2021 UNIVERSAL REGISTRATION DOCUMENT

4. L’Oréal’s social, environmental and societal responsibility

In total, 31 countries☑ continued to be EDGE or GEEIS certifiedin 2021, which represents more than 60% of the Group’s workforce.

Being a company that is committed against gender-based violence

In 2018, L’Oréal was the first company to join the “One in Three Women” network, the first European network of companies committed to fighting violence against women(1). Its aim is to create and test measures to combat violence against women and to support the employees concerned, through specialised NGOs.

Concrete actions were taken in 2021 with the “One In Three Women” network, such as:

  • an e-learning module made available in 5 languages to raise employee awareness;
  • the launch of 4 new podcast episodes dedicated to the impact of domestic violence in the workplace, with testimonies from people who have been subject to this type of violence, as part of the International Day for the Elimination of Violence against Women.

L’Oréal regularly attends international conferences, such as the Global Summit of Women, the UN Global Compact and the Women’s Business Council, to speak about the action it has taken to combat violence against women.

After having committed to support the ILO’s adoption of the first international convention against violence and harassment in the workplace in 2019 along with the NGO, CARE, L’Oréal established a HR policy on domestic violence in 2020. The worldwide deployment of this policy began in 2021 and there are great ambitions for 2022.

When it was launched in 2018, the #StOpE initiative against so–called “ordinary” sexism in the workplace, led by L’Oréal France with AccorHotels and EY, brought together 30 companies and organisations that signed a commitment under the patronage of the French Minister for Equality between Women and Men and the Fight Against Discrimination. Today, 114 organisations are involved with this initiative, which aims to promote best practices to combat sexism in the workplace. The Group began to roll out this initiative internationally in January 2021. An e-learning was also developed collaboratively by 7 companies in the network.

Contributing to the establishment of more inclusive environments in favour of the LGBTQIA+ community

With a presence on all continents, L’Oréal contributes to the establishment of more inclusive environments for the LGBTQIA+ community(2).

Since 2018, L’Oréal has been one of the sponsors of the “Standards of Conduct for Business” established by the United Nations High Commissioner for Human Rights in the fight against discrimination against LGBTQIA+ people.

In 2019, a co-parenting policy was implemented in France and the United States, with the same rights established for paternity leave, which was increased to 6 weeks paid leave in France and 8 weeks paid leave in the US. This policy was integrated into the new version of the L’Oréal Share & Care programme in 2021.

In 2020, L’Oréal published its Employee Human Rights Policy.

L’Oréal USA again received the maximum score of 100 on the 2021 Corporate Equality Index of the Human Rights Campaign Foundation, which reflects its commitment.

Promoting the inclusion of people with disabilities

For more than 20 years, L’Oréal has applied a global policy to include people with disabilities within the Company. In 2021, the Group employed 1,509 statutory employees with disabilities, i.e. 1.8% of the total workforce. L’Oréal’s goal is that people with disabilities will account for 2% of the Group’s statutory employees by 2025. The disability pillar of L’Oréal’s Diversity, Equity and Inclusion policy covers the following five priorities:

  • Recruitment: L’Oréal promotes the recruitment of people with disabilities in all countries;
  • Declaration of disability: create the conditions for employees to declare their disability, so that the company can adapt positions, jobs and support;
  • Digital accessibility: any new digital platform must now meet this objective;
  • Employee awareness: the success of the Disability pillar of L’Oréal’s Diversity, Equity and Inclusion policy is closely linked to internal communication and training; and
  • Sharing best practices: collaboration with experts, associations and NGOs recognised on the subject is an important element in advancing inclusion within and outside the Group.

An active member of the ILO since 2010, L’Oréal was one of the first signatories of the Global Business and Disability Network Charter in 2015. L’Oréal chaired this network in 2021.

In November 2020, L’Oréal became a member of The Valuable 500, a global business collective whose objective is to promote the inclusion of people with disabilities. L’Oréal shared its commitment on disability with this collective in 2021,and also participates in discussions to identify best practices and to facilitate the acceleration of actions on this key matter.

Reinforcing multicultural and socio-economic diversity

L’Oréal’s goal is to reflect, at all levels and in all functions, the diversity of the markets in which it operates. Particular attention is therefore paid to the diversification of recruitment pools, to ensure equal opportunities in terms of professional development, and to raise awareness of employees and management on this subject.

170: Number of nationalities (in the global workforce) distributed among the 68 countries(3).

☑ The Statutory Auditors have expressed reasonable assurance about this indicator.

(1) This is an initiative of the Foundation Agir Contre l’Exclusion (FACE) and the Kering Foundation.

(2) LGBTQIA+: Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, Asexual, +.

(3) HR reporting.