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Lush UK and Ireland - 100 day plan

This plan has been developed for our UK and Ireland business which employs 4,111 people. We are speaking with our colleagues in our Group markets to get them creating their own 100 day plans, specific to their own local marginalised communities. 


By creating this 100 day plan, we pledge to:


  1. Release a Public Statement from Lush in response to Black Lives Matter and what practical steps we are taking as a business, for transparency and accountability. (This can be found here).

  2. Create guiding principles together as a business, to hold every individual accountable in creating a safe space where everyone’s voice is heard.

  3. Publish the 100 day plan (which is what you are reading here) and update the business on how we will continue to support moving forward.

  4. Require all managers across Lush Manufacturing, Lush Retail, Lush Limited, Lush Cosmetic Warriors and Lush Digital have their own 100 day plan to commit to change.

  5. Obtain demographic data to be able to measure the diversity within the business, allowing us to assess our progress.

  6. Undertake Unconscious Bias training for Senior Leadership teams, Hiring Managers, Product Inventors, People Experience and Recruitment. Specifically, looking at how to identify our area of opportunity and create an inclusive workplace with that in mind.

  7. Create guidance on how to become a mentor to successfully support people to fulfill their potential.

  8. Review all people practices and develop the Respect at Work policy to include “How to Handle '' prejudice, microaggressions and discrimination in the workplace.

  9. Conduct an audit of all product names, content and copy to remove any stereotyping and ensure all future products are developed with this in mind. 

  10. Reassess how we make a product for every need and diversify the process from conception. Starting with launching the black hair care range in all shops with the appropriate training delivered to all.

  11. Overhaul of recruitment practices to remove biases and actively encourage representation within the teams.

  12. Set clear expectations during the new starter process on our commitment to diversity and inclusion.

  13. Use our buying power to drive other companies to uphold our stance on inclusivity by ensuring their policies echo ours.


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