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Giants such as L'Oréal and LIDL stand out for their commitment to these crucial values, implementing ambitious and effective policies. Anne-Laure Thomas, Director of Equity, Diversity and Inclusion at L'Oréal, and Claire Heiwy, HR Development Director at LIDL, reveal three essential tips for structuring an effective D&I strategy.
A sound strategy begins with a clear understanding of the current situation. This means adopting a concerted approach to avoid errors of judgment and analysis. For example, LIDL conducted a survey of 1,700 managers on gender issues, and organized seven working groups representing a variety of perspectives, in order to get concrete feedback from the field before designing and deploying its strategy.
"Before making any decisions, you need to know where the problem lies."
This approach helps to identify challenges and obstacles, while paving the way for concrete solutions. For example, LIDL has adjusted its recruitment practices to better reflect the diversity of its potential workforce. One point to bear in mind, however, is that these solutions must be aligned with the company's DNA, as this is what ensures their relevance and effectiveness.
Internal collaboration is essential to a successful Diversity & Inclusion strategy. In particular, L'Oréal has adopted a holistic approach, involving all its teams and brands in their initiatives.
"there's nothing truer than employees to embody diversity."
Every employee is considered an ambassador for diversity, and contributes in his or her own way to the spread of an inclusive culture at all levels of the company. This approach fosters commitment from all and reinforces adherence to the Group's values of diversity and inclusion.
Aligned with this culture of numbers and results, the diversity and inclusion approach has been structured with clear, measurable, verifiable and traceable objectives over time and at all levels of the company.
As the President of LIDL emphasizes, this approach is essential to transform actions into tangible results. He regularly highlights this with the following point: "In Germany, women were given the right to vote in 1919, but 50 years later only 9% of women were members of the German parliament". Proof that action alone is not enough. In addition to actions, we need to define the results to be achieved and the means of achieving them.
A Diversity & Inclusion strategy is not just about declarations of intent, but requires concrete commitment and a methodical approach. By drawing on the experiences of leaders such as L'Oréal and LIDL, companies can structure their own initiatives and work towards a more inclusive and diverse working environment.
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.
Giants such as L'Oréal and LIDL stand out for their commitment to these crucial values, implementing ambitious and effective policies. Anne-Laure Thomas, Director of Equity, Diversity and Inclusion at L'Oréal, and Claire Heiwy, HR Development Director at LIDL, reveal three essential tips for structuring an effective D&I strategy.
A sound strategy begins with a clear understanding of the current situation. This means adopting a concerted approach to avoid errors of judgment and analysis. For example, LIDL conducted a survey of 1,700 managers on gender issues, and organized seven working groups representing a variety of perspectives, in order to get concrete feedback from the field before designing and deploying its strategy.
"Before making any decisions, you need to know where the problem lies."
This approach helps to identify challenges and obstacles, while paving the way for concrete solutions. For example, LIDL has adjusted its recruitment practices to better reflect the diversity of its potential workforce. One point to bear in mind, however, is that these solutions must be aligned with the company's DNA, as this is what ensures their relevance and effectiveness.
Internal collaboration is essential to a successful Diversity & Inclusion strategy. In particular, L'Oréal has adopted a holistic approach, involving all its teams and brands in their initiatives.
"there's nothing truer than employees to embody diversity."
Every employee is considered an ambassador for diversity, and contributes in his or her own way to the spread of an inclusive culture at all levels of the company. This approach fosters commitment from all and reinforces adherence to the Group's values of diversity and inclusion.
Aligned with this culture of numbers and results, the diversity and inclusion approach has been structured with clear, measurable, verifiable and traceable objectives over time and at all levels of the company.
As the President of LIDL emphasizes, this approach is essential to transform actions into tangible results. He regularly highlights this with the following point: "In Germany, women were given the right to vote in 1919, but 50 years later only 9% of women were members of the German parliament". Proof that action alone is not enough. In addition to actions, we need to define the results to be achieved and the means of achieving them.
A Diversity & Inclusion strategy is not just about declarations of intent, but requires concrete commitment and a methodical approach. By drawing on the experiences of leaders such as L'Oréal and LIDL, companies can structure their own initiatives and work towards a more inclusive and diverse working environment.
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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