April 2021 Update
The 100 Day timeline was implemented between June to October 2020. This was an initial touch point of embedding Equity, Diversity and Inclusion (ED&I) into Lush. We focused on how we can sustain support for the Black Lives Matter movement and embed anti-racism into the business. We are pleased to report that during the 100 days we achieved:
The revised policy underpins the values of Equity, Diversity and Inclusion across the Lush business, and ensures a level of safety and measurement to tackling workplace discrimination. We have listened to our employees and wider external community, and understand the prevalence and everyday occurrence of microaggressions that uphold an unfair and unjust society. The policy now includes a detailed section on defining microaggressions, as to better resolve, mitigate and prevent them from taking place. Following the republication of the Respect at Work policy in October 2020, an extensive internal communication and training roll out has taken place and continues.
You may have noticed some of your favourite products have had some rebranding or renaming. In order to be the company that we want to be, we are not shying away from evolving to be more inclusive, and ensure products are meeting every need.
We embedded Equity, Diversity and Inclusion into Learning and Development initiatives, including the roll out of compulsory training sessions on Allyship in the Workplace and Respect at Work, as well as additional Diversity in Discussions in the form of online Coffee and Conversations, on the topics of: White Fragility, Power and Privilege, Cultural Appropriation and Microaggressions.
Senior Leaders also experienced a programme of training on anti-racism, and Equity, Diversity and Inclusion across four sessions with external and expert consultants.
Our commitment to equity, diversity and inclusion continues. The outstanding work from the initial plan, includes:
- Plans for annual and global Diversity and demographic surveying.
- Beyond refreshing the Respect at Work policy, we are continuing with reviewing all policies and people practices.
- Continuing the work to create a Recruitment Best Practice Guide, with a focus on mitigating biases in all hiring processes.
- Plans for a UK&I wide retail mentoring programme.
- Continuing to incorporate Equity, Diversity and Inclusion topics as key to our learning, development and training initiatives.
Following the learning during 100 days and surrounding ED&I, we are in a better position to have a considered and intersectional approach to this work. We have identified four areas of opportunity to embed this work into the culture of Lush. Over the coming months, with the driving force of our newly appointed Community Relations Facilitator, we will be concentrating on building up the following areas:
- Global Connection and Collaboration
- Community Network
- Communication and Engagement
- Education and Learning
Whilst we continue this work internally, we have been talking with The Black Curriculum here in the UK about how we can help them in their mission to address the lack of Black British history in the UK curriculum, and to build a sense of identity in every young person in the UK. This campaign will be in UK stores in May 2021. We are encouraging our colleagues in all our global markets to follow suit – to firstly do the work internally, and then connect with local anti-racist groups to see how we could best support them in their work.
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