Diversity and Inclusion at Lidl

All colleagues are invited to take part in a Diversity and Inclusion Survey on an annual basis. We want to learn more about our colleagues whilst better understanding how we can work towards increased diversity and inclusion. We also hold regular colleague focus groups to learn from their lived experiences and to help us shape our D&I strategy and ensure that the colleague voice is present in all initiatives. 

All colleagues have received an inclusion awareness training in different formats. All colleagues at manager level and above have taken part in a 4 hour workshop on inclusive leadership. This ensures that they have the tools and understanding to foster an inclusive culture in their own teams. All other colleagues in the business have also taken part in an eLearning on inclusion awareness to gain an understanding on tools and language to use that will help make Lidl GB a more inclusive place to work. This eLearning also forms part of the basic training for new colleagues.

At Lidl GB it's our colleagues that make us great and so successful. That's why we try to tell our colleagues' own unique stories whenever we can. We've covered topics from mental health to menopause, Black History Month, disability and also heard stories from our colleagues who are part of the LGBTQ+ community. This helps us to breakdown stigma and allows our colleagues to feel comfortable in bringing their authentic selves to work. 

As part of our commitment to ensure that we are transparent about our D&I journey with colleagues and keeping them up to speed with our progress as a business, a Diversity and Inclusion Resource Hub is also available for colleagues. This gives colleagues access to D&I information, including resources & videos, colleague stories, D&I related reports and a calendar with upcoming inclusion awareness days. We have also hosted guest speaker events on a variety of topics such as women in leadership, allyship in the workplace and black history month. All talks are recorded so all colleagues can watch.

Partnerships with key external organisations is an important element of our overall Diversity & Inclusion strategy. Each of the organisations we work with support true progress towards improved Diversity & Inclusion. They partner with many other leading employers and are each leaders in their field.

• Business Disability Forum: We have partnered with Business Disability Forum since April 2020. Business Disability Forum are a non-profit organisation that enables businesses to become more disability-conscious. Since partnering with Business Disability Forum they have reviewed our policies to ensure that we are using inclusive language and to ensure we are an equal opportunities employer. 
• Stonewall: We have been partnered with Stonewall since June 2020. Stonewall are a charity that enables businesses to become more LGBTQ+ inclusive. Since becoming a Stonewall partner we have reviewed our policies to ensure we are using gender-neutral and inclusive language at all times. 
• Diversity in Retail: We joined Diversity in Retail in 2023 and have so far given colleagues the opportunity to attend conferences and webinars. Diversity in Retail aims to further improve inclusion across the retail sector.
• Making the Leap: We have been partnered with Making the Leap - a social mobility organisation since 2019. Making the Leap aims to increase opportunities for young people by helping them enter the workplace and learn skills. Through this partnership, we have conducted CV clinics with students and given talks on interview skills. 
• Hidden Disabilities Sunflower Scheme: In 2023, we partnered with the Hidden Disabilities Sunflower Scheme. The scheme gives people access to sunflower products, for example a badge or lanyard, so that they can discreetly indicate if they have an unseen disability and may need help, additional assistance, or simply more time. All of our colleagues have access to sunflower products and our customer-facing colleagues have been trained on how to support customers wearing a sunflower product.

We are continuing to develop new partnerships with organisations who can support our inclusion journey and are putting in place new initiatives for our colleagues.

We signed the BRC charter to publicly commit to becoming more inclusive:  The BRC Better Jobs Charter was signed by our CEO and saw us commit publicly to a number of diversity and inclusion pledges including: 

• Appointing Diversity and Inclusion Board Sponsor 
• Ensuring transparent recruitment practices to remove bias
• Creating an inclusive and respectful work environment
• Collecting and contributing data on diversity 
• Upskilling all line mangers to ensure they are responsible for supporting equity in the workplace

We have signed up to the government's Disability Confident Scheme for employers and are Disability Confident Committed.
 
This scheme encourages us to take action to support disabled job candidates and colleagues, making the most of the strengths that they can bring to the workplace.

Lidl GB and all other Lidl countries have signed the United Nations Women's Empowerment Principles. These are a set of principles that promote gender equality and women's empowerment in the workplace and community. They include promoting training and professional development for women, and measuring and publicly reporting on progress to achieve gender equality. 

As an international retail company we are aware of our responsibility toward our employees, our customers, our business partners and society as a whole. In keeping with our corporate principle, "We comply with applicable law and internal guidelines", it goes without saying that we respect human rights. In addition, we are a member of various initiatives promoting diversity as well as gender equality in the workplace, such as the Diversity Charter and the UN Women's Empowerment Principles. 

We promote fair and open corporate environment based on trust and put people at the centre of our actions. This brings us closer to our vision of being first choice as an employer. 

Together at Lidl

What does 'Together at Lidl' mean to us?

We advocate equal treatment. This means that we do not tolerate unequal treatment based on gender, ethnic origin, language, religion or belief's, political or other opinions, national or social origin, belonging to a national minority, wealth, birth, health status, disability, age, sexual orientation or any other status.

We do not accept behaviour that involves physical or psychological violence, particularly coercion, (sexual) harassment, bullying and hate speech.

We practice and demand equal treatment throughout our value chain - from our business partners and our employees all the way to our customers. 

We value the diversity of our employees and promote a work environment in which every individual feels welcome and respected.

How do we foster this togetherness?

Transparent and fair corporate guidelines and processes are implemented to foster this spirit of togetherness. 

We raise employee awareness of various forms of unequal treatment, bullying and sexual harassment through our corporate values and principles, our leadership principles and our Compliance Rules of Conduct. 

If unequal treatment or psychological/physical violence occurs or there is a risk in this regard, we offer both employees and third parties the opportunity to report potential violations to us through our confidential whistleblowing channels. 

In keeping with it's zero tolerance policy, Lidl investigates every report of unequal treatment or psychological/physical violence. 

In addition, the Regional Engagement Consultant (REC) can support employees as a neutral contact person in difficult private and professional situations.