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Programme to improve the safety culture
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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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Safety Improvement Opportunities (SIO) 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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MESUR (manage efficiently using recognition and realignment) 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 culture
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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. These levels enable sites to systematically improve their ergonomics culture and determine their individual action plans. |
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Safe@Work-Safe@Home This programme is intended to export the L’Oréal health and safety culture outside the Group. We created a partnership with the Royal Society for the Prevention of Accidents (RoSPA) to benefit from their experience and share the L’Oréal experience worldwide. Since 2019, L’Oréal has sponsored a Safe@Work-Safe@Home award to recognise the best initiatives in the world. |
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Womeninsafety@LOREAL This programme was launched in 2021 and 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 four pillars: promote equity, diversity and inclusion; recognise leadership; be a role model; and develop EHS skills and expertise. |
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Road Safety L’Oréal implemented a strategy and an evaluation system that allows a holistic approach to road risks. In 2023, over 10,000 administrative staff took the Road Safety e-learning course and 450 risk analyses were carried out worldwide, with the involvement of administrative staff. |
Prizes and awards
In 2023, 67 sites covering nearly 46,000 employees were recognised by the RoSPA in their prestigious Health & Safety Awards. A total of 67 awards were won.
4.3.2.2. Recruiting and supporting talent
The Group is continually enriching and diversifying its global talent pool to meet its present and future needs.
The recruitment teams are tasked with attracting 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 recruitment policy is implemented locally by a local network of recruitment experts covering all countries.
To select the best talent with the most diversified profiles who are capable of contributing to its transformation, L’Oréal recruits on the basis of a candidate’s skills and potential. The Group is putting in place innovative means to ensure its recruitment is more inclusive. The aim is to capitalise on candidates’ strengths such as ambition, resilience, empathy, judgement, and learning agility.
L’Oréal has a unique know-how in working with higher education to identify and recruit new graduates. The Group relies on the following schemes, in particular:
- Brandstorm, the Group’s innovation competition for students. In 2023, the 31st year of this competition brought together more than 92,000 students from 72 different countries, in a completely digital format, enabling them to immerse themselves in the beauty industry and find out about the Group’s values of innovation and entrepreneurship;
- Management Trainee programmeL’Oréal SeedZ is a rotational programme that prepares more than 1,000 new graduates across the world for major business responsibilities; and
- the French International Business Internship (Volontariat International en Entreprise – VIE) scheme, which enabled more than 150 young Europeans under the age of 29 complete an internship of between 12 and 24 months in 16 Group subsidiaries in 2023.