Organizational Strategy - Sustainable Development - L'Oréal

7 L’OréaL - GrI DaTa SHEETS 2011
DIVERSITY AND EQUAL OPPORTUNITIES
I. CONTENTS
CORE
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Composition of governance bodies and breakdown of employees per category
according to gender, age group, minority group membership, and other
indicators of diversity.
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ratio of basic salary of men to women by employee category.
II. STATE OF THE L’ORÉAL’S POLICY IN 2011
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at L’Oréal, diversity plays a predominant role in the business culture. The level of diversity within the group provides a snapshot of its human
capital.
DIVERSITY AND EQUAL OPPORTUNITIES
For over 15 years, L’Oréal has been implementing a global and proactive policy in favor of diversity. Structured around 6 priority criteria
(nationality, socio-cultural and ethnic origin, genre, disability and age), the diversity policy has resulted in numerous achievements that
have helped establish L’Oréal as one of the leading players on the subject.
a signatory to the 2004 Diversity Charter in France, L’Oréal is also now committed to seven charters that exist around Europe and has
contributed to the creation of two charters, in Italy and Sweden.
after having obtained French diversity labeling in 2009, L’Oréal was in 2011 awarded the 1 st European label for equal opportunities, the
Gender Equality European Standard, for seven European countries.
L’Oréal has also developed a Diversity review in France, with a hundred indicators covering all of the 6 dimensions of Diversity policy.
Where Disability is concerned, L’Oréal is committed to developing a comprehensive and global disability policy structured around five
complementary themes: access to and continuation in employment, awareness-raising, accessibility of premises and information and
partnership with the protected sector. Each subsidiary is encouraged to fit its own initiatives into this approach.
In order to accelerate the mobilization of the countries, L’Oréal has, from 2008, put in place the “Initiatives for the Disabled” that reward the
operational entities for their concrete actions in favor of Disability. awarded every two years in the presence of the General Management,
these trophies help promote and share the actions conducted by the different L’Oréal entities, both in France and in Europe. In 2012, this
competition will be open to all subsidiaries at global level.
COMMITMENTS VIS-À-VIS PROFESSIONAL EQUALITY FOR MEN AND WOMEN WITHIN L’ORÉAL SA
The issue of professional equality for men and women has been at the heart of L’Oréal’s social and human policy for many years and is a
source of social innovation: examples of this include the “Schueller leave”, extending maternity leave by 4 weeks, introduced in the late
1960s, the “dad’s/mum’s Wednesday” created in 1976 and the more recent maintaining of salary during paternity leave (2008).
Three company agreements have been signed unanimously by the trade union bodies, on the remuneration of female staff on maternity
leave (2007), professional equality for men and women and the reconciliation of home and work life (2008).
regular discussions are held with the staff representatives on the subject of equal opportunities:
- during the compulsory annual negotiations, the issues raised include any salary deviations,
- during the examination of the Corporate Social review, all of the indicators are presented by genre,
- and lastly, during the annual examination of the Compared Situation report on the general employment and training conditions for men
and women within the company.
L’Oréal completes its parent-friendly policy by, wherever possible, setting up nursery systems or inter-company crèches. Nine structures
(including 5 specifically for L’Oréal Sa) take care of employees’ children, thus bringing to 133 the number of facilities available to L’Oréal
staff.
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