Louis Vuitton 2008 Annual Report Download - page 61

LVMH010_2008_GB:Mise en page 1 24/03/09 11:14 Page 62
Personal development
within a professional,
responsible team
Identifying with the values of a company is a major element in attrac-
ting and motivating the men and women who join LVMH and invest
themselves in the Group.
The Group presents its corporate responsibility policy during the initial
contact with candidates, for example during recruitment forums. The
explanation of this policy is part of the integration process. A number
of the Group Houses have incorporated the principles of non-discri-
mination and the prevention of psycho-social risks in their orienta-
tion manuals or employee manuals, like DFS Group, Fendi or Glen-
morangie. Through regular satisfaction surveys, Donna Karan, Bodegas
Chandon in Argentina or Louis Vuitton collect and take into consi-
deration the expectations and motivation of the teams.
The wealth of diversity
LVMH is a signatory of the International Global Pact, the French Diversity
Charter, and the French Charter of Corporate Commitment for equal
opportunity in Education.
These commitments have been implemented with concrete measures by
the Human Resources Departments of the Houses through a systematic
review of recruitment practices in order to make the process more objective.
In order to complete the measures taken by the Human Resources teams,
training sessions have been organized to increase executive awareness of
these aspects when they are formalizing their recruitment needs and job
descriptions.
In 2008, the Group initiated a self-evaluation operation ("testing") of its
recruiting efforts for all the Houses in France and Switzerland. Two inde-
pendent firms were charged with testing the responses of the recruiters to
applications that expressed individual characteristics that could potentially
generate discrimination, particularly related to origin. This operation,
conducted in accordance with the ethics rules in force, was also monitored
by an internal committee responsible for ensuring the confidentiality of
the processing and compliance with ethics rules.
Through a partnership with Our Neighborhoods Have Talent (Nos Quar-
tiers ont des Talents), the leading business network promoting equal oppor-
tunity, the Houses of the Group increased their sponsorship of young
graduates from poor neighborhoods. As a signatory of the Apprenticeship
Charter, LVMH has significantly expanded apprenticeships, which gives
young people greater access to a degree, by working with 514 apprentices in
France in 2008.
Access and continued employment for older employees is also a constant
concern, consistent both with the Group's policy on diversity and with its
search for continuity in terms of expertise and skills. For example, Parfums
Givenchy has just signed an enterprise agreement with the unions which
organizes and develops the career prospects for seniors.
The LVMH Handicap Mission, involving 24 Group Houses, has become
a powerful lever in the policy to support disabled workers.
The Human Resources teams have been trained to recruit and manage
disabled workers. Training sessions are organized on a regular basis to faci-
litate the hiring of disabled workers in all business areas. For example,
Hennessy has trained its managers in the integration of disabled employees
and DFS Group has developed a program to guarantee equal treatment. All
the staff at the Spa Guerlain on the Champs-Élysées has been trained in
serving disabled customers.
In recruitment, 15 Houses participated last year in specific promotional
operations for disabled candidates: Speed-recruitment, “Salon de l’Adapt”,
“HandiChat”, the use of the Video CVs etc. Several partnerships with
specialized establishments have been developed to give disabled candidates
more access to the businesses of our Houses: TAG Heuer (Switzerland)
with centers for professional reclassification in watchmaking, Louis Vuitton
and Parfums Givenchy with the “Cap Emploi” centers, among others. A digi-
tal accessibility audit was conducted on the Group's Internet site in order
to guarantee equal access to job offers, whatever navigation methods are
used by the web user.
Prior to recruitment, LVMH has conducted several actions to increase the
qualification of disabled workers: the development of two professionaliza-
tion mechanisms for disabled job seekers in the sales and office automation
businesses, and the creation of ARPEJEH (Assist the Study Projects of
Young and Disabled Students), which LVMH helped to found and which
is intended to direct and welcome disabled high school students.
LVMH is particularly attentive to retaining employees who have become disa-
bled, as illustrated by the workshops set up at Moët & Chandon or Parfums
Christian Dior, which allow employees with medical restrictions to keep
their jobs under appropriate conditions.
In addition, the Houses of LVMH support a number of specialized insti-
tutions (for example, in France, subcontracting to the appropriate protec-
ted work sector amounted to 4.5 million euros, equivalent to the actual
work of more than 100 employees). Through the Delta Insertion project,
the Group also helps disabled individuals to join these establishments if they
want to.
July 8, 2008: Chantal Gaemperle and Yves Carcelle signed the LVMH group
and Louis Vuitton AGEFIPH agreements. Through these agreements the Houses
of the Group make concrete commitments to encourage the recruitment, training
and professional development of disabled workers.
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