GDRS2012 Advancing DEI in

Organizations
Tutor: Benita Chick
Topic: L'Oréal

Student Name:
Mok Hiu Lam, Ivy (1155185735)
Lau Wai Yin, Bobo (1155194995)
Ng Wing Tung, Gigi (1155185729)
Pun Wing Yee, Hani (1155185728)

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 DEI in L'Oréal
Table of Content

Plan The plan for DEI by L’Oréal

Strategies Actions for DEI by using strategies

Statistics about the outcome of L'Oréal‘s

Outcome DEI policy

Internal
& List the DEI internal actions and external
External actions
DEI strategies
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DEI plan of L’Oréal

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5
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L’Oréal DE&I commitments

1/ Employees
2/ Consumers
3/ Suppliers

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1/ Socio-economic &
Multicultural Origins

2/ Disability

3/ Age & Generations

4/ Gender & LGBTQIA+

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1/ Encourage multicultural and socio-economic diversity
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2/ Accelerate the inclusion of people with disabilities
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3/ Take into account people of all ages and generations
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 4/ Continue to promote gender equity and
foster inclusive environments for LGBTQIA+ people
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DEI Strategy of L’Oréal

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 DEI Strategy
4.Socio-economic
1.Gender &
& Multicultural
LGBTQIA+
Origins

2.Disability 3.Age &

Generations

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 1.promote gender equity

● try to live up to gender equity at all levels and functions of the company

● Reduce gender pay gap

● ↑ number of women at the managerial level

≤
% %
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 1. Create Inclusive environment for LGBTQIA+ people

● Create an ● Fight against

inclusive harassment or
environment for violence
LGBTQIA+ ● E.g. gender-based
community violence
anywhere in the ● Sexual harassment
world

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 1. Inclusive environment for LGBTQIA+ people

In 2018
L’Oréal supported the LGBTI Standards of Conduct from the United Nations

● Tackle the discrimination faced by LGBTQIA+ communities

Five key steps to promote global social change:

1. Respect the human rights of LGBTQIA+ employees & customers in the workplace

2. Eliminate workplace discrimination against their LGBTQIA+ employees

3. Provide support to their LGBTQIA+ employees in the workplace

4. Avoid any type of discrimination against LGBTQIA+ suppliers, distributors, and customers, and ensure
that their business partners do likewise

5. Commit to everyone's human rights (LGBTQIA+ people) in the societies where they operate
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 2.Advance the inclusion of people with disabilities

● Adopts an inclusive approach towards consumers, suppliers, and all

stakeholders

● E.g. L'Oréal made a handheld, motorized device that assists people with
physical disabilities in applying lipstick.

● Created a utensil for people with limited hand and arm mobility
● Offer users independence

● Employ people with disabilities

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 3.Take into account people of all ages and generations

● Enhance dialogue and cooperation among employees of different

generations (both for seniors and for young graduates)

● In 2022
● the “L’Oréal for All Generations” initiative was launched in Spain and
France
● Rolled out globally

● Ensure that the Group’s employees feel satisfied in their careers

from the time they join the company until they retire

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 4.Encourage multicultural and socio-economic diversity

● Increase the diversity of socio-economic and cultural origins in the Group’s teams

● Focus the diversification of recruitment pools

● Ensure equal opportunities in terms of professional development
● Raise the awareness of employees and management on DEI

Example: L'Oréal chemist Balanda Atis

"Why doesn't makeup match every skin tone?"
→ Helped to advance the Beauty for All mission

● Creates products for people of all identities, cultures and backgrounds

● Diverse teams with different perspectives
● Understanding different ideals of beauty
● Service a wide range of consumers
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Outcome of L'Oréal‘s strategies

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Gender Equity

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 A significant number of women
hold senior responsibilities within the Group

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Recruitment – careers in beauty have no gender

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Gender Equity

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Disability

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Diversity in the Workplace

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 Internal Actions of DE&I Strategy
creating an inclusive environment for all the employees

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 (“L’Oréal Universal Registration Document
2022,” n.d.)
The L’Oréal Share & Care programme
In 2013, L'Oreal launched
96% of permanent employees get 97% of permanent employees get
the Share & Care social
financial assistance for life events like healthcare coverage aligned with local
program globally across all
death or disability standards
branches and subsidiaries

Hybrid working policy

allows up to 2 remote
days per week with
manager approval

58 subsidiaries
implemented flexible
working times allowing
employees to choose start
Over 80% of women who took parental leave times within a morning
remained at the company after 1 year range

At least 3 days paid caregiving leave and 1 (“Gender Equity AT L’ORÉAL,” n.d.) 29
day paid leave for family occasions
 Employee Resource Group for Women
● L'Oreal has an Employee Resource Group for Women.

