L'Oréal Group

Key Figures

Diversity + Inclusion driven


 In 2010   In 2019

Women in the top management

0% 0% 50% 50% Global Brand General Managers Leadership Positions* Executive Committee 21% 37% 43% 30% 54% 66%

* Leadership Positions:
37% > 2013 data
54% > Strategic, Group and local key positions

Women career development

0% 0% 50% 50% Expatriates Training Promotions 61% 59% 34% 67% 70% 46%

Total Workforce

0% 0% 50% 50% 64% 70%


Board Members

Gender pay gap analysis in all
entities based in France

Since 2007, L'Oréal calls upon the Economix Institute that groups together renowned public research entities (INED, CNRS and Université Paris X), to conduct an annual gender pay gap analysis in France. The analyses has focused on median and mean salary differences between men and women.

Evolution of the median gender salary gap

(of all categories)

Evolution of the median gender salary gap

Average (mean) salary analysis using comparable data

Salary gap net of structural effects of age, seniority, location, part time and statut that reveals a pay gap in favor of men.

 2,4%  All categories (in 2019)

 0,3%  Operatives, industrial workers and administrative staff

 3,1%  Managers

Parental Leave in 2020

14 weeks

minimum of paid leave for mothers

6 weeks*

minimum of paid leave for other new parent (fathers and co-parents)

*Started in 2019 and presently rolled out country by country.


up to 20 weeks

Other new parents
6 weeks minimum


24 weeks minimum

Other new parents
24 weeks minimum


16 weeks minimum

Other new parents
8 weeks minimum


26 weeks minimum

Other new parents
8 weeks minimum
Our Key Figures


(30 countries)

For several years L'Oréal has put in place an ambitious policy on gender equality. In order to measure and evaluate the various actions implemented, the Group set up since 2011 - in half of the countries where it operates (representing 61% of the total workforce) certification processes with the following organizations:

Certicications world map

  EDGE (Economic Dividend for Gender Equality)

  GEEIS (Gender Equality European and International Standard)


Australia, Brazil, Canada, USA, India, Russia, Philippines

Austria, Belgium, Bulgaria, Croatia, Czech Republic, Estonia, Finland, France, Germany, Hungary, Ireland, Italy, Latvia, Lithuania, Netherlands, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden, UK


(L’Oréal employees worldwide with disabilities)


Total L’Oréal employees with disabilities* (*Direct employment)


Focus on France

4.33 % Direct employment 5.44 % Total employment In 2010
5.30 % Direct employment 6.80 % Total employment In 2019

Nationality & Multicultural Origins


nationalities spread out of 73 subsidiaries*
(*Consolidated companies)

Global figures regarding the Multicultural Origins of our employees are not available. Aligned with UN recommendations, each country investigating ethnic characteristics of its population must carefully define terms such as “race”, “origin” or “tribe” which may have differing connotations. By nature of the topic, categories and their definitions will vary widely from country to country; therefore no internationally accepted criteria are possible.

Solidarity sourcing with suppliers

A worldwide solidarity purchasing program to advance social inclusion

1/ Women's economic empowerment


of the beneficiaries are women


of the beneficiaries are women

 30 projects


17 countries

 467 beneficiaries

due to women-owned business

 480 women

belong to vulnerable local communities or have now access to jobs usually reserved for men

2/ Employment of people with disabilities


people with disabilities working for our suppliers

 up by +64%

(since 2014)

 of which 549

are based in France

 83 projects

in 27 countries

Our Key Figures

People Engagement

(L’Oréal employees )


Career development investment
*Up by +5.4% compared to 2018


Employees trained on Diversity and Inclusion topics

86 %

of the employees responded Annual Employee Survey to give feedback and improve the ways of working

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