Stella McCartney’s Post

- #LVMH & #BERLUTI COMMITMENT TO ENSURING EQUAL CHANCES AND CAREER OPPORTUNITIES FOR ALL - LGBTI+ inclusion is everyone's business. The LVMH Group and the Maison are committed to equitable career development for all and all recruiters are trained on inclusive hiring practices across the world. Learn more about LVMH's commitments and initiatives. #AllLVMHPride #LVMH #ItsEveryonesBusiness

Despite Target's silence with the LGBTQ+ community, the company maintains the most extensive Pride merchandising in retail. With the biggest backlash of any cultural controversy, Target's trying to unite their words and actions to avoid any irreparable damage from this season. Marketers value authenticity, and it's what LGBTQ customers want from brands. In the long run, Target's backbone should be strengthened by its commitment to younger generations. What did you think of Target's actions during Pride Month? Read more about this here: https://bit.ly/44TbvhL #Target #MarketingInsights #PrideMonth #LGBTQ

If you haven't noticed by all the corporate rainbows, logos and pride window decals in shop fronts - June is Pride Month.    As I get ready for London Pride tomorrow, being lucky enough to march alongside my community as part of the Alpha Dancers for the second year, I have been thinking about this post and what I wanted to say in it.   There has been a lot of discourse about Pride month and the 'rainbow washing' that we see around (rainbow washing is what we call companies who use LGBTQIA+ symbolism to sell products without being earnestly in favour of, or otherwise contributing to the cause). Every year I see the question of whether there is even still a need for Pride come up. Dan Savage had a really insightful and interesting intro on his latest episode of Savage Lovecast (Episode 922, highly recommend listening!) He talked about how in countries like the U.K. and the U.S. we may see these rainbows and start thinking 'is this too much?' But in other areas of the world there are no rainbows, there are no Pride Parades and even the image of a rainbow in the window of a shop could get you jailed, or much worse.   Pride started as a protest. The Stonewall uprising in 1696 in New York City rocketed the queer rights movement and is an important moment in our history. It is sometimes hard for relatively young people like me, who go into London Pride, to remember that.   London Pride is more of a celebration. The atmosphere is fantastic and energising and beautiful.  We need to remember that we may be able to dance and celebrate in the streets of London, but we do that, because so many people cannot.    This is also why intersectionality matters. As a White Queer person in the UK my experiences are not the same as Queer POC in the UK. Period. End of sentence.   This is why it is important as White people to stop and listen, understand and support POC and marginalised people when they talk. We need to use our voices to amplify theirs. We need to ensure we are elevating their voices and making intentional spaces for them on our platforms - the platforms we can take for granted sometimes.   Until ALL queer people around the world are safe, acknowledged and seen - until all people have the same rights as their straight, CIS, White counterparts, Pride will continue to be a protest.   Both a protest and a celebration of our existence. #pride #queer #pridemonth #june

It’s not new news that the outdoor industry has a diversity problem. Walk any industry tradeshow, hit almost any ski hill or major trail and the situation is obvious. The issue is not a lack of recognition nor a lack of desire to make a change: many outdoor industry brands and retailers have made efforts over the last number of years, but the results have been limited at best. Recognizing that a new approach was needed, Teresa Baker of the Outdoor CEO Diversity Pledge called together a group of leading outdoor CEOs in Ventura, California earlier this year. We talked about our approaches, our successes, and our challenges. The key takeaway for many of us was that we cannot continue to go it alone – real progress will only be achieved by coming together as an industry. Since that meeting, Moosejaw joined a group of industry leaders led by the inspiring Teresa Baker and the awesome Josie Norris to develop the Outdoor Diversity Alliance (ODA) to assist the outdoor industry in addressing systemic issues impacting diversity, equity, and inclusion through collective action. ODA plans to serve as a central group driving and supporting industry-wide collaboration between businesses and historically underrepresented communities in the outdoors. The ODA launched this week and invites all outdoor brands, retailers, organizations and community groups to join together and make meaningful change. ODA will use a business membership model to fund operations. Our goal is to secure $150,000 in new member commitments by the end of this year. Please join us!  DM me if you have questions.  https://lnkd.in/gcX3xzhK I’d like to share my appreciation and admiration for the industry leaders that came together to make this happen: Dan Walker of Arc'teryx Equipment, Ashley Laporte of Burton Snowboards, Damien Huang of Cotopaxi, Kent Ebersole of Outdoor Industry Association, Torrey Udall of Protect Our Winters, and Alicia Chin of Smartwool, a VF Company. You guys are the best!

In a world as diverse as ours, it’s about time that brands reflect the beautiful spectrum of humanity! 🌍 ✨ 2024 marks a year where inclusivity isn’t just a trend; it’s a mission. Brands are stepping up, celebrating every color, shape, and story. Gone are the days of one-size-fits-all illustrations and generic representations. We're embracing the real, the relatable, and the uniquely beautiful in every person.  From adding more ethnicities and body types to challenging gender norms, our illustrations are becoming a mirror to the world we live in. It’s about seeing yourself in the brands you love and knowing you belong. Let’s celebrate the diversity that makes us who we are, with designs that are as inclusive as they are inspiring. Because when we see each other, really see each other, the world becomes a more connected place.

