Fenty Beauty - A Brand That Sells Diversity But Doesn’t Practice It Internally - Anonymous employee Kendo Employee Review

At face value, Fenty Beauty under Kendo’s management appears to be a trailblazer in inclusivity. However, those who have worked on the inside report a stark contrast between the brand’s public image and its internal reality. The company strategically markets itself as an industry leader in diversity, yet lacks meaningful Black representation in decision-making roles—despite being built on the foundation of inclusivity and directly associated with Rihanna, a proud Black woman married to a Black man and raising two Black children. Instead of investing in Black talent who can bring cultural insight and authenticity, Kendo often leans on performative tactics—co-opting Black vernacular or aesthetics without ensuring diverse voices are behind the campaigns. Leadership has openly voiced a desire to grow the brand’s white audience, a statement that raises concerns about whether the company is intentionally distancing itself from the Black and Brown consumers who drove its meteoric rise through the success of the 40-shade foundation launch. Meanwhile, marketing often feels sanitized, devoid of a distinct point of view, and lacking true cultural resonance—likely due to excessive internal scrutiny and the absence of leadership that truly understands the communities Fenty is supposed to represent. Even when people of color are depicted in campaigns, their representation is filtered through a narrow, often stereotypical lens. This is particularly evident in brand photography, where Black creatives are notably absent from key decision-making roles, resulting in imagery that often feels disconnected from the audience the brand claims to champion. A Toxic Work Environment with No Support for Employees Beyond the issues with representation, the work culture is far from inclusive or supportive. Employees frequently discuss crying in the bathroom as a common way of coping with workplace stress. Rather than fostering an environment of learning and collaboration, employees have reported being publicly embarrassed, shut down in meetings, and mocked for asking questions—sometimes by leadership itself. The culture favors those who are already well-connected within the organization, leaving newcomers struggling to integrate. Gossip and hearsay carry more weight than actual performance, and opportunities are often distributed based on favoritism rather than skill or contribution. Reports indicate that employees from non-traditional beauty backgrounds, have been ostracized, belittled for not knowing industry-specific terminology, and subjected to outright exclusion. Individuals with disabilities have experienced public ridiculed, and concerns about bias and toxic behavior have been reported to HR, but the response has often been ineffective or nonexistent. Training sessions meant to address workplace issues seem more performative than substantive, and the problems persist. Sexual Harassment Reports Are Ignored or Dismissed There have been multiple reports of sexual harassment involving both men and women , with men and women experiencing harassment from both male and female colleagues. Employees have reported incidents where inappropriate remarks, unsolicited advances, and uncomfortable workplace interactions were brushed off or normalized. In some cases, those who reported misconduct found their concerns dismissed or downplayed, particularly when the perpetrator was well-liked or held a position of power. The standard for what is deemed acceptable workplace behavior appears inconsistent at best and, at worst, deliberately overlooked depending on who is involved. A Recycled, Cultureless Approach to Marketing Rather than setting Fenty Beauty apart as an innovative force, Kendo’s leadership relies on the same uninspired strategies used across its other brands. The absence of Black creatives in key decision-making roles results in campaigns that feel out of touch, generic, and lacking cultural depth. Instead of evolving alongside its audience, Fenty Beauty’s marketing offers a sanitized version of representation that doesn’t push boundaries or tell meaningful stories. The lack of investment in Black creatives, culturally nuanced photography, and authentic storytelling is evident in how the brand visually presents people of color. Rather than reflecting the dynamic and diverse experiences of its core consumers, marketing decisions are often filtered through the biases of a non-diverse creative team that prioritizes what they think POC are over what is real. Underpaid, Overworked, and Stuck in Place Pay is not competitive, and career growth opportunities are limited to those who can survive the toxic culture. Instead of investing in professional development, leadership pacifies employees with free products and the illusion of job security rather than real support, fair wages, or a clear pathway for advancement. Employees who voice concerns or push for change often find themselves sidelined or ignored. Important Note: This review strictly reflects Kendo’s management of Fenty Beauty and does not represent Fenty Corp as a whole. Final Thoughts: For prospective employees, do not be fooled by the brand’s external messaging. While Fenty Beauty may be revolutionary in its product offerings, Kendo’s management of the brand does not reflect the same level of innovation, inclusivity, or authenticity. If you are expecting an empowering and culturally rich workplace, you may be deeply disappointed.