Louis Vuitton 2009 Annual Report Download - page 63

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On October 1, 2009, as part of the “International Diversity Meetings”,
LVMH was awarded the 2009 Diversity Prize for its policy of integra-
tion and partnerships with associations working for Diversity.
This distinction was awarded by a body that brings together diverse
organizations such as the National Association of Human Resources
Directors, Halde (High Authority against Discrimination and Exclusion),
the Social Audit Institute, IMS Entreprendre pour la Cité, etc.
The jury paid particular attention to the action taken by the Group in
supporting the disabled as well as sponsorship of young graduates
from poor neighborhoods (100 sponsorships to date) and its policy
to prevent psychosocial risks.
and over, as well as an age-discrimination prevention procedure at
recruitment. Moët Hennessy has been collaborating since 2007 with
a recruitment agency specialized in recruiting seniors. All the Group’s
companies have developed “seniors plans”.
Prevention of psychosocial risks
The Group is committed to preventing and treating phenomena such
as harassment and stress, which affects all too many companies
nowadays.
In this context, the Group has trained its Human Resources teams in
preventing these risks, and in particular the risk of harassment. Teams
of doctors and psychologists have been consulted and systems have
been set up for companies, which, by the nature of their business
area, consider they are more exposed than others.
Meetings have also been held with the Group's main French compa-
nies to put in place a global prevention plan and to deploy it in all
Houses, taking into account the particular business needs of each.
Hennessy has installed a stress barometer in coordination with the
medical service and staff representatives. Sephora France has set
up training for its shop managers to prevent harassment and stress.
Céline has trained its managers in preventing a feeling of harassment.
Moët-Hennessy Diageo has opened up a helpline, run by a qualified
external company, to keep any staff psychological problems confi-
dential, whether relating to their professional or private lives. At
Louis Vuitton, annual interviews are held with staff to discuss their
working conditions and their commitment to the company.
Responsible Cooperation
LVMH strives to maintain and promote responsible cooperation among
its partners, suppliers, distributors, sub-contractors, etc.
Since 2008, all the Group’s brands have adopted and implemented
the Supplier Code of Conduct which lays down the Group’s guidelines
for social responsibility (freedom of contract, discrimination, harass-
ment, child labor, compensation, hours of work, freedom of association
and collective bargaining, health and safety, etc.), the environment
(impact reduction, use of green technologies, waste reduction, com-
pliance with regulations and standards), and the fight against cor-
ruption. Any collaboration with a partner requires their commitment
to all the ethical principles in this code.
As part of the increased control due to the Supplier Code of Conduct,
2009 has seen an increasing number of social and environmental au-
dits at our suppliers. A quick poll of the five largest Houses of the
Group showed that more than 200 social audits were conducted at
their suppliers in 2009. Pursuant to the implementation of the supplier
code of conduct, whenever the results of these audits show a non-
conformity with our requirements, corrective action plans are put in
place.
Driven by a desire for continuous improvement, the expert Buyers of
the various Houses under the direction of the Executive Management
have set themselves ambitious targets, in particular with respect to
honoring these fundamental requirements.
By launching the LVMH Mind Extranet in April 2009, accessible to
all the Group’s employees, LVMH has enabled Social Responsibility
to become a shared policy among all its staff.