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 has been incorporated into the Share & Care programme since 2021.
The Employee Human Rights Policy sets out the Group’s commitment to combating discrimination on the grounds of gender identity or sexual orientation. Once again, L’Oréal USA received the maximum score of 100 on the 2022 Corporate Equality Index of the Human Rights Campaign Foundation.
In order to support these initiatives, L’Oréal trains its employees in DE&I by organising Diversity Training Workshops. This training is now available virtually. In 2022, more than 5,000 employees were trained through these workshops.
Since 2010, L’Oréal has participated in the EVE programme, an initiative led by the Danone Group, aimed to help women to be agents of change in their company and to develop their leadership and careers. Editions of this programme were launched in Asia in 2014 (EVE Asia-Pacific) and in Africa in 2017(EVE Africa). In 2022, 105 Group employees took part in this programme.
More than 80 DE&I learning resources are now available on the Group’s internal training platform. In 2022, the Groupmade available 13 online training courses on DE&I topic(1),as well as quarterly online conferences and a selection of podcasts. L’Oréal also supports Octave, an intergenerational leadership programme launched more than ten years ago by Danone.
In 2022, L’Oréal launched in-house training in inclusive leadership within the Consumer Products Division, training more than 140 Human Resources Directors, Diversity Leads and managers in 2022. The course is being rolled out within the Luxe Division, and the aim is to roll it out to all Divisions during the course of the year.
For the fifth consecutive year, L’Oréal was recognised by Bloomberg’s Gender-Equality Index 2022 (GEI)(2) for its commitments to female leadership, talent management, gender equality, inclusion, and policies on sexual harassment. For the seventh consecutive year, L’Oréal was one of the top100 companies in the Refinitiv(3) Diversity & Inclusion Index 2022. For the fifth consecutive year, L’Oréal was one of the top 20most advanced companies in the world in terms of gender equality, according to the Equileap Global Gender-Equality Ranking 2022(4).
L’Oréal’s commitment to Human Rights is based in particular on the Universal Declaration of Human Rights, the United Nations Guiding Principles on Business and Human Rights, and the Fundamental Conventions of the International Labour Organisation.
The Chief Corporate Responsibility Officer, a member of the Executive Committee, is responsible for overseeing the respect of Human Rights and fundamental freedoms in the Group. This mission has been entrusted to her by L’Oréal’s Chief Executive Officer, to whom she reports. She chairs the Group’s Human Rights Committee. She relies on a dedicated team of Human Rights experts and has a budget to carry out her work.
The Group’s Human Rights commitments are rolled out across all markets through a network of Human Rights Correspondents.
L’Oréal’s Human Rights Committee is composed of representatives from the various Zones, activities and departments (including Purchasing, HR, CSR, Safety, Security, etc.). It is responsible for coordination and exchange on the implementation of the Group’s Human Rights policy. Its primary objective is to facilitate the emergence of a Human Rights culture within the Group.
In order to best address the Human Rights issues that relate to its operational activities and commercial relationships, L’Oréal has structured its Human Rights policy around 4 stakeholder groups that are potentially affected:(i) employees, (ii) employees of the Group’s suppliers, (iii) consumers, and (iv) communities.
In order to achieve its Human Rights goals and face the risks that have been identified, L’Oréal has been a member of the United Nations Global Compact since 2003, and is committed to respecting all internationally recognised Human Rights. This commitment is supported each year at the highest level of the company by its Chief Executive Officer and by the Chief Sustainability Officer.
Aware of the scale of the challenge throughout its entire value chain, L’Oréal has set itself ambitious goals in respect of Human Rights, through the various internal or public documents described below..
(1) Micro-aggressions, sexism, unconscious bias, mental health, digital accessibility, domestic violence, cyber-harassment, workplace inclusion of the LGBTQIA+ community, combating racism in the workplace, combating stereotypes in advertising and content creation, inclusion of people with a disability, physical appearance and the inclusion of people of all ages.
(2) The Bloomberg Gender-Equality Index includes 418 international companies headquartered in 45 countries and regions around the world.
(3) Formerly Thomson Reuters. This international index is compiled following an analysis of more than 12,000 listed companies.
(4) The Equileap Global Gender-Equality Ranking 2022 assesses nearly 4,000 companies in 23 countries
