Victoria’s Secret Shifts Focus from DEI Goals to Emphasize ‘Belonging’
In a recent internal memo, Victoria’s Secret’s chief executive officer, Hillary Super, announced a strategic pivot in the company’s approach to diversity, equity, and inclusion (DEI). The renowned lingerie brand, which has been under scrutiny in recent years for its lack of diversity and inclusion, seems to be taking a new direction by prioritizing the concept of ‘belonging’ within its global workforce.
Super’s memo outlined the company’s commitment to fostering an inclusive environment that values and respects individuals from diverse backgrounds, experiences, and perspectives. By shifting the focus from DEI metrics to a more holistic approach centered around ‘belonging,’ Victoria’s Secret aims to create a sense of community and acceptance among its employees.
This move comes at a crucial time when many organizations are reevaluating their approach to DEI and seeking more effective strategies to promote workplace diversity and inclusion. By emphasizing ‘belonging,’ Victoria’s Secret is acknowledging the importance of not only representation but also creating a culture where every individual feels welcomed and valued.
While DEI initiatives focus on metrics and representation, the concept of ‘belonging’ delves deeper into the emotional and psychological aspects of inclusion. It goes beyond just hiring a diverse workforce and aims to create a sense of connection and acceptance that is essential for employee engagement and retention.
By prioritizing ‘belonging,’ Victoria’s Secret is sending a powerful message to its employees and customers that it is committed to creating a workplace where everyone feels included and respected. This shift in focus reflects a broader trend in the corporate world, where companies are recognizing the value of fostering a sense of belonging to drive employee satisfaction and business success.
Research has shown that organizations that prioritize belonging experience higher levels of employee engagement, productivity, and innovation. When employees feel like they belong, they are more likely to collaborate effectively, share their ideas openly, and contribute to a positive work culture.
Victoria’s Secret’s decision to emphasize ‘belonging’ also aligns with evolving consumer expectations. Today’s consumers are increasingly mindful of the values and practices of the brands they support, and they are more likely to engage with companies that demonstrate a commitment to diversity, inclusion, and belonging.
By taking this bold step, Victoria’s Secret is not only redefining its internal culture but also strengthening its external brand image. As the company continues on this path, it has the opportunity to not only attract and retain top talent but also resonate with a broader customer base that values inclusivity and belonging.
In conclusion, Victoria’s Secret’s shift from DEI goals to a focus on ‘belonging’ marks a significant change in its approach to creating a more inclusive workplace. By prioritizing the emotional and psychological aspects of inclusion, the company is positioning itself as a leader in fostering a culture of belonging that benefits both its employees and its bottom line.
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