In addition, L’Oréal has rolled out the ONE PROFILE platform, the backbone of a new human resources experience with two key modules: the Objectives module, which enables objectives to be set collaboratively and with the flexibility to adapt them to changing priorities during the course of the year; and the Learning module, which makes training courses easier to identify and access.
4.3.2.4. Creating conditions for a stimulating and attractive work environment
The L’Oréal Share & Care programme: an accelerator of social progress
Throughout its history, L’Oréal has aimed to offer its employees security and protection. L’Oréal’s Share & Care programme follows on from a long tradition of social progress and caring of the individual. L’Oréal makes, and will continue to make, a difference by putting people at the centre of its concerns, its organisation and therefore its development.
The Group has set itself the goal of creating an attractive work environment that encourages all employees to thrive, both professionally and personally.
With its L’Oréal Share & Care programme, L’Oréal has universalised its social model in a manner that is consistent with its global dimension. This strong commitment reflects the Company’s vision that sustainable growth necessarily goes hand-in-hand with a high level of social performance. L’Oréal launched and implemented L’Oréal Share & Care collaboratively in all its subsidiaries in 2013, and renewed the programme in 2017 and again in 2021. Its ambition is three-fold:
- to have a common base of social protection with minimum guarantees in all subsidiaries;
- to be one of the top performers in each market, and to adopt local best practice where that goes beyond the common base; and
- to make each subsidiary a “social innovation laboratory” by encouraging local initiatives that are in line with their employees’ expectations.
The programme is constantly adapted to reflect global changes and keep up with the new demands of employees. Particular attention is currently paid to personal ecology, with mental health prevention measures, and to flexibility in the workplace, with a global hybrid working policy.
The core elements of L’Oréal Share & Care have now been implemented in all subsidiaries. Furthermore, new elements will be implemented gradually between now and the end of 2023,in accordance with the priorities set by the programme.
The four pillars of the L’Oréal Share & Care programme
This social programme revolves around four pillars that were updated in 2021 and implemented in all countries:
| Pillars | Objectives | Main commitments achieved or in progress in all countries |
|---|---|---|
|
PROTECTION (Welfare schemes)
|
PROTECTION (Welfare schemes)
Providing employees and their families with financial support in the event of unexpected life events, by allocating appropriate assistance. |
PROTECTION (Welfare schemes)
24 months’ salary, or equivalent pension, in the event of natural or accidental death. 24 months’ salary, or equivalent pension, in case of total permanent disability. A welfare scheme aligned with the best practices in each country |
|
HEALTH (Healthcare)
|
HEALTH (Healthcare)
Providing employees and their relatives with access to a high-quality healthcare system as well as prevention measures, placing greater emphasis on mental and emotional health, in order to create a new global approach to “personal ecology”. |
HEALTH (Healthcare)
Reimbursement of at least 75% of medical costs in the event of major risks (hospitalisation, surgery, drugs prescription for chronic and severe diseases), Prevention and information campaigns on mental and emotional health, with individual measures (medical check-ups) and collective campaigns (melanoma, diabetes, obesity, HIV, etc.) for physical health. EAP (Employee Assistance Programme) in all subsidiaries where this service is available. Promotion of sporting activities (equipment and classes on-site, partnerships with external organisations). Training/awareness/prevention initiatives regarding ergonomics. A local policy in each subsidiary aimed at protecting victims of domestic violence. |
|
BALANCE (Work/life balance)
|
BALANCE (Work/life balance)
Enabling all employees to fully experience milestones in life such as maternity and paternity and demonstrating flexibility in working organisation for a better work/life balance. |
BALANCE (Work/life balance)
At least 14 weeks’ maternity leave fully paid. At least 6 weeks’ paternity leave fully paid. A hybrid working policy in all subsidiaries, including working remotely for up to two days per week, on a voluntary basis, for eligible employees, in agreement with line manager and in accordance with team organisation. |
|
WORKPLACE (Working environment)
|
WORKPLACE (Working environment)
Offering the best working environment thereby enabling employees to work in a pleasant, appropriate and effective way, and, depending on their activity, to meet, share, learn, collaborate, create or concentrate. |
WORKPLACE (Working environment)
New premises easily accessible by public transport and by people with disabilities. Subsidised lunches, for healthy food every day. According to leading global standards, L’Oréal offers high-quality working spaces, thanks in particular to the on-site services offered to employees. |
