4.7.4.2 Action plans
4.7.4.2.1 Turning our differences into opportunities
L'Oréal aims to promote diversity, equity and inclusion at all levels of the company:
Socio-economic and multicultural diversity:
- diversifying sources of recruitment, with the annual objective of recruiting at least 20% of talent under the L'Oréal SeedZ Management Trainee Programme from non-partner schools and universities as part of the L'Oréal for Youth programme;
- raising employees' awareness of socio-economic and multicultural diversity and combating racism, in particular through dedicated online training; and
- encouraging the professional integration of refugees by offering opportunities for mentoring by employees and participating in job fairs for refugees, as well as collaborating with associations, NGOs and various experts.
Disability and physical, mental and social well-being:
- working with specialised partners to recruit people with disabilities, with the objective of employees with disabilities representing 3% of the Group's workforce by 2030 (the objective of reaching 2% of the Group's workforce by 2025 having been achieved) (see section 4.7.5.5);
- supporting employees who have experienced accidents, illness or worsening disability;
- raising employee awareness and providing relevant training to create an inclusive working environment, while encouraging employees to declare any disabilities so that their work stations and working conditions can be appropriately adapted;
- promoting physical and digital accessibility through specific guidelines and training; and
- working with associations, NGOs and experts, as well as the protected and disability-adapted employment sector, to improve the inclusion of people with disabilities.
Age and generations:
- combating age-based stereotypes through awareness-raising and training initiatives;
- creating a fulfilling working environment for all generations, from the moment employees join the Group through to retirement, with the L'Oréal For All Generations programme, whose aim is to promote cross-generational collaboration and enhance employability, and which is being gradually rolled out; and
- raising awareness about menopause.
Gender equity and LGBTQIA+ inclusion:
- achieving gender equity, with notably an annual goal to maintain a proportion of women and men employees that may not be less than 40% in strategic positions(1) (see section 4.7.5.3);
- rolling out the domestic violence policy in all Group entities, as part of the Share & Care programme;
- encouraging external gender equality certification (GEEIS(2) and EDGE(3)); and
- running awareness-raising campaigns on the inclusion of LGBTQIA+ people in the workplace.
Training is key for supporting the Group's diversity, equity and inclusion policy. L'Oréal offers a wide range of in-person and online training courses to all its employees. The modules cover topics such as inclusive leadership, with a number of them embedded in specific training programmes (onboarding, marketing, HR, etc.).
4.7.4.2.2 Equal pay for work of equal value
The Group has rolled out a number of measures to achieve equal pay and reduce pay gaps, including:
- application of a standard method for calculating pay gaps;
- support for local HR teams in analysing pay gaps and implementing corrective action to eliminate them and prevent them from reoccurring.
4.7.4.2.3 Ensuring respect for human rights in the workplace
To verify respect for human rights and combat harassment and discrimination, L'Oréal:
- formally prohibits all forms of violence and harassment. Such behaviour is not tolerated under any circumstances, and may result in disciplinary action;
- educates employees through awareness-raising campaigns and training courses on harassment. Special attention is paid to beauty advisors, who are often more exposed to this type of risk;
- makes sure that clear, accessible and confidential reporting procedures are in place (see section 4.13.2.1);
- ensures that complaints are handled rigorously and confidentially. A specific process ensures that an appropriate response is provided for each situation; and
- takes appropriate disciplinary action against anyone who commits an act of violence or harassment.
