2022 Universal Registration Document

L’Oréal has chosen its gender equality practices and policies audited and relies on two independent organisations to measure and assess the situation of its subsidiaries: Gender Equality European & International Standard (GEEIS) and Economic Dividend for Gender Equality (EDGE). The Group’s head office in France and 25 of its countries⁽⁴⁾ have been awarded the GEEIS label ☑, and are audited every two years by Bureau Veritas to measure the progress achieved.

Eight other countries⁽⁵⁾ currently rely on the EDGE certification process ☑. The countries are audited by the third-party organisations Flocert or Intertek in order to be certified. L’Oréal Brazil has achieved EDGE Lead status, the highest level of EDGE certification. L’Oréal USA and L’Oréal Canada have achieved EDGE Plus status, which provides an addition alanalysis in terms of intersectional equality (gender identity, sexual orientation, age, ethnicity, disability and nationality).

In total, 33 countries continued to be EDGE or GEEIS certified in 2022 (compared with 31 countries in 2021) ☑, which represents more than 60% of the Group’s workforce.

In 2022, an initiative from L’Oréal Pakistan was awarded a GEEIS-SDG trophy in the third edition of the awards, organised by Arborus under the patronage of the Permanent Mission of France to the United Nations.

In another area, L’Oréal has conducted a pioneering initiative designed to promote gender equality in the legal profession. A Charter has been drawn up and put forward to our principal law firms. At the end of 2022, 14 firms had signed this Charter, which supplements any action taken in this area by the firms themselves.

L’Oréal is committed to combating 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(6). Its aim is to create and test measures to combat violence against women and to support the employees concerned, through specialised

NGOs. With this network, concrete actions were taken in 2022,such as:

• the provision of online training (translated into sevenlanguages) to raise employee awareness of violence against women;
• the launch of an awareness-raising advertising campaign, to mark the International Day for the Elimination of 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 global HR policy on combatting domestic violence. This policy was launched in March 2021 in the new version of Share & Care, with the aim of implementing a local policy in all subsidiaries in the Group.

In 2018, the #StOpE initiative against so–called “ordinary” sexism in the workplace, led by the L’Oréal teams in France with AccorHotels and EY, brought together 30 companies and organisations. They signed a commitment under the patronage of the French Minister for Gender Equality and the Fight Against Discrimination. Today, more than190 organisations are involved with this initiative, which aims to promote best practices to combat sexism in the workplace. This initiative is deployed globally within the Group. Online training has been developed collaboratively by seven of the companies in the network.

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

With a presence in all Zones, L’Oréal is contributing to the establishment of more inclusive environments in favour of people identifying as LGBTQIA+⁽⁷⁾. 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.