Diversity in The Cosmetic Industry

Elisha Lorick

M.A.C Cosmetics

Their first customers: fellow makeup artists, models, photographers…then came stylists and editors. With every colour, and every magazine credit, word-of-mouth popularity grew. In March 1984, the duo officially launched the line from a single counter in a department store in Toronto.

A. In 1994, as AIDS spread across the globe, M·A·C’s co-founders searched for a way to respond to the epidemic. Encouraged by input from employees, they decided to make HIV/AIDS organizations the beneficiaries of the company’s charitable focus: the M·A·C AIDS Fund was born. To date, through various fundraising initiatives such as Viva Glam, “Kids Helping Kids Greeting Cards” and with the help of celebrity spokespeople from the entertainment and fashion industries.

The company’s strong bond with its customers, intimate relationships with professional makeup artists, hip and irreverent attitude and impressive array of award-winning products did not go unnoticed by the cosmetics industry. In 1995, The Estée Lauder Companies purchased a percentage of M·A·C, effectively extending the brand’s distribution across the globe. Freestanding stores and counters at the world’s leading retailers opened at a record pace. With its enhanced profile, M·A·C teams began working backstage at international fashion collections.

In 1998 Estée Lauder acquired the remaining shares of the company, and John Demsey was named president of M·A·C. Under his leadership, the link between fashion, beauty and culture has been strengthened, allowing M·A·C to stay on the edge.

Collaborations with adored names from popular culture, art and fashion have included such names as Rihanna, Lorde, Proenza Schouler, The Rocky Horror Picture Show and Brooke Shields.

Article #1 Overview

M.A.C Cosmetics

In an industry where people of color are often Ignored or considered an afterthought, MAC is once again making an effort to cater to those with darker skin tones.

The brand, which is known for its celebrity and designer collections, has previously collaborated with an assortment of people of color ranging from Rihanna and Nicki Minaj to Mary J. Blige and RuPaul.

M.A.C is ready to expand and be very diverse to the many people who uses them but while still acknowledging that before time a lot of cosmetic companies did not believe in allowing colored woman announce and be the face of their brand.

Article #2 Overview

M.A.C Cosmetics

This article discuss woman of color and how they have came such a great way. Fifthteen years ago there was no such thing as a diverse cosmetic industry now all cosmetic industries are making it their great deal for there product to appeal to the colored women of America. It also discuss the expansions of different cosmetic products as well as changing their target market skills.

How diversity would be considered

Systems

Diversity would be seen as one avenue for the organization to adapt effectively to a turbulent global environment. Integration of women and minorities into formal and informal networks would be emphasized.

Critical

Diverse organizations would be seen as an arena in which subjugated groups must deal with the dominant class.

Feminist

Scholarly and activist attention would be given to the ongoing challenges faced by women and other co-culture groups in diverse organizations such as harassment and home-work balance.

While her line isn’t as big as most lines she still made it

happen.

The Collection party

Rihanna Collection

Rihanna collection is described as fun and sexy

but more so sexy.

Miley Collection

“What’s fun about lipstick is that if you have the right colour, you

don’t really need anything else. That’s what I do, I don’t put much

makeup on but I put on some crazy lipstick because it makes you feel good but it also doesn’t

cover up who you are.”

Tarija .H Collection Ariana Collection

She’s back! Play it nice and charming in Ariana’s shimmering neutral mauve Lipglass, or fresh and cheeky in matte orchid pink Lipstick. Wear each alone, or layer together. Be a doll, go GLAM!

Diversity In women and minorities

The glass ceiling is a concept popularized to describe a barrier so subtle that it is transparent, yet so strong that it prevents women and minorities from moving up in a management hierarchy.

Stereotype a widely held but fixed and oversimplified image or idea of a particular type of person or thing.

Discrimination the unjust or prejudicial treatment of different categories of people or things, especially on the grounds of race, age, or sex.

