Organizational Strategy - Sustainable Development - L'Oréal

More documents

Recommendations

Info

7 L’OréaL - GrI DaTa SHEETS 2011 DIVERSITY AND EQUAL OPPORTUNITIES I. CONTENTS CORE LA13 Composition of governance bodies and breakdown of employees per category according to gender, age group, minority group membership, and other indicators of diversity. LA14 ratio of basic salary of men to women by employee category. II. STATE OF THE L’ORÉAL’S POLICY IN 2011 LA13 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. 14/16
7 L’OréaL - GrI DaTa SHEETS 2011 ACTIONS IN AID OF THE EMPLOYMENT AND INTEGRATION OF DISABLED WORKERS as at 31 December 2011, L’Oréal Sa employed 153 disabled staff and regularly uses the services of companies from the protected workers sector (adapted Company or Specialized Company and Protected Workshop). ACTIONS IN AID OF SENIOR CITIZENS Following the collective agreement signed in 2009, numerous systems have been developed at L’Oréal Sa with the aim of improving the transmission of knowledge and professional development throughout employees’ careers. WORKFORCE AT L’ORÉAL SA: The total workforce of L’Oréal Sa was 6,015 persons as at December 2011. 2011 Men Women Combined Managers 1,392 1,753 3,145 Supervisors and technicians 452 1,576 2,028 White-collar staff 116 191 307 Blue-collar staff 155 95 250 SR 166 119 285 TOTAL 2,281 3,734 6,015 To this workforce are added temporary staff, who account for an average of 2.43% of the workforce and an average monthly number of 166 temporary workers for an average contract duration of 15.15 days. DIVERSITY: PARITY Moreover, women within the group account for 63% of all staff, 49% of Operations staff 58% of managers 61% of managers recruited 37% of expatriates 45% of new expatriates 41% of the members of the Management Committees 21.4% of the members of the Executive Committee (3/13) 43% of the brands are managed by women (15/35 international brand managers) and 15 women were appointed to Division Head posts during 2011. BREAKDOWN BY GENRE AND AVERAGE COSMETICS WORKFORCE + THE BODY SHOP - average age per geographical zone TOTAL MEN WOMEN AGE Western Europe 29,145 9,686 19,459 38 North America 14,710 4,223 10,487 38 Asia Pacific 13,219 4,103 9,116 33 Latin America 4,760 2,314 2,446 36 Eastern Europe 3,186 1,102 2,084 33 Africa & Middle East 1,817 836 981 37 Of which New Markets 22,981 8,355 14,626 34 Total 66,836 22,264 44,572 37 2011 Western Europe 38 North America 38 Of which New Markets 34 Total 37 15/16 % women 67% 71% 69% 51% 65% 54% 64% 67%
Page 1 and 2:
1 L’oréaL - GrI DaTa SHEETS 2011
Page 3 and 4:
2 L’OréaL - GrI DaTa SHEETS 2011
Page 5 and 6:
Page 7 and 8:
Page 9 and 10:
Page 11 and 12:
Page 13 and 14:
3 EXPErT L’oréaL - GrI DaTa SHEE
Page 15 and 16:
Page 17 and 18:
Page 19 and 20:
Page 21 and 22:
Page 23 and 24:
Page 25 and 26:
Page 27 and 28:
Page 29 and 30: 4 L’OréaL - GrI DaTa SHEETS 2011
Page 41 and 42: 5 L’oréaL - GrI DaTa SHEETS 2011
Page 79: 7 L’OréaL - GrI DaTa SHEETS 2011
show all

Organizational Strategy - Sustainable Development - L'Oréal

Create successful ePaper yourself

Delete template?

Save as template?