In addition to developing these business-line specific skills, and in partnership with the Internal Control Department, the Learning teams are responsible for rolling out six regulatory learning courses: Compliance with Competition Law, Data Privacy for All, I-Secure, Join the Next Shield, Ethics & Human Rights, The Way We Prevent Corruption. These solutions were delivered to more than 266,000 employees Group-wide in 2023 for all learning courses.
Providing an exceptional learning experience
After the Covid-19 crisis, during which the remote format was preferred, the People Development & Learning teams have fully reinstated the face-to-face learning format, which represents 56% of total learning activity. This makes it possible to enhance inter-personal skills, which are an essential aspect of certain learning courses (onboarding, corporate culture, managerial attitudes etc.).
This new mix of online and face-to-face learning offers greater opportunity for a high-quality learning experience, as it can be adapted to regional themes and contexts. The level of the learning programmes is assessed by participants. In 2023, they have given an impact score of 80/100(1)Summary of the evaluations made by participants at each learning session..
L’Oréal University supports the Group’s transformation
The Group’s transformation dynamic is underpinned by the learning programmes L’Oréal University delivers on various issues: CSR strategy, the digital revolution that impacts all functions, the transformation of marketing, the acceleration of e-commerce and changes in working conditions and managerial practices.
Organised around major areas of expertise (Leadership and Culture, E-Commerce, Tech Data & Analytics, Marketing and Retail), L’Oréal University’s offerings are open to all employees, regardless of the business line or country in which they work. This helps to form a common vision and shared practices within the organisation.
The L’Oréal University of Leadership(2)The learning in question is detailed in subparagraph 4.3.1.1.1. and Culture supported the“Simplicity 2” managerial change programme by designing and delivering a seminar for all Group employees to improve psychological safety and the effectiveness of meetings. More than 12,000 employees, including 150 management committees have taken part in this seminar since it was launched in April 2023.
As an example of its certified excellence, in 2021 the L’Oréal University of Leadership and Culture obtained CLIP(3) The Corporate Learning Improvement Process (CLIP) programme is the leading independent accreditation system for corporate learning functionsaccreditation from the EFMD(4)EFMD is the authority in the accreditation of business schools and corporate learning teams., the European standard for leading business schools.
In April 2023, L’Oréal launched its University of Retail, the mission of which is to design and coordinate the Group’s learning offering for 25,000 employees or more (in-house and external) who work in the retail sales, head office and field segments: international teams, beauty advisors, trainers and designers.
In 2023, as part of its environmental commitments and its L’Oréal for the Future programme, the Group launched Going Sustainable Together, a priority learning programme for all employees. It addresses the impact of climate change on their working lives as well as on the L’Oréal ecosystem. This learning programme gives employees tools they can use to change their behaviours to be more sustainable. This was delivered to more than 34,000 employees in 2023.
In order to continue to nurture the Group’s ambition to be the market’s number one Beauty Tech, the University of Tech, Data & Analytics launched the Data4All programme in the second half of 2022. This programme, which was followed by more than 35,000 employees in 2023, aims to train participants in the main principles of working with data.
L’Oréal University organised the first “L’Oréal University Week”, from 27 November to 1 December 2023, to raise awareness among Group employees of the next stages of their professional development. This event involved each University leading an hour-long online session around the key issues related to its area of expertise and the implications of these in terms of skills. This first edition generated more than 7,700 live connections to the sessions.
A new experience in individual development
In 2023, L’Oréal consolidated its performance evaluation system with a process based on regular conversations, called CONNECT.
These conversations increase agility by bringing employees together with their managers, as well as with other key stakeholders, to define their performance and development objectives. To achieve these objectives, they may select the most appropriate learning courses from over 20,000 available resources, developed by L’Oréal or by digital content providers such as LinkedIn Learning, TED, Coursera and Busuu.
L’Oréal has always aimed to offer its employees security and protection. The Share & Care programme continues a long tradition of social progress and individual care. 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 aspires to an attractive work environment that encourages all employees to thrive professionally and personally.
With its Share & Care programme, L’Oréal has made its social model universal in a manner that befits its global status. This strong commitment reflects the Group’s vision that sustainable growth must go hand-in-hand with a high level of social performance. L’Oréal launched and implemented Share & Care collaboratively in all its subsidiaries in 2013, and renewed the programme in 2017, 2021 and again in 2023. Its ambition is three-fold:
