By Emma Lifvergren
It’s no secret that a diverse work environment means happier, more productive employees. For Rue Gilt Groupe’s (RGG) Diversity and Inclusion Committee, D&I isn’t just an initiative – it’s a necessity.
Since coming together in 2019, the committee has highlighted Black History and Women’s History Months, Lunar New Year, and Cinco de Mayo. Their next big focus will be the upcoming June Pride campaigns for both Rue La La and Gilt. When it comes to creating an inclusive environment at RGG, the committee is only getting started.
We chatted with a few of members of Rue Gilt Groupe’s Diversity and Inclusion Committee to get the lowdown on the committee’s goals, what diversity and inclusion means at RGG, and representation in the retail space.
What’s your name and title, and how long have you been with Rue Gilt Groupe?
Alisha: Alisha Hope, Associate Buyer. I’ve been with RGG for three and a half years!
Melinda: Melinda Freund, Associate Designer. I’ve been with the company for a year and a half now.
Andrew: Andrew Gianopoulos, Senior Art Director. I’ve been at RGG for almost four years.
Megan: Meg Weigel, Senior Designer. One year!
What motivated you to join the D&I Committee?
AH: In conversation with many of my peers, the need for this committee was apparent. Instead of bonding over complaints about what isn’t working, a group of us came together to come up with ways to be the change that we wanted to see.
MF: I see opportunities to educate and be educated. There’s a lot that I don’t know, and there’s some that I can give as well. As a person on the queer spectrum, I’m constantly questioning my “enough-ness.” Once I realized that being involved in a D&I Committee means both taking up space and allowing space for others, I found my enough-ness and a passion for getting involved.
AG: I was excited to see the D&I Committee spring up as the result of the hard work of a handful of individuals, and I decided to participate to support the group’s mission. I was fueled mostly by my experiences at past organizations – promoting diversity and inclusion is important to all aspects of my work. Having sat through meetings where someone didn’t want to feature two men on the cover because they “didn’t wanna be one of those magazines” and seen fashion shows in which women of color weren’t allowed to walk until the tenth model, I have experienced and witnessed all sorts of arbitrary injustice fueled by discrimination based on race, sex, and gender. It is important to me that my work and my organization reflect the incredibly diverse and vibrant world in which we live. D&I is committed to that goal.
MW: When I started working at RGG, I had more and more conversations with people across various departments about starting an associate-run group celebrating diversity and inclusion. I set up a meeting with about five coworkers who had expressed interest in the group to just get a conversation going, and we channeled our passion and ideas into forming a committee. Fast-forward a year, now we’re 35+ associates strong from across eight departments and three offices. It’s incredible to have so many different perspectives on how to be more inclusive and celebrate diversity in and out of the corporate space. I am constantly learning.
What have been some of your favorite committee initiatives so far?
AH: I had a great time coordinating the RGG Kickback for Black History Month. It was great to have D&I members, along with other associates, pitch in to help out. We enjoyed a night of great conversation that was much needed. I’m looking forward to this year’s Pride campaign and initiatives.
MF: I loved the outreach that our Young, Black, & Professional event had. It was the first large-scale event we put on, and it was welcoming and invited new connections based on education, which is a beautiful result.
AG: Last year’s Pride campaign was an incredible experience for me both personally and professionally. This year, with D&I’s help, we are building an even more robust and engaging campaign with the goal of promoting community at a time when we need it most. Not to mention raising some much-needed funds for two incredible organizations focused on youth advocacy and helping the most vulnerable among us.
MW: The whole month of February for Black History Month! We designed a month-long social campaign featuring associates across our offices speaking about what Black History Month means to them. We also hosted a fantastic Young, Black, & Professional panel at the end of the month with speakers across industries and experiences to have an honest and enlightening conversation around topics like imposter syndrome, creating safe spaces in the workplace, and networking. There was a strong turnout of RGG associates and Greater Boston–area professionals. I can’t wait to see what we come up with for next year! My other answer is much more simple; our Diversity and Inclusion Slack channel has really helped cultivate conversation around current events, education, inspiration, and ideas for how we can continue to improve our committee and our initiatives.
Why do you think diversity and inclusion are so important to the culture at RGG and to workplaces in general?
AH: I think D&I is so important to the culture at RGG, because our associates come from a plethora of backgrounds. It’s important to attempt to understand them to foster a more welcoming work environment. Our goal is education paired with celebration.
MF: Education is everything. Diversity brings new perspectives together to build a greater and more dynamic community. People do better when they feel better about who they are. In a diverse and inclusive work environment, we validate the experiences of employees, promote open communication and true self-expression, and create a community.
AG: Much like this year’s pride slogan – we are better together. That principle is at the core of D&I. When we build a culture in which everyone feels safe and valued, we succeed. When we lift each other up, we succeed. When we amplify the voices of those who are not being heard, we succeed. Most importantly, when we hold each other accountable, we succeed. By building a culture that values these principles, we are building an organization that will thrive into the future.
MW: Besides fostering a more creative and innovative workforce, diversity is a necessity to create a competitive edge and an inclusive work environment. Diversity covers more than race, gender, creed, and age. Diversity of thought is just as important. If we all think the same, where would all the fresh new ideas come from?
Do you have a favorite brand (or brands) that you think does a great job at embracing D&I?
AH: Nike, Spotify, Chromat, FENTY, and adidas x IVY PARK are some brands that I think do a great job embracing diversity and inclusion. They’ve not only enhanced their marketing to highlight diversity, but the products they sell are for people of all races, genders, and sizes.
MF: Since we’ve all been staying in, I’ve been looking into loungewear, and I keep coming back to the Girlfriend Collective. I’m so into the empowering and gorgeous imagery and the attention to natural dyes and recycled fabrics.
AG: I always think of Rihanna. When she got flack on Twitter following one of her early FENTY shows for not including one minority group over another, she simply replied that she is not in the business of casting people based on their status as a particular minority group – she cast people who she found interesting. It’s not about checking boxes. It’s about finding someone whose story aligns with your brand. About valuing an individual for what makes them special over what community they hail from. Someone whose participation in your brand helps enrich that story and creates a conversation. One that drives culture forward and exemplifies the many layers of diversity that exist in our world. I take that with me into every casting.
MW: Glossier and Opening Ceremony for their model diversity, lululemon and Reformation for inclusive sizing and body positivity, and Patagonia for taking a stand on environmental issues and current events.
What are you looking forward to accomplishing as the committee evolves?
AH: I am looking forward to learning what other blind spots may be present in the RGG culture. I think the committee should serve as a safe place for constant learning, education, and innovation to create a better work environment for all associates.
MF: I’m excited about educating and being educated. I think a lot of people don’t feel informed enough to be involved in D&I activities. The reality is that we are all learning. Creating excitement around educating one another on how we exist and how to better the experience of existing together is such a beautiful thought.
AG: I hope to help create and promote a safe and inclusive environment for everyone at RGG. To celebrate our many differences as strengths that make us unique and valuable, and promote unity as members of a shared community.
MW: Tackling unconscious bias! People have a natural tendency to categorize the world around them. We evolved to be good at forming snap judgments and in turn favoring people who are similar to us. It leads us to make decisions based on assumptions, not on facts. I’m looking forward to helping educate our company and use the learnings to confront our biases when it comes to recruiting, inclusive holiday celebrations, idea sharing, etc.
