L'Oréal - 2018 Registration Document

L’Oréal’s corporate social, environmental and societal responsibility POLICIES, PERFOR MANCE INDICATORS AND RESULTS

disclosure: create the conditions for employees to declare s their disability (“Disclosure”), so that the Company can adapt positions, jobs and care. L’Oréal USA has launched a Break the Silence campaign which has led 173 employees to declare their disability. This campaign will now be rolled out throughout the Group; accessibility of premises and digital accessibility: all new s sites must now meet this objective. Certain countries have retained an external audit firm to evaluate the changes needed and the work to be carried out to improve the accessibility of their premises. L’Oréal is also working on improving the accessibility of digital tools. As such, L’Oréal Paris in Portugal now offers a fully accessible website, an approach that has inspired other brands and Divisions to commit to the same path; employee awareness: internal communication and training s are closely linked to the success of the Disability pillar of the Diversity policy implemented at L’Oréal; Collaboration with experts, associations and NGOs on the s subject is an important element in advancing inclusion within and outside the Group. L’Oréal is also involved with other companies: since 2016, the Group has been a signatory of the ILO Global Business & Disability Network Charter (International Labour Organization). In 2018, the Group held the 10 th edition of the DisAbility Awards, an internal competition dedicated to the inclusion of people with disabilities and aimed at sharing and promoting best practices. This edition marked a turning point by highlighting initiatives not only for employees, but also for consumers and the most vulnerable communities. Fifty-four projects representing 65 countries ; were submitted, with 15 finalists presenting their project before an international panel that selected the five prize-winners. Reinforcing cultural and social diversity L’Oréal’s goal is to reflect the diversity of the markets in which it operates, at all levels and in all functions. Particular attention is therefore paid to the diversification of recruitment sources, to ensuring equal opportunities for career development, and to raising the awareness of employees and management on this subject. In June 2018, L’Oréal became an official sponsor of the he UN Global LGBTI Standards of Conduct for Business. Established by the Office of the United Nations High Commissioner for Human Rights, these standards are designed to guide businesses in the fight against discrimination against lesbian, gay, bisexual, transgender and intersex (LGBTI) people. L’Oréal continues to support the Equal at Work network of the European Network Against Racism (ENAR), which helps ensure progress on this important issue.

By increasingly diversifying the sources of the recruitments in its subsidiaries, L’Oréal wishes to enable all talented individuals to take on high-level responsibilities within the Company, whatever their origins. In 2018, 23 countries focused part of their diversity policy on social and cultural origins in line with the realities in their countries. Among the results, L’Oréal USA received a maximum score of 100 in the Corporate Equality Index 2018, consisting of an investigation and a report managed by the Human Rights Campaign Foundation. This score reflects L’Oréal USA’s commitment to the equality of people in the LGBTQ community within the Company. Since 2016, in Chile, the Avanza programme has been helping to improve the employability of disadvantaged young people through training and mentoring initiatives. L’Oréal also offers scholarships and internships in partnership with two universities (Universidad de Chile and Universidad de Santiago). The Avanza programme helped 80 students, offered seven internships, and recruited two employees. Training employees in diversity In order to support these initiatives, L’Oréal trains its employees in diversity by organising Diversity Training Workshops. During this one-day in-class training session, the awareness of participants is raised on this topic, through discussions and role playing. Since 2010, L’Oréal has also been a committed player in the annual EVE programme, an initiative led by the Danone Group, aimed at helping women to be agents of change in their business and to develop their leadership and careers. Since the programme’s inception, more than 500 of the Group’s employees, both men and women, have taken part in this programme. The Group has sought to go further by partnering with Danone to create versions of the programme in Asia in 2014 (EVE Asia-Pacific), followed by Africa (EVE Africa), where the first edition was held in 2017. Awards obtained in 2018 The Group’s Diversity and Inclusion policy is now widely acknowledged. In autumn 2018, out of over 7,000 companies, L’Oréal was recognised by Thomson Reuters as one of the 10 best international companies with regard to Diversity and Inclusion. The winner of several awards for its exemplarity in the field of gender equality, L’Oréal this year took first place among European companies in the 2018 Equileap Awards. This ranking, created in 2017, assesses the degree of gender equality of 3,000 listed companies. It is intended to help investors better identify leading companies in the area of gender equality, and as such invest on the basis of a new differentiating criterion. At the end of 2018, more than 33,000 employees have taken part in “Diversity Training Workshops” all over the world

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; The Statutory Auditors have expressed a reasonable assurance with regard to this indicator.

REGISTRATION DOCUMENT / L'ORÉAL 2018

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