In today’s world, fostering a diverse and inclusive workforce is not just a corporate buzzword or a checkbox on a company’s “to-do” list. For Lush Decor, diversity and inclusion are fundamental to our mission. We don’t just sell products—we inspire. Our mission is to help people create a home that reflects their dreams, and a home that brings comfort, creativity, and joy into their everyday lives. To achieve that, we need a workforce that reflects the diversity of our customer base and beyond.
As the founder and Chairwoman of Lush Decor, I’ve seen firsthand the power of diverse voices. I believe that diversity isn’t just about meeting quotas or creating a “look” of inclusivity. True diversity means valuing and embracing different perspectives, experiences, and talents to create something larger than the sum of its parts. It’s the ability to let different minds and backgrounds flourish in a collaborative space where everyone feels empowered to contribute.
Why Diversity and Inclusion Matter
Diversity, at its core, is more than just a variety of gender, ethnicity, or age. It’s about cultivating a wealth of experiences, worldviews, and perspectives that make the organization stronger. For companies that create products meant to resonate with a broad range of people across different cultures, regions, and styles, diversity should be a cornerstone.
But this isn’t just about fairness; it’s a strategic advantage. Research consistently shows that companies with diverse teams are more innovative and perform better financially. In fact, companies in the top quartile for ethnic diversity are 36% more likely to outperform those in the bottom quartile (McKinsey’s 2020 report, Diversity Wins: How Inclusion Matters). When you bring together people with different perspectives, you’re better equipped to solve complex problems and create products that appeal to a broader range of consumers.
Avoiding Tokenism
One of the biggest traps companies can fall into is tokenism—hiring diverse employees just to meet a quota or make a team “look” diverse without truly giving those employees a voice or a seat at the table. Diversity shouldn’t just a statistic but an integral part of a company culture. That means creating an environment where diverse voices are heard, valued, and empowered to make decisions that drive real change.
A key part of avoiding tokenism is ensuring representation at all levels, including leadership. It’s not enough to hire diverse employees for entry-level roles; companies need to nurture that talent and give them the resources to thrive and progress into leadership positions. This can be accomplished through mentorship programs, internal networking groups, and inclusive policies to ensure that everyone has the opportunity to grow, no matter their background.
Inclusive Leadership: Setting the Tone from the Top
Inclusive leadership is crucial to fostering a culture of diversity. Executives can exemplify this by leading with empathy, collaboration, and a commitment to diversity. Leaders should actively seek out different perspectives and encourage open dialogue within the team. True inclusion is about creating a space where people feel psychologically safe to share their ideas, speak up, and challenge the status quo.
At Lush Décor, inclusion is about much more than just policy—it’s how we work together every day. We believe that creating a culture of psychological safety, where people can speak freely without fear of judgment or retribution, is key to building an inclusive culture. This open communication encourages innovation, allowing for more creative ideas to surface and flourish.
Building a Diverse Team: Our Approach
Actively seek out employees from different backgrounds to build a team that reflects the diversity of the customers you serve. Instead of a hiring process that focuses only on technical skills, also look at how a candidate’s unique perspective can contribute to the collective mission. You want people to bring their authentic selves to work. To do that, employees need to feel confident they have the space to contribute meaningfully. Facilitate cross-departmental collaboration, encourage participation in brainstorming sessions, and hold open forums where every voice can be heard.
Diverse Perspectives Drive Innovation
Having a team that reflects your audience is key when it comes to designing products that resonate with a diverse customer base. Lush Decor collections are often inspired by global aesthetics and cultures, and that’s where having a diverse team really makes a difference. Team members’ unique perspectives can help create authentic designs that reflect their understanding of the cultures being drawn from.
Diversity of thought can help a company stay ahead of the curve. It allows companies to anticipate customer needs, respond to market trends, and create products that are meaningful and connected to the lives of customers. When diverse voices are truly valued, it leads to better problem-solving and more innovative solutions.
Conclusion: Making Diversity Meaningful
Diversity is not just about ticking boxes. It’s about creating a workplace where every individual feels valued, respected, and empowered to contribute. By fostering a culture of inclusion, you’re not just building a stronger company—you’re inspiring others to embrace the beauty of diverse perspectives.
In today’s world, diversity and inclusion are not just afterthoughts; they are critical to innovation and growth. By continuously nurturing a diverse and inclusive culture, companies remain committed to building a brand that reflects the beautiful, multifaceted world we live in—full of unique perspectives, creativity, and endless possibilities.
Lush Decor Founder Jenny Jing Zhu is an award-winning entrepreneur, business pioneer and motivator-in-chief who inspires a diverse, powerhouse team to create, produce, market and deliver top selling home décor. The Lush Decor team often jokes it feels like the United Nations at the office with members from over nine different countries and a collective 11 languages spoken. Over 75% of the Lush Decor team are women, with 80% of the management team made up of women as well.
