It’s 2024, there are no more excuses—creating an inclusive workplace for women isn’t just a HR box to tick, it’s a business imperative. Genuinely empowering women—all women—enhances productivity, fosters innovation and enriches company culture.
It’s almost like we’ve been saying this for years.
What does inclusivity for women look like? It’s about uplifting women of colour, LGBTQI+ women, women of all ages and with all disabilities. Beyond the buzzword, real inclusivity requires businesses to create an action plan for breaking down barriers for women, like the gender pay gap, lack of women in leadership, and inflexible work hours. And then actioning it.
We love this for us.
Here are three crucial strategies for cultivating a work environment that champions inclusivity and celebrates diversity and equality for women authentically and without exception.
1. Embrace flexible work policies
The tensions between women’s professional obligations, financial needs and personal circumstances aren’t new. It’s always been hard to hold down full-time jobs and work business hours when we must also carry the babies, bring up the children, assume most care roles, and remain overwhelmingly responsible for household duties. And don’t even start us on period pain.
Work-life balance is more than a nice idea, it’s essential, and Covid-19 proved it’s achievable. Options like remote or hybrid work, flexible hours, job-sharing arrangements and extended parental leave are a lifeline for so many, especially for marginalised groups, and companies that prioritise flexibility often see a remarkable increase in productivity, revenue and retention rates among women. It’s win-win.
L’Oréal Groupe has been on this for decades. Flexible hours mean tailoring schedules around personal commitments. A hybrid model enables seamless collaboration. And employees are actively encouraged to take breaks, disconnect, and recharge. This holistic approach attracts a diverse talent pool, drives employee satisfaction, and ensures the company stays at the forefront of the beauty industry and the corporate world.
2. Prioritise diversity training
An inclusive workplace for women begins with understanding, and understanding begins with comprehensive diversity training. This means going beyond the basics and ensuring all employees grasp the importance of embracing differences, be they social, physical, gender-based or sexual.
Written policies aren’t enough. Onboarding materials aren’t enough. Opt-in or one-off workshops aren’t enough. Diversity training must be ongoing, it must be nuanced, and it must feature diverse trainers, speakers, and partners.
L’Oréal Groupe has long been a pioneer of actionable inclusivity, committed to creating a diverse workforce that better reflects the communities they serve. For example, the Group strives for direct employment of people with disabilities in all countries where it operates, including invisible disabilities, mental health, chronic illness, and neurodiversity.
3. Develop mentorship programs
Mentorship is a game-changer for women at work. Through programs connecting emerging female leaders with seasoned professionals, organisations can foster a powerful support network that encourages growth and development. This includes formal mentoring relationships, peer support groups, and skills development opportunities at a minimum.
L’Oréal Groupe creates beauty that empowers everyone. Committed to Diversity, Equity and Inclusion, L’Oréal Groupe empowers and supports women, people with disabilities, and people of all genders, ages, race and ethnicities. At L’Oréal Groupe, they create the beauty that moves the world.
