2024 universal registration document

4. Sustainability Report

4.8 Privacy and personal data protection (S1/S4)

4.7.5.7 Remuneration metrics (S1-16)

Key performance indicator	2024 outcomes
Gender pay gap, as a percentage of the average pay level of male employees⁽¹⁾ – excluding beauty advisors	Gender pay gap, as a percentage of the average pay level of male employees ⁽¹⁾ – excluding beauty advisors 2024 outcomes 2.9%
Gender pay gap, as a percentage of the average pay level of male employees⁽¹⁾ – beauty advisors only	Gender pay gap, as a percentage of the average pay level of male employees ⁽¹⁾ – beauty advisors only 2024 outcomes -9.2%
Annual total remuneration ratio of the highest paid individual to the median annual total remuneration for all employees (excluding the highest-paid individual)⁽²⁾ by Zone:
Europe	Europe 2024 outcomes 179
Latin America	Latin America 2024 outcomes 67
North America	North America 2024 outcomes 49
North Asia	North Asia 2024 outcomes 70
SAPMENA & SSA	SAPMENA & SSA 2024 outcomes 88

Given the high proportion of beauty advisors in the Group's workforce (almost 25%), two pay gap calculations are made: one excluding beauty advisors and one covering beauty advisors only. The beauty advisor population, 90% of whom are women, has the lowest pay levels in the organisation. An adjusted pay gap calculation is also carried out to neutralise any structural variables that may explain gender pay gaps (including the beauty advisor role, but also level of responsibility, seniority, and so on). The adjusted pay gap comes out at 1.6%.
A pay gap ratio by zone is also published, combining emerging and mature countries with a similar cost of living into homogeneous groups.

4.7.5.8 Incidents, complaints and severe human rights impacts (S1-17)

Key performance indicator	2024 outcomes
Total number of incidents of discrimination reported, including harassment	Total number of incidents of discrimination reported, including harassment 2024 outcomes 34
Number of complaints reported through Speak Up in accordance with paragraph 2 of S1⁽¹⁾	Number of complaints reported through Speak Up in accordance with paragraph 2 of S1 ⁽¹⁾2024 outcomes 23
Total amount of fines, penalties, and compensation for damages as a result of the incidents and complaints disclosed above	Total amount of fines, penalties, and compensation for damages as a result of the incidents and complaints disclosed above 2024 outcomes €0
Number of severe human rights incidents connected to the company's workforce	Number of severe human rights incidents connected to the company's workforce 2024 outcomes 0
Total amount of fines, penalties and compensation for damages for the incidents described above	Total amount of fines, penalties and compensation for damages for the incidents described above 2024 outcomes €0

4.8 Privacy and personal data protection (S1/S4)

4.8.1 Background

L'Oréal is committed to privacy and personal data protection, an issue that is all the more crucial in the era of digital transformation and amid increasingly complex regulations globally. This goal is based on the principles of transparency, confidentiality and integrity, inspired by the 1948 Universal Declaration of Human Rights.

In the area of privacy and personal data protection, L'Oréal:

handles personal data with respect and strives to uphold the trust people place in it;
uses personal data protection to create value by developing more secure products and services, working with trusted partners and establishing reliable processes;
develops a global community working on data confidentiality and protection, promoting and sharing this culture throughout the organisation to ensure constant vigilance and a proactive approach.