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We created IDEA to help foster an environment
of equitability, inclusivity, and growth.

IDEA supports the development of innovative solutions that empower human diversity and uniqueness— and we’re
proud to commit $5 million USD per year to support our IDEA commitments.  

 

A message from our CEO, Calvin McDonald.

At lululemon, we’re on a journey to drive meaningful, lasting change in the world—and promote wellbeing across our communities. As part of our Impact Agenda, we’re accelerating programmes to become a more inclusive and diverse company.

After many real and impactful conversations with our underrepresented employees and our greater community, we heard loud and clear that we need to evolve behaviours both within our own walls and our collective.

 

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IDEA (Inclusion, Diversity, Equity, and Action) focuses on making systemic changes. We're determined to be accountable, engaged, and to act in allyship.

We are proud of the progress we’re making and are ­­ensuring IDEA is an essential element of lululemon’s culture that we will continue to embrace and grow.

 

Our goal: to reflect the diversity of the communities in which we operate, by 2025.

To achieve this, we will increase representation of racially diverse backgrounds to at least:  

 

30%

of assistant store managers, directors, and above by 2023.

 

40%

of all employees in our global stores by 20231.

1 Includes stores in North America, Australia, New Zealand, Europe, and Middle East.

 

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‘’We put our people in the forefront of everything we do. We work relentlessly and unapologetically to allow every single person to feel celebrated for who they are, and to bring their whole selves to our collective.’’

 

Dr. Gus Bussmann
IDEA Manager, EMEA

 

Sharing our progress.

Want to stay informed? We'll continue to provide updates on our IDEA commitments in lululemon’s annual
Impact Report. In the meantime, read about some of our recent investments below:

Design.

Design.

We’re ensuring we design for as many people as possible across our business—including store locations, employment policies, and product and guest interactions.
Employee Resource Groups.

Employee Resource Groups.

Our ten ERGs (Asian, Black, Chronic Illness, Mental Health and Disabilities, Indigenous, LatinX, LGBTQ21A+, South Asian, Women in STEM) have created spaces for 1,200+ employees to connect, grow, and be supported.
IDEA Learning.

IDEA Learning.

We’re piloting IDEA toolkits focused on inclusive language, conscious and unconscious behaviours, cultural humility, and harm reduction practices.

What we’re doing.

Proud + Present.

Proud + Present.

We’re committed to humanity, diversity, and empathy—without exception. As we celebrate Pride 2022, we acknowledge the injustice that falls on the LGBTQ2IA+ and Black and Indigenous communities, and are proud to have added our name to the Human Rights Campaign Business Statement on Anti-LGBTQ State Legislation.
Our Manifesto.

Our Manifesto.

There is no greater joy than knowing yourself, and no freedom more worthy of pursuing than the right to live proudly in your truth. Wherever you are in your journey, however you fight for this right, we are standing beside you. This moment is a call to live your truth with all your might. This fight continues until all are free.
Black and Well.

Black and Well.

Our business leaders have taken part in listening forums and open discussions with employees and underrepresented groups. We’ve taken those learnings, and have committed to actioning organisational change so that lululemon continues to attract diverse talent and build a more inclusive culture.

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