The Americans with Was enacted in 1990, and major amendments to the act were added in 2008. The legislation prohibits discrimination based on disability and requires that

Disabilities ACTOrganizations make “reasonable accommodations” for disabled workers. “Diversity goes beyond women and Minorities.”

Managing and celebrating cultural

diversity

● Diversity is capitalism; Demographic trends indicate that most organizations will have no choice but to become more diverse in the future, and many organizations are already working on ways to increase and capitalize on the benefits that comes from a very diverse workforce.

● In considering both management and celebration of diversity, it is critical to consider many different areas of organizational functioning.

● Managers and employees must view diversity as a challenge and as an opportunity rather than as a problem that must be dealt with, they must become knowledgeable about the needs and contributions of diverse organizational members.

Policy on DiversityThe Company endeavours to ensure that the talents and resources of employees and workers are utilised to the full and that no job applicant, employee or worker receives less favourable treatment on the grounds of gender, sexual orientation, religion or belief, age, marital status, social class, colour, race, ethnic origin, creed or disability, or is disadvantaged by conditions or requirements which cannot be shown to be justified.To this end, the Estée Lauder Companies will:

Fulfil their social responsibility towards their employees and workers and the communities in which they operate.

Recognise their legal obligations (and the legal obligations of all their employees and workers) under the Equality Act 2010 (“the Discrimination Legislation”).

Review periodically the selection criteria and procedures to maintain a system where individuals are selected, promoted and treated on the basis of their merits and abilities which are appropriate to the job.

Take reasonable steps to ensure that job applicants, employees and workers with a disability will not be placed

at a substantial disadvantage in comparison with applicants, employees and workers who are not disabled.

Ensure all recruiters of employees have been issued with guidelines on discrimination and will attend appropriate training to ensure they are aware of and understand the implications and their responsibilities

under the Discrimination Legislation. Seek to give all employees and workers equal opportunity and encouragement to progress within the Estée Lauder Companies.

Distribute and publicise this policy statement throughout the Estée Lauder Companies and elsewhere as is from time to time appropriate.

Provide facilities for any employee and worker who believes that inequitable treatment has been applied to him.

All employees and workers have a responsibility to accept their personal involvement in the practical application of this policy, but specific responsibility falls upon Managers, Supervisors and employees professionally involved in recruitment, employee administration and training. This policy outlines best practice and is non-contractual.

The Company reserves its right to amend or withdraw this policy. January 2011.

Opportunities are all around us when it comes to the industry, we have already talked about some of the advantages that might accrue to the individual in a multicultural organization. The challenges of managing and working in culturally diverse organizations are just beginning to be understood. An example of a challenge in the cosmetics industry would be it appealing to the people that they are

trying to target their brand towards.

Multicultural Organizations

How does it work in the industry

Well when it comes to affirmative action in the workplace, the

cosmetics industry adding African American women and other

minorities is an example of action being taken to better the specific

company

Rotational Barriers in ORGs Systems

There is compelling evidence that women and ethnic minorities experience limited access to or exclusion from informal communication networks. Before the early 2000’s you saw a rare amount of African American or other minorities in the modeling industry to acknowledge certain brands. Even in the business aspect of the configuration you saw less of women of color now let's fast forward, to 2016 and you see more and more women of color in this industry.

One Amazing FactFor decades, most cosmetics brands didn’t go after minorities. Instead, they made products catering to a narrow margin of skin tone and color, and left a handful of companies dedicated to multicultural women to deal with the rest of the shades.

Questions ● Why do women and minorities go

through discrimination?● Is Diversity still an issue within the

cosmetic Industry? If so Why?● Why is it that many industries in

America thrive on diversity as well as stereotypes?

● Why is it today you see more African American women in the cosmetic industry? On covers and in magazines etc????

https://mic.com/articles/152478/mac-cosmetics-continues-its-long-history-of-diversity-with-taraji-p-henson-collaboration#.1B5t8OfnUhttp://www.racked.com/2015/3/10/8176275/beauty-industry-women-of-color-makeup-cosmetics

Work Cited