Key Figures

Measuring our commitment to Diversity, Equity & Inclusion

Gender Equity

Women in management                                                             Women in governance

Women 24 


1 Strategic positions, including the Executive Committee (around 300 positions).
2 These are the positions with the greatest responsibility: strategic positions, key positions monitored at Group level and key positions monitored at the local/regional level. These positions represent 6.5% of Group employees as of 31 December 2023.
In 2023, 68% of recruits (permanent contracts) were women.
Excluding Board Members representing employees.

Women career development

Women career development: Promotions: 70% of women were promoted in 2023. Expatriates: in 2023, women accounted for 51% of all expatriates.

Gender Equity in Focus

For more details on our commitments and initiatives regarding gender equity, please refer to our Gender Equity at L’Oréal 2022 report.

Gender pay gap analysis in France 

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


Evolution of the median gender pay gap*

From 10% in 2007 to 3% in 2015 and 0% in 2019. Stable since. »

*assessed by L’Oréal as a reliable and stable measure of central tendency


Evolution of the average/mean gender pay gap

From 31% in 2007 to 16% in 2018 and 8% in 2023

*including Executive Committee (5% without in 2023)

Analysis of average/mean gender pay gap

The "average" or "mean" pay gap for 2023 was 8% in favor of men (23% for Top Executives, 6% for Senior Management, 4% for Middle Management, 1% for Professional and -5% for Support).

The "adjusted" average pay gap, once structural effects are taken into account (all things equal), is reduced to 2%. The structural effects considered are, for example, level of responsibility, age and seniority.

Parental Leave

14 weeks

minimum of paid leave for mothers / primary parents  

6 weeks

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

Gender Equity Certifications

(35 countries)

For several years L'Oréal has put in place an ambitious policy on gender equity. In order to measure and assess its practices and policies, L’Oréal relies on two independant standards: Equity, Diversity and Gender Equality Certification (EDGE) and Gender Equality European & International Standard (GEEIS). In 2023, 35 pays have received the EDGE or GEEIS certification, which represents more than 60 % of the Group’s workforce.

Gender Equity Certifications1



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

Austria, Belgium, Bulgaria, Croatia, Czech Republic, Denmark, Estonia, Finland, France, Germany, Hungary, Ireland, Italy, Latvia, Lithuania, Netherlands, Norway, Poland, Portugal, Romania, Saudi Arabia, Slovakia, Slovenia, Spain, Sweden, United Arab Emirates, UK


L'Oréal employees worldwide with disabilities


Total L’Oréal employees with disabilities* as at 31st December 2023 
(*Direct employment)


Focus on France - direct employment of people with disabilities


in 2010


in 2023

Nationality & Multicultural Origins


nationalities across 64 countries

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.

Age & Generations


Average age of our employees


of our employees aged 50 years old and over


professional opportunities for people under 30 in 2023


Inclusive Sourcing with suppliers


L’Oréal’s global Inclusive Sourcing programme, launched in 2010, harnesses the Group’s purchasing power to promote social inclusion. L’Oréal allocates part of its total purchasing volume to suppliers that provide employment and a sustainable income to people who are generally excluded from the labour market. Through the programme, L’Oréal has commitments it shares with its suppliers that relate to the four pillars of the Group’s Diversity, Equity & Inclusion policy.

Projects linked to Women's economic empowerment

 42 571

beneficiaries of projects specifically related to the emancipation of women

 Over 60%

of beneficiaries of overall Inclusive Sourcing program are women

 94 projects 

encompassing 230 local initiatives in

38 countries

 41 924

women producers harvesting and cultivating natural raw materials through fair sourcing

5 262

beneficiaries working in women – owned certified companies

LGBTQIA+ inclusion with our suppliers


people employed full-time via suppliers who are certified LGBTQIA+-owned companies in the USA

Employment of people with disabilities

3 225

people with disabilities working for our suppliers


over the last 3 years


beneficiaries with disabilities are based in France

 75 projects

worldwide encompassing
190 local initiatives
in 36 countries
with 171 suppliers


Inclusion of people of all ages

2 139

people hired over the age of 50 working for our suppliers

Including people of all socio-economic and multicultural origins

65 980

beneficiaries of Fair Sourcing projects (1/2 with women empowerment), for example in Burkina Faso, Madagascar, Thailand, India, Brazil, Mexico, Guatemala

5 685

full time jobs supported in classified rural and urban socio-economic vulnerable zones (such as ZRR and QPV in France, Distressed Zones in the USA, aspirational districts in India)

2 973

full time jobs supported for minorities, through equal opportunities practices (mainly in South Africa and the US) and also 390 jobs supported at minority-Owned certified companies in the US.


full time jobs supported for veterans or at veteran-owned certified suppliers


full time jobs for long-term unemployed people and workers in work integration social enterprises (WISE)


full time jobs supported for refugees

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