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A programme to improve the safety culture  |
EHS Steering Committees |
The Management Committee of each site carries out a general review of the action plans and the effectiveness of the EHS programmes. |
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SIO (Safety Improvement Opportunities) |
The SIO programme encourages employees to inform their direct managers of situations considered to be risky so that corrective measures are taken. |
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Constructive Challenge |
This framework programme is designed to improve the individual safety culture so that all employees play proactive roles both in their own safety and that of others. Each site will set up this programme, depending on its maturity. |
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Safety control tools |
MESUR (Managing Effective Safety Using Recognition and Refocusing |
These are periodic on-site safety visits by a manager. The programme has also been deployed on certain administrative and research sites since 2015. |
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Digitalisation of prevention tools |
The Next Generation Tool programme was launched in 2021; it was designed in order to increase the use of digital tools in the EHS activities. The strategy for the deployment of digital tools is based on a survey conducted in 2020 on all Group sites. |
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LIFE |
The LIFE programme, set up in 2018, targets the activities which, if they are not controlled, can lead to a potentially serious accident. |
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A programme to improve the ergonomic |
Ergonomic Attitude |
This programme, which is intended to be extended to all Group sites, has been based since 2015 on a roadmap consisting of five levels that allow the sites to systematically improve their ergonomics culture and determine their individual action plans. |
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Safe@Work Safe@Home: |
The Safe@Work Safe@Home programme is intended to export the L’Oréal health and safety culture outside the Group. We created a partnership with RoSPA (Royal Society for the Prevention of Accidents) to benefit from their experience and share the L’Oréal experience around the world. Since 2019, L’Oréal has sponsored a Safe@Work Safe@Home award to recognise the best initiatives in the world. |
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Price and awards |
In 2021, 54 sites covering nearly 34,000 employees were recognised by the RoSPA in their prestigious Health & Safety Awards. A total of 53 awards were won. L’Oréal Brazil earned the highest distinction, the Sir George Earle Trophy, which recognises the most remarkable performances in Health and Safety achieved by a company or organisation. |
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Womeninsafety@LOREAL |
The Women in Safety programme launched in 2021 is intended to promote the Group’s network of women working in the areas of Health and Safety, both in-house and outside the Group. A global steering committee issues a roadmap on the basis of 4 pillars: promote equity, diversity and inclusion, recognise leadership, be a role model and develop EHS skills and expertise. |
4.3.2.2. Recruiting and supporting talents
The Group continually strives to enrich and diversify its pool of talent around the world for its present and future needs.
The recruitment teams are tasked with recruiting the best talent in all countries in which L’Oréal Group operates, so as to form diverse teams that resemble our consumers and integrate all cultures. The local implementation of the recruitment policy is carried out by a network of local recruitment experts covering all countries.
To select the best talents capable of contributing to its transformation, L’Oréal has always recruited on the basis not only of a candidate’s skills, but also their potential. In 2021, the Group formalised and strengthened its definition of potential, and implemented innovative methods of ensuring its recruitment is more inclusive. Its aim is to capitalise on candidates’ strengths and to value fundamental traits such as ambition, resilience, empathy, judgement, and learning agility. Once recruited, the Group then supports its employees through a dynamic policy of continued professional development and internal promotion.
L’Oréal has a unique know-how in working with higher education to identify and recruit new graduates, with schemes such as:
- Brand storm, the Group’s innovation competition for students, which brought together more than 60,000 students from over 65 countries in 2021, in a completely digital format, and gave them a unique experience allowing them to immerse themselves in the beauty industry, express their creativity and find out about the Group’s values of innovation and entrepreneurship;
- the Management Trainee programme, a rotational programme that allows new graduates to prepare effectively to take on major business responsibilities. In 2021,this programme was offered by most of L’Oréal’s subsidiaries.