● It provides support, development opportunities and business

insights to foster inclusion.

● It boosts engagement and innovation through dialogue

Examples of local groups include:

● Acteurs de la Diversité in France

Women think tanks

● Women of Color
● Women in Technology
● Women in Leadership in Operations
● L'Oreal for Women in USA
● Women in Leadership in Canada
● GAIA (Gender & Women's Empowerment) in Brazil
● Gender Equality Network (UK&I)
● FAM@L'Oreal (DACH) (“Gender Equity AT L’ORÉAL,” n.d.) 30
 The Beauty of Inclusion Awards
● L'Oréal launched The Beauty of Inclusion Awards internal competition to
promote DE&I One project
developed
● It attracted 400 projects from over 6000 participants across 60 countries vocabulary and
imagery across
● There are 4 winning projects will be implemented as leading practices brands to
better reflect
● The projects reflected the 4 pillars of L'Oreal's DE&I strategy: diversity

Offering new Collaborating Assisting people

Supporting packaging to online with from diverse
socioeconomic
single assist visually disabled and multicultural
mothers impaired advisors in backgrounds in
people China Brazil

(L’Oréal Annual Report | Talent and

Diversity, 2023) 31
External Actions for DE&I Strategy

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 Redken x It Gets Better
● In 2022, Redken partnered with It Gets Better to launch Hairdressers
United: Stand Together Against Bullying.

● The program offers a free online training course for hairdressers to

create LGBTQ+ safe spaces.

● The course consists of 6 five-minute video modules covering:

1. LGBTQ+ fundamentals
2. Physical safe space
3. Building trust with LGBTQ+ clients
4. Intersection of race and LGBTQ+ identities
5. Gender-free pricing
6. Client consultations

Upon completing the course and quiz, hairdressers receive a "Safe Space
Educated" certification and Safe Space stickers

● Certified stylists can display Safe Space stickers in their salons.

(RedKen Team, n.d.)
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 Redken x It Gets Better

Redken invited stylists to share personal stories on social media tagging

#ItGetsBetter and #RedkenHairdressersUnited (Redken, 2022)

● Hairdressers play an important role in transforming lives beyond hair

● It is crucial for hairdressers/salons to create safe spaces for the LGBTQ+

community

● This helps diminish discrimination, bullying and bias

● The goal is to foster a more inclusive environment for the LGBTQ+ community
through hair salons.

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 L’Oréal Fund for Women
● L'Oréal launched the L'Oréal Fund for Women in 2020 as a
€50M endowment charitable fund.

● It supports non-profits helping highly vulnerable women globally

Priorities include:
● Helping women get out of poverty
● Preventing domestic/sexual violence against women

● It also aims to help refugee women and women with physical

differences.

● To date it supports over 240 local organizations worldwide.

● Has directly reached over 1.23 million beneficiaries

● Indirectly benefits over 8 million people including

families/communities.
(L’Oréal, 2021) 35
 Examples of L’Oréal Fund for Women
Social Reintegration of women who are disabled

The fund works along with Ohana

Perkumpulan to propose leadership
training programme for disabled
women and girls, and women who are
often victims of violence

The purpose of the program is to

improve their self-esteem

(L’Oréal, 2021) 36
 Examples of L’Oréal Fund for Women

Going Through the journey of resilience among the victims of sexist and sexual violence

The Fédération Nationale Solidarité Femmes,

which was supported by the Fund, networked
78 associations that welcomed, accompanied
and sheltered women who were victims of
sexual violence and their children

(L’Oréal, 2021) 37
 Examples of L’Oréal Fund for Women
Combatting the The Ukrainian Crisis with Women and Girls
To accompany the victims of war in Ukraine, the fund
has added over €2.5 million to approximately 10 local
and international NGOs

● Red Cross and SINGA

● UN organizations eg the United Nations High
Commissioner for Refugees and UNICEF

in response to emergency services, including shelter,

psychological, legal and health advice, and support for
fighting against sexual violence, trafficking and
expanding access to education and employment.

(L’Oréal, 2021) 38
“L’Oréal-UNESCO For Women in Science” Awards

● In 1998, L'Oréal established the International “L’Oréal-UNESCO For

Women in Science” Awards

● Each year, the programme honors over 250 young talented scientists at
doctoral or post-doctoral levels

● The honours have occurred in over 110 countries

● The programme can greatly elevate the visibility of women in STEM fields

● It can break the glass ceiling for women in male-dominated award-winning

science sectors
(“L’Oréal Universal Registration
Document 2022,” n.d.) 39
 Conclusion

● L’Oréal has implemented a wide range of DE&I policies to foster a diverse, equal and
inclusive workplace among their employees internally and facilitate external actions for
fulfilling corporate social responsibility.

