Organizational Strategy - Sustainable Development - L'Oréal

8 L’OréaL - GrI DaTa SHEETS 2011
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The quality of the social climate within L’Oréal is the fruit of continuous dialogue between the management, the employees and their
representatives.
The group pays particular attention to communication with its staff and, since 2003, L’Oréal has carried out an opinion poll among them
with the assistance of the international firm Towers Watson. This poll took place again in 2011-2012 and the results were shared with the staff
and their representatives. They are the subject of action plans implemented in a decentralized fashion and which are as close as possible
to the expectations expressed.
an agreement signed in 1996 between L’Oréal and the French and European trade union bodies (FECCIa and EMCEF) led to the creation
of the European Works Council (EWC). The initial agreement has been regularly updated, most notably in 2009 in order to introduce a
new information and consultation procedure applicable to transnational projects giving rise to local consultation procedures. This process
envisages the option of the EWC issuing a recommendation. It is then implemented with the liaison secretariat, widened to include the
members from the countries concerned or indeed the full EWC, depending on the geographical and strategic scale of the project. This
revision represented an important step aimed at reinforcing social dialogue at L’Oréal while at the same time anticipating the development
of the legislation.
The EWC facilitates discussions and meetings with the EWC members on the group’s current situation and future prospects.
It is made up of 30 members, who regularly benefit from training in economic and social issues.
at the current time, this body covers roughly 30,000 personnel from 26 countries within the European Economic area, with the 16 of these
that have over 145 staff being directly represented.
In France, the employees are represented by 107 staff representation bodies and 600 staff representatives.
THE RECORD ON COLLECTIVE AGREEMENTS
Within L’Oréal, 226 agreements were in force as at 31 December 2012, 38 agreements were signed in France during 2011 and 69 agreements
were signed in the rest of the world.
In 2011, 2% of the nonconformities detected related to the freedom of association part.
This percentage corresponds to all nonconformities connected with the topic concerned, irrespective of their nature or seriousness.
Nonconformities observed are made the subject of corrective action and, in the most serious cases, may result in commercial relations
being halted or, where applicable, refusal to list a new supplier.
CHILD LABOR
I. CONTENTS
CORE
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Operations identified as having significant risk for incidents of child labor, and measures taken to contribute
to the elimination of child labor.
II. STATE OF THE L’ORÉAL’S POLICY IN 2011
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By choosing to set the minimum age for its staff at 16, a higher limit than that required by the Fundamental Conventions of the International
Labour Organization (ILO), L’Oréal is contributing to the abolition of child labor. all of the group’s entities are required to verify the age of
their new recruits at the time of hiring. In view of their young age, staff aged 16 to 18 are subject to special monitoring to ensure that they
do not do night work, extra hours, work involving the use of dangerous substances or tools, or carry heavy loads. They are also subject to
an enhanced training plan, are assigned an internal tutor and entered on a special register.
all of the group’s entities are subject to monitoring concerning the ban on hiring under 16s and the working conditions of staff aged 16 to
18. In 2011, 537 employees aged 16 to 18 were employed within the group.
Furthermore, all of the group’s social audits deal with the issue of child labor.
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