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In the professional world, gender equality is a major issue. Although the figures may sometimes seem promising, reality often reveals hidden disparities. With this in mind, LIDL has decided to give a special boost to its policy in favor of women.
The statistics speak for themselves: 63% of LIDL employees are women, and 55% of managers are also women. At first glance, this might seem to suggest that the company has achieved exemplary parity. However, the reality is more nuanced. Despite these flattering figures, women are still under-represented at the highest levels of the hierarchy. As the saying goes, "women in business are like oxygen in the mountains. The higher you go, the less there is."
And yet, internal development processes are the same for men and women at LIDL. It is by confronting this reality that the company has decided to give new impetus to its policy in favor of women, taking care to reconcile the internal evolution that is part of our DNA with the promotion of women to management positions.
This is how the LIDL'HER program was born, aimed at facilitating women's access to positions of responsibility within the company. This program, based on quantified and traceable objectives, has two main components:
The objective is clear: to recruit at least 40% women in the company's 25 regional divisions, in line with the Rixin law. Significant progress has already been made, with over 40% of the workforce now made up of women. This quantified approach creates a stimulating challenge, encouraging each region to reach this objective. Comparisons between different regions, such as Cambrai and Lille, highlight disparities and encourage continuous improvement.
The first hurdle to overcome is often self-discrimination, or self-censorship, among women. To break down this barrier, LIDL offers the Boost'her program, which provides all female employees with a personal development day. This day includes objective feedback on their skills and areas for improvement, thanks to a mix of external HR professionals and internal managers. The presence of the manager during this feedback not only removes the obstacles for the employees, but also for the managers. Success stories, such as that of an employee who progressed from supermarket manager to regional HR manager after 25 years with the company, illustrate the tangible impact of this program on women's career paths at LIDL.
Very quickly, the LIDL'HER program embodied LIDL's commitment to promoting equal opportunities and creating an environment where every individual, regardless of gender, can realize their full professional potential.
Would you like to feed your thoughts and anticipate present and future changes? Discover the FORWARD 2024 Study to get a head start on talent development.
In the professional world, gender equality is a major issue. Although the figures may sometimes seem promising, reality often reveals hidden disparities. With this in mind, LIDL has decided to give a special boost to its policy in favor of women.
The statistics speak for themselves: 63% of LIDL employees are women, and 55% of managers are also women. At first glance, this might seem to suggest that the company has achieved exemplary parity. However, the reality is more nuanced. Despite these flattering figures, women are still under-represented at the highest levels of the hierarchy. As the saying goes, "women in business are like oxygen in the mountains. The higher you go, the less there is."
And yet, internal development processes are the same for men and women at LIDL. It is by confronting this reality that the company has decided to give new impetus to its policy in favor of women, taking care to reconcile the internal evolution that is part of our DNA with the promotion of women to management positions.
This is how the LIDL'HER program was born, aimed at facilitating women's access to positions of responsibility within the company. This program, based on quantified and traceable objectives, has two main components:
The objective is clear: to recruit at least 40% women in the company's 25 regional divisions, in line with the Rixin law. Significant progress has already been made, with over 40% of the workforce now made up of women. This quantified approach creates a stimulating challenge, encouraging each region to reach this objective. Comparisons between different regions, such as Cambrai and Lille, highlight disparities and encourage continuous improvement.
The first hurdle to overcome is often self-discrimination, or self-censorship, among women. To break down this barrier, LIDL offers the Boost'her program, which provides all female employees with a personal development day. This day includes objective feedback on their skills and areas for improvement, thanks to a mix of external HR professionals and internal managers. The presence of the manager during this feedback not only removes the obstacles for the employees, but also for the managers. Success stories, such as that of an employee who progressed from supermarket manager to regional HR manager after 25 years with the company, illustrate the tangible impact of this program on women's career paths at LIDL.
Very quickly, the LIDL'HER program embodied LIDL's commitment to promoting equal opportunities and creating an environment where every individual, regardless of gender, can realize their full professional potential.
Would you like to feed your thoughts and anticipate present and future changes? Discover the FORWARD 2024 Study to get a head start on talent development.
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