3/13/21 5:27 PM
Lululemon Athletica Inc
Internal Representation & Support
To evaluate this pillar, we take into consideration a range of factors, including but not limited to:
- Employee representation
- Diversity, equity, & inclusion (DEI)
We weigh a company’s degree of public commitment primarily on their monetary contributions to DEI matters or organizations fighting racial injustice.
Forms of monetary support we look for:
Employee donation matching
The majority of leadership positions at Lululemon are held by women. They created a Global Inclusion, Diversity, Equity, & Action group (IDEA) and implementing more racial diversity/inclusion initiatives in their workplaces (ie pacer groups, anti-discrimination training). In September 2020, Lululemon recently adopted a more inclusive size range (0-20) for their products. Their IG page features Black brand ambassadors and partnerships with Black activists.
Despite their claims to diversify their company, Lululemon barely has any racial diversity in their executive team and BOD. There's no accessible online information about their exact workforce demographics despite their promise to release an annual Impact Report on their Diversity & Inclusion page as of March 2021. The majority of Lululemon's monetary donations towards racial justice ($7m) are only for internal reforms and programs that are self-serving (ie. IDEA group, Here to Be program). Their IG page only occasionally shows plus size models, and rarely any models with disabilities.
We scour the company’s website and official social media channels to determine what message they are sending around racial injustice, how they are communicating it, and whether their communications are perceived as genuine or performative.
Public statement: We verify that companies have made a formal statement regarding racial injustice.
Social media: We consider how a company uses their platform(s) beyond performative allyship.
Representation: For companies that have the opportunity to showcase diversity in their feed, we consider whether they have adequate Black representation and BIPOC representation across their models.
I. Internal Representation & Support:
Board of Directors:
8% - 9% Black, 6% - 10% BIPOC, > 50% Women
0% (none) Black, 6% - 10% BIPOC, > 50% Women
Information not publicly available
An appointed DEI senior leader and/or a dedicated DEI organization