At LS&Co., we’re committed to creating a workplace where people from all backgrounds feel confident that their voices will be heard and their contributions welcomed. It’s not just the right thing to do — it’s a business imperative. We know that companies are stronger and more successful when they are diverse and inclusive.
|Executive Leadership Team||61.5% women; 38.5% men|
|Top Management**||42.6% women; 57.4% men|
|Corporate Employees||55.4% women; 44.6% men|
|Frontline Workers||58.2% women; 41.8% men|
|Executive Leadership Team||84.6% White
|Top Management**||64.9% White
2.1% Other BIPOC***
3.2% no data
|Corporate Employees||50.7% White
4.5% Other BIPOC
2.7% no data
|Frontline Workers||31.1% White
5.2% Other BIPOC
1.1% no data
|Number of workshops and learning sessions offered||75|
|Number of active global learners across our corporate and retail populations||12,926|
|Number of translated languages for training||20+|
|Global completion rate achieved||87%|
|Number of formalized partnerships with organizations working to develop diverse talent pipelines in areas most relevant to LS&Co.||13|
|Number of established partnership programs||10|
|Number of hosted branding and recruiting events||12|
|Number of converted diverse applicants||1,578|
|Number of strategic partnerships of our key business functions: Design and Brand, Technology and our Digital Enterprise||3|
In 2022, we launched our first-ever annual Diversity, Equity & Inclusion Impact report. The report reflects our commitment to fully and transparently communicate our progress in making our company more diverse and inclusive. It includes details on our progress, including our hiring and retaining of talented professionals from underrepresented groups and our continued efforts to understand the identities, intersectionalities and experiences of our people across our corporate, retail, distribution centers and plants worldwide.
Please see our 2021 DE&I Impact Report for more information.
Defining a clear, multi-faceted, global strategy was an imperative first step for us as we doubled down on our commitment to DE&I. Please see our 2021 DE&I Impact Report for more about our global DE&I strategy.
In 2021, we experienced growth across our corporate, distribution and retail populations. Although we saw a decrease in the overall percentage of representation for women, we made notable increases in their representation across our executive and top management levels. In the U.S., we’re also more diverse than a year ago, led by notable increases in our Black and Latinx populations.
Please see our 2021 DE&I Impact Report for more information on representation at LS&Co.
Read more about how we support employees in Employee Support and Development, which covers benefits, pay equity, employee resource groups and learning and development.
In 2021, we introduced #thepledge, our global DE&I training initiative. #thepledge included targeted training efforts from our retail stores to our C-Suite.
Please see our 2021 DE&I Impact Report for more information on our global training initiative.
We formed a Diversity and University Recruiting team to focus on collaborating with our talent acquisition and DE&I teams to augment our hiring and ensure that we’re intentionally recruiting diverse talent and providing them with dynamic career growth opportunities.
To enable inclusive recruiting at LS&Co., our priority in 2021 was to lay the foundation for advancing our diversity hiring practices.
Please see our 2021 DE&I Impact Report for more about our recruiting practices.
In 2021, we focused our DE&I programs on three key areas:
Please see our 2021 DE&I Impact Report for more about our programs.
Moving into 2022 and beyond, we are committed to:
Please see our 2021 DE&I Impact Report for more about our continued commitment.