● However, there is a lack of diversity data to show the outcomes of DE&I strategies, for
example, the numbers of LGBTQIA+ employees, the satisfaction of implementing DE&I
policies based on employees’ opinions and comments, and data of zero discriminations
within the company

● The corporation does not show the funding and investment in DE&I policies and
departments, which lacks comprehensiveness and transparency of DE&I strategies

● We hope L’Oréal can provide more diversity data to measure the outcomes of DE&I

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 References:

Diversity, equity and inclusion: creating the beauty that moves the world | 2021 Annual Report – L’Oréal Finance. (2022, March 14).

2021 Annual Report – L’Oréal Finance.

https://www.loreal-finance.com/en/annual-report-2021/human-relations/diversity-equity-and-inclusion-creating-the-beauty-that

-moves-the-world/

L’Oréal. (2022). L’Oréal Group : Discover L’Oréal. L’Oréal.

https://www.loreal.com/en/commitments-and-responsibilities/for-the-people/promoting-diversity-and-inclusion/key-figures/

L’Oréal. (2022). Gender Equity AT L’ORÉAL. L’Oréal.

https://www.loreal.com/-/media/project/loreal/brand-sites/corp/master/lcorp/3-commitments/for-the-people/gender-equity-a
-loreal.pdf?rev=a6a571a78c014ef1b52f98474f3b6a98&hash=80FAC35101E0E63EC7FA66D9A8DE41EF

L’Oréal. (2020, November 24). Behind The Scenes Of The Skin Analyzer Apps. L’Oréal.

https://www.loreal.com/en/usa/news/commitments/2021-disability-equality-index/
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 References:
L’Oréal. (2020, January 23). Preserving natural resources. L’Oréal.

https://www.loreal.com/en/group/about-loreal/our-purpose/diversity-inclusion/

L’Oréal. (2021, June 9). L’Oréal Beauty Tech: the future of beauty reinvented by science and technology. L’Oréal.

https://www.loreal.com/en/group/about-loreal/our-purpose/women-cause/

L’Oréal. (2021, June 9). L’Oréal Beauty Tech: the future of beauty reinvented by science and technology. L’Oréal.

https://www.loreal.com/en/commitments-and-responsibilities/for-the-people/promoting-diversity-and-inclusion/

Statista. (2023, September 11). Number of disabled employees at the L’Oréal Group 2015-2020.

https://www.statista.com/statistics/1126221/loreal-number-of-disabled-employees/#:~:text=Between%202015%20an

d%202019%2C%20the%20number%20of%20disabled,largest%20cosmetics%20and%20beauty%20company%20in%20t

he%20world.

L’Oréal. (2021, June 9). L’Oréal Beauty Tech: the future of beauty reinvented by science and technology. L’Oréal.

https://www.loreal.com/en/news/group/all-generations-program/

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 References:
Lordseamountain. (2019, April 11). Gawaine Merlin GIF - Gawaine Merlin Shampoo Commercial - 探索與分享 GIF. Tenor.

https://tenor.com/zh-TW/view/gawaine-merlin-shampoo-commercial-loreal-hairflip-gif-13910316

Gender Equity AT L’ORÉAL. (n.d.). In L’ORÉAL Diversity Equity Inclusion.

https://www.loreal.com/-/media/project/loreal/brand-sites/corp/master/lcorp/3-commitments/for-the-people/gender-equity-at-loreal.

pdf?rev=a6a571a78c014ef1b52f98474f3b6a98&hash=80FAC35101E0E63EC7FA66D9A8DE41EF

RedKen Team. (n.d.). RedKen. RedKen. https://www.redken.com/blog/hairdressers-united.html

Redken. (2022, June 13). Redken Partners With It Gets Better to Support LGBTQ+ & Hairdresser Community. Cision.

https://www.prnewswire.com/news-releases/redken-partners-with-it-gets-better-to-support-lgbtq--hairdresser-community-30156612

5.html

L’Oréal Universal Registration Document 2022. (n.d.). In L’Oréal 2022 Annual Report.

https://www.loreal-finance.com/system/files/2023-03/LOREAL_2022_Universal_Registration_Document_en.pdf
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 References:

L’Oréal. (2021). L’Oréal Fund For Women. In www.loeral.com.

https://www.loreal.com/-/media/project/loreal/brand-sites/corp/master/lcorp/3-commitments/fund-for-women/fund-for-women.pdf?

rev=ac5acc092eba46b68b5ae6e020e850ab&hash=E40C9CF7FC79E165312CB9503DDDA4A5

L’Oréal Annual Report | Talent and Diversity. (2023, March 14). L’Oréal Finance.

https://www.loreal-finance.com/en/annual-report-2022/talent-and-diversity/#message-jean-claude-le-grand

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The End

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