We’re committed to real, lasting change.  

After many  real and impactful  conversations with our  underrepresented  employees and our greater community,  we heard loud and clear  that  we need  to  change  behaviours  within our own walls  to  support  meaningful, lasting change  in the world.   

Our CEO Calvin McDonald, together with our Senior Leadership Team, has made the following commitments to stand up and fund Inclusion, Diversity, Equity, and Action (IDEA) within our organisation. This ensures we stay engaged and act in allyship  in our commitment to anti-racism. This is by no means the last step. It’s  just the start.   


Increase funding, accelerate actions, and create accountability for  Inclusion, Diversity, Equity and Action:    

• Recruit a Head of Global Diversity Equity and Inclusion, who will work directly with our senior leadership steering committee to ensure we deliver on our commitments 

• Expand and resource  our  global Inclusion, Diversity, Equity, and Action  team, internally investing an additional  USD  $5 million  a year in funding to build consistent momentum 


Create an ongoing dialogue between diverse members of our collective with  Calvin  McDonald  and  our  Senior Leadership Team  

• Establish voluntary employee-led resource groups (pacer groups) that will set the pace of our progress, starting with immediately formalising the group of Black employees who have come together. This will act as our first pacer group; however, more groups of our underrepresented employees will be formed—in addition to the ongoing diversity and inclusion sessions offered

• Create a  global advisory committee  comprised of lululemon  ambassadors who bring diverse knowledge and skills to  inform our actions and collectively drive meaningful change around the world 


Expand our training, learning, and development to support  Inclusion, Diversity,  and Equity 

• Deliver anti-racism and anti-discrimination training for all employees by September 2020 

• Deliver  Inclusion, Diversity,  and Equity  curriculum to all  people leaders through our Leader Series and Retail Training  Programs starting  in  October  2020, with  senior leadership  education kicking off  in  July  2020 


Increase diverse representation among our employees and our collective 

• By the end of 2020, through a voluntary survey, share employee demographic data through an annual Impact Report which will communicate our commitment and progress to create positive change for a better world

• Accelerate the equitable development of our employees by January 2021  through a new career development program that supports increasing diversity  across  our  organisation, including our  leadership  team 

• Attract diverse talent from outside the organisation  by  June 2021  through  a global internship program in partnership with educational institutions that serve underrepresented communities 

• Require diverse pools of candidates be interviewed for each role within lululemon  starting in August 2020,  through a refreshed hiring process that enforces inclusive practices and aims to eliminate bias 


Use  our brand and our voice to advocate for change 

• Provide an additional  USD  $3 million to  our social impact  program, Here to Be, for a total of  USD $7 million  in  2020, to disrupt  inequity  in  wellbeing  through movement, mindfulness,  and activism. The additional funding will go toward organisations focusing on civil rights and social justice for  people experiencing systemic  inequity due to identity and ability 

• Leverage our platform to communicate with our community, amplifying diverse voices, and galvanising our community to act 

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