2023 universal registration document

In another area, L’Oréal has conducted a pioneering initiative designed to promote gender equality in the legal profession. A Charter was created for this purpose in 2020, with the aim of sharing with our principal law firms common principles, values and measures with regard to gender equality. 14 firms have signed this Charter, which supplements actions taken in this area by the firms themselves. The ambition is to build and maintain an exemplary relationship, enabling everyone to benefit from equal opportunities and better balance.

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⁽¹⁾An initiative of the Foundation Agir Contre l’Exclusion (FACE) and the Kering Foundation.. Its aim is to create and test measures to combat violence against women and to support the employees concerned, through specialised NGOs. Working with this network, concrete action has been taken, such as:

• the provision of online learning courses (translated into 7 languages) to raise employee awareness of violence against women;
• the launch of awareness-raising campaigns 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 global policy was launched in March 2021 as part of the Share & Care programme and local policies are currently being rolled out within the Group’s subsidiaries.

In 2018, the #StOpE initiative against so–called “ordinary” sexism in the workplace, led by the L’Oréal teams in France with Accor 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. At the end of 2023, more than 190 organisations were 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 learning has been developed collaboratively by 7 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+⁽²⁾LGBTQIA+: Lesbian, Gay, Bisexual, Transgender, Queer, Intersex, Asexual, +.. 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.

In 2021, a minimum of 6 weeks’ fully paid paternity or co- parenting leave was incorporated into the global Share & Care programme. Some countries have extended the length of this leave, for example 8 weeks’ leave is available in France and 16 weeks in the United States. The Employee Human Rights Policy sets out the Group’s commitment to combating discrimination on the grounds of gender identity or sexual orientation.

Training employees in Diversity, Equity and Inclusion

In order to support these initiatives, L’Oréal trains its employees in DE&I by organising Diversity Learning Workshops. These courses are now available virtually. In 2023, more than 11,000 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). More than 900 Group employees have taken part in this programme since it was launched.

Numerous DE&I learning resources are available on the Group’s internal learning platform. In 2023, the Group made available 14 online learning programmes on DE&I topics⁽³⁾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, religions and beliefs.,as well as a selection of podcasts. L’Oréal also supports Octave, an intergenerational leadership programme launched more than 10 years ago by Danone.

In 2022, L’Oréal launched an in-house learning programme on inclusive leadership within the Consumer Products Division. In 2023, this programme was launched across all of the Group’s Divisions and its rollout will continue in 2024.

Awards obtained in 2023

For the sixth consecutive year, L’Oréal was recognised by Bloomberg’s Gender-Equality Index 2023 (GEI)⁽⁴⁾The Bloomberg Gender-Equality Index 2023 includes 484 companies headquartered in 45 countries and regions around the world. for its commitments to female leadership, talent management, gender equality, inclusion and policies on sexual harassment. L’Oréal was ranked third in the Refinitiv⁽⁵⁾Formerly Thomson Reuters. This 2023 international index is compiled following an analysis of more than 15,000 listed companies. Diversity & Inclusion Index 2023 and was therefore included among the top 100 companies for diversity and inclusion for the eighth consecutive year.

For the sixth consecutive year, L’Oréal was one of the top 20 most advanced companies in the world in terms of gender equality, according to the Equileap Global Gender-Equality Ranking 2023⁽⁶⁾The Equileap Global Gender-Equality Ranking 2023 assesses nearly 4,000 listed companies in 23 developed markets., ranking No. 1 in France.