Inclusion & Diversity

We are currently going under maintenance untill 9:00 am EST. For meanwhile please visit us at Facebook and LinkedIn.

Overview

Inclusion & Diversity

We recognize that Inclusion and Diversity are natural extensions of our company values and must be fully embedded in our culture and our business strategy. With consumers in 150 countries, it is essential that we continue to have a diverse workforce that understands local relevance and the changing beauty needs of all our global consumers.

SOURCE: The Estée Lauder Companies, 2016

At The Estée Lauder Companies, we emphasize inclusion first because an inclusive environment is the catalyst to leverage the diversity in our organization. We like to define these terms as follows.

Inclusion: A commitment to creating an environment that recognizes, values and respects the differences we all bring to the workplace, allowing everyone to do their best work.

Diversity: All the human characteristics that make us who we are and fuel our perspectives, behaviors and ideas.

We are committed to promoting and maintaining an inclusive culture. No one person, group or culture has all the knowledge, skills or information necessary for success in our business. We believe that diverse backgrounds, experiences and perspectives result in greater innovation and better problem-solving across our organization.

"We are encouraged to share our insights and inspiration across all levels of the organization," says Solee, an employee on Clinique's marketing team. "Our leaders are always open to hearing from us, the millennials. I may be among the youngest with the least experience, yet I am still recognized as one of the great assets of the Company."

I may be among the youngest with the least experience, yet I am still recognized as one of the great assets of the Company.

Solee

Marketing, Clinique

To be the best in our industry, we welcome each person’s unique strengths and talents, regardless of geography, age, culture, race/ethnicity, gender, gender identity, sexual orientation, religion or physical ability. We also recognize the talents and skills of our veterans and how they can be an asset in our workforce. We encourage leadership from every chair.

The Beauty of Diversity

Inclusion and diversity are core values that enhance our business strategy.

Employee Resource Groups (ERGs)

As the demographic profiles of both our employees and our global consumers shift and expand, we will continue to embrace diversity and individuality in a way that allows all of our employees to feel valued and included.

At The Estée Lauder Companies, Employee Resource Groups (ERGs) are helping to propel innovation by bringing together different perspectives, experiences and ideas from employees at all levels. Employees voluntarily join ERGs to network, exchange ideas and enhance their professional development. Typically these groups are formed around a common social identity such as gender, race, ethnicity or sexual orientation, or a life stage such as parenthood. All ERGs are inclusive and are open for full-time employees to join.

To date, we have 18 ERGs in seven countries: United States, Mexico, Canada, Chile, China, Korea and United Kingdom. All of these groups were started by determined employees who wished to form a community. ERGs have been growing significantly in membership, showcasing their value and the Company’s interest in hearing the voices of our employees.



Asian Affinity Group

  • Works to strengthen the Company's cultural diversity as well as the Asian community within the Company.
  • Chapter in the U.S.

Families@Work

  • Helps employees who are striving to create a balance between work and family responsibilities, recognizing that not every family is alike.
  • Chapters in the U.S., Canada and the U.K.

GenNEXT

  • Bringing new ideas and perspectives of the next generation (people born from 1980 to 2000) to the workforce. Aim is to leverage generational insights to contribute to the Company’s strategic business objectives and enhance millennials’ workplace experience.
  • Chapters in the U.S., Canada, Chile, China, Korea, the U.K.

Hispanic Connections

  • Aims to strengthen the Company's position within the Hispanic and Latino marketplace and community as well as focus on the professional growth of group members.
  • Chapter in the U.S.

Network of Black Leaders and Executives (NOBLE)

  • A forum to share ideas and encourage leadership and innovation, while embracing the unique perspective and talents of its members to deliver superior business results.
  • Chapters in the U.S. and Canada

Men’s ERG (MERG!)

  • A forum that enables and supports both personal and professional development within the Company, as well as a platform that leverages men’s perspectives to contribute to the Company’s strategic business objectives.
  • Chapters in the U.S. and China

Veterans 

  • Develops and executes strategies to actively recruit and leverage the unique skill sets of veterans as well acknowledge veterans for their service.
  • Chapter in the U.S. 

wELCome

  • Creates value by elevating the reputation of the Company as the employer of choice for top lesbian, gay, bisexual, transgender, queer, and ally (LGBTQA) talent, and as the global leader in prestige beauty with the most innovative products and services for LGBTQA consumers.
  • Chapter in the U.S.

Estéemulando

  • Increases focus on people with disabilities, including educating current employees on best practices for interviewing candidates and assisting customers with disabilities and initiatives around exterior packaging with Braille.
  • Chapter in Mexico

Working in Canada (WICan)

  • A multiethnic group that provides programs and resources to help employees working in Canada reach their highest potential, improve their employee experience and enhance their ability to contribute to the business.
  • Chapter in Canada

Share this article:

The Estée Lauder Companies' Inclusion & Diversity

Video Text Only