"The Inclusion Corner" - A Paradox Over the weekend, I had the chance to visit a mall that was decked up with Pride Month decorations—rainbows, colorful balloons, and wait for it, a neon sign that read "Inclusion Corner." While the display itself was stunning, it made me question the intent behind putting these decoration up. "Inclusion Corner" in itself is a paradox; inclusion doesn’t start in a corner, or a particular phase—it needs to exist all around us! Maybe that is why, we are unable to live up to it's true meaning! It has become more about the show than the real support! An Instagramable Photo Booth if you may! I see Linked In filled with stories around similar efforts being made—colorful decor, balloons, celebratory gestures and what not, but still just scratching the surface. What beyond this? Are we genuinely educating ourselves and our colleagues about the importance of inclusion and diversity? Are we using Pride Month as a cover to hide the fact that we are not making sufficient efforts to educate ourselves and integrate people from different communities all year round? Inclusion isn't just about visibility; it's about understanding, empathy, and real, ACTIONABLE change. It’s a continuous effort to make every individual feel valued and respected, Pride Month or not! Let's challenge ourselves to go beyond the surface. Let's use this time to educate, to listen, and to foster an environment where everyone feels seen and heard. Because true inclusion starts with awareness and leads to action. Let the balloons be a start, a sign of creating awareness, but not all that you do this year to take a step towards inclusion! Let me know what you think and oh, Happy Pride Month, everyone! 🏳️🌈✨ #DEI #Thoughtleader #inclusion #pride #surfacelevel #educate #diversity #decor

An eye-opening read on the challenges of fostering true diversity and inclusion in the corporate world, this article sheds light on the experiences of Black employees at Lululemon. It reveals a concerning pattern of racial discrimination and barriers to career advancement, despite the company's efforts to promote inclusivity. This piece not only highlights the specific issues at Lululemon but also underscores the broader complexities and necessities in effectively implementing DEI initiatives in any organization. A must-read for anyone committed to understanding and improving workplace culture. #DiversityAndInclusion #CorporateCulture #Lululemon

Juneteenth is a pivotal moment in American history, marking the end of slavery and the beginning of a journey toward equality. Aptar honors this day by reflecting on our shared history, celebrating the progress made, and committing to the ongoing work of inclusion and equality. Learn more about our DEI initiatives here: https://ow.ly/r9AA50SlAIA #BeYouBeAptar

How can Reflect the Agency help your brand become more diverse and inclusive? 🤔 🧡 Reflect was created for the very purpose of promoting diversity and inclusion. 🙌 We not only represent diverse and inclusive talent, but we also help brands to develop integrated marketing campaigns. Ones that build awareness, drive conversions and help to better express brand positioning and organisational values related to inclusion and diversity! Does this sound like something we can help you with? If so, please contact Jax, Reflect’s Managing Director, at jax@reflecttheagency.com 📧. #DandI #DiversityandInclusion #Diverse #Inclusive #DiverseMarketingCampaigns #InclusiveMarketingCampaigns #ReflectTheAgency #InclusiveTalent #InclusiveMedia Alt Text: An image that says “How can Reflect help your brand become more diverse and inclusive?”. The background is off-white, the words are in orange and navy blue, and the frame is navy blue.

🚨🚨🚨 McDonald’s USA Joins Forces with Elaine Welteroth & Fashion Industry Experts to Elevate Emerging Black Designers To address underrepresentation of Black designers in the fashion industry, the Golden Arches will collectively grant $200K, provide industry mentorship and additional resources to help rising talent scale their brands and more McDonald’s USA is proud to introduce the Black & Positively Golden (B&PG) Change of Fashion, a game-changing program aimed at uplifting emerging Black fashion designers and equipping them with career-propelling mentorship, resources, and financial support that will accelerate their career trajectories. Although Black designers have made a transformative impact in shaping fashion – from zoot suits in the 1930s to hip hop tracksuits of the 1980s, their representation in America stands at a mere 7.3%, hindered by systemic barriers and racial disparities.[1] This imbalance allows the fashion industry to profit from Black culture while neglecting to embrace Black talent. Recognizing this disparity, McDonald’s USA, a brand embraced by streetwear icons and renowned designers, has launched the B&PG Change of Fashion program to advocate for industry-wide change. Building on the brand’s annual B&PG Change Leaders program, McDonald’s B&PG Change of Fashion program pairs five emerging Black designers with five Black industry experts to complete a year-long mentorship filled with access to valuable resources, education and national exposure to industry experts that will culminate with the launch of a capsule collection. https://lnkd.in/e9rdWzNf #fashionindustry #blackdesigners #fashiondesigner #businessdevelopment #governmentcontracting #smallbusinesses #businessowners #founders #nonprofits #entrepreneurs #sbe #dbe #mbe #wbe #lbe #mwbe #wosb #edwosb #veteranowned #womanowned #supplierdiversity #minorityowned #wealth #lgbtq #smallbusinessresources #small biz #grants #startups #disabledowned #funding