Case Study

1. Analyze the beauty industry's diverse landscape and identify improvement areas.
Answer:

• A key area of improvement is the representation and incorporation of

different skin tones. Until now, many beauty brands have struggled to offer a
wide range of shades to suit darker skin tones. To address this issue, brands
can expand their color palettes to ensure the inclusiveness of their product
offerings.
For Example:
Founded by Rihanna, Fenty Her Beauty epitomizes a brand that values her
full-color palette, with an extensive foundation line that offers options to
match a variety of skin tones.
• The beauty industry should strive to represent and respect the beauty
traditions and preferences of different cultures. Brands can work with beauty
influencers and experts from different cultural backgrounds to create products
and campaigns that resonate with specific communities.
For example, Huda Beauty, founded by Huda Kattan, caters to diverse
cultural beauty needs by releasing product lines inspired by different regions
and collaborating with influencers from diverse ethnic backgrounds. Your
efforts are highly appreciated.

2. Develop strategies to attract and hire diverse candidates, considering gender,

ethnicity, and other dimensions of diversity.
Answer:
1. Develop an employer brand that promotes diversity, inclusion and a sense of
belonging. Highlight diversity initiatives, employee testimonials, and
success stories that demonstrate your commitment that everyone can be an
employee in this company.

Example: One of the companies in the field of FMCG, namely PT. Frisian
Flag Indonesia on opening job vacancies with disabilities in April 2023.
With this policy, everyone can work in this company as an employee
without discriminating against anything.

2. Develop Leadership or Management Trainee program that targets a wide

range of candidates. Offer Leadership positions and provide mentoring and
training opportunities to help individuals gain valuable experience and
transition to Company leaders.

Example: Triputra Group, Astra International Tbk, and Great Giant Foods
annually opens Leadership or Management Trainee program which aims to
find superior seeds to become future company leaders in order to develop
their company and always innovate in every line of business.

3. Develop Internship or Apprenticeship programs that target a wide range of

candidates. Offer paid positions and provide mentoring and training
opportunities to help individuals gain valuable experience and transition
into full-time roles. This program aims to find suitable people if there is a
 need for a position in the company because they already know the
company's core & business values.

Example: PT. Bina Karya Prima Group organizes this Internship or

Apprenticeship program with the aim of finding suitable candidates to fill
the positions provided and then, if suitable, appointed as permanent
employees.

3. Create partnerships with organizations that specialize in promoting diversity and

inclusion in the beauty industry.
Answer:
 Step by step Partnership with the Organization Industry Beauty
• Start by conducting extensive research to identify organizations with a
proven track record in promoting diversity and inclusion in the beauty
industry. Look for organizations that have successfully implemented
initiatives, campaigns, or programs that focus on inclusion, representation,
and empowerment.
• Review their mission, vision and values to ensure they align with your own
commitment to diversity and inclusion.
• After identified organizations that align with your values and goals, reach
out to them. Introduce yourself and your company, express your interest in
working together to promote diversity and inclusion in the beauty industry.
• Schedule meetings or collaborative sessions with identified organizations
to brainstorm and develop joint this program.
• Identify the resources needed to effectively support collaborative programs.
This includes financial resources, employee involvement, and any
necessary infrastructure.
• After identifying the required resources, create a formal agreement or
memorandum of understanding (MOU) that outlines each partner's goals,
responsibilities, and commitments. This document should clearly define the
scope of the partnership, financial arrangements, decision-making
processes, and any necessary legal considerations.
• After signing a formal agreement, it is necessary to promote the program
with them to maximize impact and reach using different communication
channels such as social networks, press releases, events industry and
partnerships with influencers to increase the visibility of the initiative

 Example Partnership:
• The organization "Un Women" in partnership with P&G has established itself
as a global champion for gender equality, working to develop and enforce
standards and create an environment where every woman and girl can
exercise her human rights and fulfill her full potential.
• In celebration of International Women's Day 2021, L'Oréal Indonesia
Indonesia has conducted a Gender Equality Assessment with the Indonesia
Business Coalition for Women Empowerment (IBCWE) in September 2020.
As a result, L'Oréal Indonesia has achieved or is close to achieving a balanced
gender composition at most levels. corporate responsibility.

4. Design initiatives to ensure a fair and inclusive recruitment process that eliminates
bias and promotes equal opportunities.
Answer:
• Recruitment Process:
1. Create a job description on the qualifications, skills, and experience required
for the position. This ensures that candidates are evaluated on their ability to
do the job rather than subjective factors.

2. Use resume screening techniques to eliminate bias in the initial screening

process. This involves removing identifying information such as name,
gender, and ethnicity from resumes to ensure applicants are only evaluated
based on their qualifications and experience.
For example:
Deloitte uses a blind hiring process for entry-level positions, where names
and universities are anonymized. This approach reduces unconscious bias
and promotes fair judgment.

3. Use standardized interview questions and evaluation criteria to ensure

consistency across candidates. Structured interviews focus on job-related
competencies and skills, minimizing the impact of personal biases.

4. Actively engage with diverse professional organizations, universities, and

networks to attract a wide range of candidates. This expands the talent pool
and increases the likelihood of attracting qualified candidates from
underrepresented groups.

For Example:
Nippon Paint, BNI Bank, Bali Tower, and other companies participated in
the Mega career expo Jakarta. This event often brings together various
organizations and candidates from various backgrounds. By setting up a
booth, representatives from companies can engage with attendees, share
information about company culture and career opportunities, and build
relationships with potential candidates.

• Promote Equal Opportunities

1. Appointment Interview Panel: Call potential candidates for promotion and
then create various interview panels consisting of Experience, Jobdesk for
promotion positions, Providing direction on targets to be achieved in this
position, and Leadership case studies. Various aspects of this panel interview
can help identify and reduce social jealousy so as to produce more fair,
transparent and competent candidates.
For Example :
PT. Enseval Putera Megatrading Tbk uses a panel interview system for every
promotion in this position to create a sense of fairness, transparency to all
employees about the process and results of the decision to increase the
position.