity and inclusion, however 3 years later, employees are claiming that the culture got worse, so what happened? This article is paywalled so here are the salient points:- Business of Fashion interviewed 14 current and former employees of Lululemon, including sales associates, global ambassadors and corporate managers in the US and Canada, all of whom describe a corporate culture that is unwelcoming to Black people.- Employees who drew the company's attention to these issues were reprimanded, passed over for promotion and in some cases had their employment terminated.- Leaders regularly use stereotypes to define and ostracise minoritised employees, who still seem to face barriers to advancement that white employees consistently do not face. We've talked about this before, yet a reminder doesn't hurt. If your increased DEI activity sprung from the murder of George Floyd and it doesn't specifically address the experiences of racism, bias and discrimination faced by your Black employees, you have potentially co-opted a movement to look good, rather than doing good. Affected employees are no longer accepting of vague platitudes, corporate good intentions and revised 'inclusive' marketing strategies. How many internal teams are still struggling to get buyin, support and signoff to tackle the root causes of racial disparities? I get that for many organizations addressing this will be low down on the priority list, however if the most prominent journalist in your industry interviewed your Black employees, what would the resulting article look like? Is that the right type of publicity for your brand? #AntiRacism

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Perfectionalism is over rated! This is a great conversation about leadership and the journey to owning your own path.

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Too many black employees are simply afraid while they are still in their positions to speak out about this treatment for fear of retribution, which should be illegal. The only recourse is to report the #illegal, #discrimnatory, treatment and #retaliation to the #EEOC. There are less than zero #protections there. Employee complaints have skyrocketed and the EEOC is backlogged. Investigations drag on for years. Employers anti-black cultures are thriving and there's very little the average employee can do to stop it. "The Government needs to do more. It must adequately finance the agencies there to uphold it. Without additional money for the overburdened Equal Employment Opportunity Commission, the agency cannot investigate complaints nor provide legal representation, if necessary." #advocacymatters https://lnkd.in/gyE48FaZ

In 2020, the $50 billion yoga lifestyle juggernaut lululemon created a new department in the wake of the murder of George Floyd to improve internal diversity and inclusion and create a more equitable playing field for minorities.But in interviews conducted over the past year, 14 current and former employees told The Business of Fashion things only got worse. They allege that the company has a corporate culture that is unwelcoming of Black people; where leaders regularly use stereotypes to define minority employees; and where they face barriers to career advancement that don’t seem to apply to white colleagues. Employees who spoke up say they were ostracised or even terminated.Lululemon is not alone in these shortcomings. This must-read story by senior correspondent Sheena Butler-Young contains lessons for all creative and business leaders aiming to create more inclusive environments at their places of work.Read the full story below.

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Lululemon wanted to "put Akilah in her place" ...a literal quote from The Business of Fashion article. Y'all know my place is holding folks accountable when oppressed groups are harmed. I will ALWAYS give a company an opportunity to show up, take action and hold themselves with or without my guidance. But when leaders/companies continually chose harm that choice means the truth must be told. Last year Business of Fashion interviewed me about how Lululemon wanted me to interview for their Chief Diversity Officer (CDO) role (you know after the murder of George Floyd). I said no because they were not ready for behavior change plus my firm Change Cadet was and still does impactful culture change work. The journalist feared that I would experience retaliation but I said no as I was valued, currently working on helping them open their first Oakland store. The month following the article the racism and discrimination began from their CDO (a Black woman) and other leaders. I ended my consulting contract that same month to not perpetuate the harm they caused me to other oppressed people. They retaliated with ending my ambassadorship, taking my picture down from the store during the welcome party they asked me to host for Oakland and put a plant in front of my face on a picture they could not remove.Now some of you may feel like well it's Lululemon? But here's the thing, it's important to give organizations opportunities to learn and unlearn to really do the work. I do the work. Lululemon chose not to. And continues to do so. I'm incredibly proud of everyone who spoke up and this article.Thank you Sheena Butler-Young for telling a much needed truth about continuous harmful and racist treatment of Black Lululemon employees, ambassadors and consultants. #diversityatwork #deib #diversity https://lnkd.in/gWaSqdn8

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This Black History Month, we want to reshare a powerful word from our founder, addressing the pressing issue of market inequality within the beauty industry. 🤎As a proud Black-owned brand, this conversation remains crucial, and we’re dedicated to driving change.Amidst these discussions, we’re thrilled to unveil the upcoming Yeleen Beauty Makerspace—a transformative project aimed at fostering inclusivity and empowerment. Through initiatives like these, we’re not just challenging the status quo; we’re rewriting the narrative and carving out a more equitable space for all.Join us on this journey to redefine beauty for all. 💪🏾✊🏾 Together, let’s celebrate the strength in diversity and champion a future where every shade, every story, and every beauty is not just acknowledged but celebrated. ✨🗣️ We invite you to share your thoughts and be a part of the discussion. Your voice matters! 💬✨ #blackbusiness #blackhistorymonth #bhm #blackwomeninbusiness #blackwomenlead #smallbusinessowner #beautyindustry #beautybusiness #beautybrands

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