Loreal 2011 Annual Report Download - page 194

192 REGISTRATION DOCUMENT − L’ORÉAL 2011
6Corporate social, environmental and societal responsibility
Social information
6.1.2.6. Diversity and equal opportunities
For over 15 years, L’Oréal has been conducting a global proactive
policy in favour of Diversity. Centred around 6 primary criteria
(nationality, socio-cultural background and ethnic origin,
gender, disability and age), the Diversities policy has led to a
number of achievements which currently make L’Oréal one of the
recognised major players in this field. A signatory of the Diversity
Charter in France in2004, L’Oréal has now signed seven charters
which exist in Europe and contributed to the creation of two
charters in Italy and Sweden.
After obtaining the Diversity label in France in2009, L’Oréal
was awarded in2011, the first European professional equality
label, the Gender Equality European Standard, for seven of the
European countries.
L’Oréal furthermore prepared a report on Diversities in France
with a hundred or so indicators covering all 6 dimensions of the
Diversities policy.
With regard to Disability, L’Oréal has strived to develop an overall
global Disability policy focusing on five complementary areas: job
access and maintenance in employment, raising of awareness,
accessibility of premises and information, and partnership with
the sheltered work sector. Each subsidiary is encouraged to
integrate its initiatives into this process.
To accelerate the mobilisation of countries, L’Oréal has put in
place since2008 awards known as “Initiatives for the Disabled”
which reward operational entities for their concrete actions in
favour of the Disabled. These awards, which are presented every
two years in the presence of the General Management, make it
possible to showcase and share the actions carried out by the
various L’Oréal entities both in France and in Europe. In2012, this
competition will be open to all subsidiaries throughout the world.
Training at L’OréalS.A.:
In2011, L’Oréal parent company spent €15,264 thousand on
continuing education for its employees, representing 4% of
total salaries.
Number of persons receiving training in2011: 4,705
i.e . 78% of
the workforce at 12.31.2011.
Number of training actions in2011: 13,189
i.e . 2 training actions
on average per person trained.
Number of hours of training in2011: 128,312.
Number of employees who made use of the Individual
Training Entitlement Droit Individuel à la Formation (D.I.F): 264.
The L’Oréal Human Resources intranet site (Profile & My training)
provides employees with comprehensive information on the
possibilities of professional training offered and their Individual
Training Entitlement.
Commitments in favour of professional equality
between women and men at L’Oréal parent company
♦The question of professional equality between women
and men has been at the heart of L’Oréal’s social and
human policy for many years. It has been the source of
social innovation: the “Schueller leave” extending statutory
maternity leave by an additional 4 weeks, which was
introduced at the end of the 1960s, the “‘Wednesday off
for mothers and fathers for family reasons” put in place
in1976 or more recently (2008) maintenance of the salary
for paternity leave.
♦Three company-level agreements signed unanimously by
the trade unions with regard to remuneration of female staff
members on maternity leave (2007), professional equality
between women and men or achieving a better balance
between private and professional life (2008).
♦Professional equality is the subject of regular exchanges
of views with employee representatives. At the time of
the mandatory annual bargaining round, differences
in remuneration are reported in particular at the time of
the review of the Company’s Social Balance Sheet, all the
indicators are presented by gender, and finally, at the time of
the annual review of the report on the Comparative Situation
on the general conditions of employment and training of
women and men in the Company.
♦L’Oréal completes its parental policy by setting up systems
of assistance to find childcare solutions or inter-company
day nurseries whenever possible. Nine structures (5 of which
are dedicated to L’Oréal parent company) are available
to take employees’ children, thus increasing the number of
cots available for L’Oréal employees to133.
Actions in favour of employment and insertion
ofdisabled workers
♦At December31st, 2011, L’OréalS.A. employed 153 disabled
employees and regularly uses the services of companies in
the sheltered work sector (Protected Workshops, Specialised
Companies and Sheltered Work centres).
Actions in favour of Older Employees
F ollowing the collective agreement signed in2009, a number
of systems have been developed aimed at reinforcing the
transmission of knowledge and professional development
throughout employees’ careers.