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;
- educating employees about socio-economic and multicultural diversity and combatting racism, in particular through dedicated online training; and
- helping refugees find work by offering employee mentoring opportunities and participating in job fairs for refugees.
Disability and physical, mental and social well-being:
- working with specialised partners to employ persons with disabilities, with the objective of them representing 2% of the Group's workforce by 2025 (see section 4.7.5.5);
- supporting employees who have suffered accidents, illness or worsening disability;
- raising employee awareness and providing relevant training to create an inclusive working environment, while encouraging employees to inform the Group of any disabilities so that their work stations and working conditions can be appropriately adapted;
- improving workplace and digital accessibility through specific guidelines and training; and
- working with associations, NGOs and experts, as well as the sheltered employment sector, to improve the inclusion of people with disabilities.
Age and generational diversity:
- combatting age-based stereotypes through awareness-raising and training initiatives;
- creating a fulfilling working environment for all generations, from day one through to retirement, thanks to the L'Oréal For All Generations programme which is being gradually rolled out;
- raising awareness about menopause.
Gender equity and LGBTQIA+ inclusion:
- achieving gender equity, with an annual target of maintaining at least 40% women or men in strategic positions(1) (see section 4.7.5.3);
- rolling out an anti-domestic violence policy at 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 a key pillar of the Group’s diversity, equity and inclusion policy. L'Oréal offers a wide range of in-person and online training courses to its employees. The modules cover topics such as inclusive leadership, with a number of them forming part of 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 ensure 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.
