Key Figures

Measuring our commitment to Diversity, Equity & Inclusion

Gender Equity

 In 2010  In 2022

Women in management

management en 2023 


1 Strategic positions, including the Executive Committee (around 300 positions).
2 These are the positions with the greatest responsibility: strategic positions, other key positions monitored at Group level and key positions monitored at the local/regional level. These positions represent 6.4% of Group employees as of 31 December 2022

Women in governance

Women career development

women career en 2023

Gender Equity in Focus

For more details on our commitments and initiatives regarding gender equity, please refer to our Gender Equity at L’Oréal 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 X), 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* 

Key Figures DEI Median Gender Salary Gap

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


Evolution of the average/mean gender pay gap

Key Figures DEI Average Mean Gender Pay Gap v3

*including Executive Committee (7% without in 2022)

Analysis of average/mean gender pay gap

The "average" or "mean" pay gap for 2022 was 10% in favor of men (13% for Top Executives, 4% 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 2.2%. The structural effects considered are, for example, level of responsibility, age, seniority and working time.

Parental Leave

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.

Gender Equity Certifications

(33 countries)

For several years L'Oréal has put in place an ambitious policy on gender equity. 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 60% of the total workforce) certification processes with the following organizations:

world map 2023

  EDGE (Economic Dividend for Gender Equality)

  GEEIS (Gender Equality European and International Standard)

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

Austria, Belgium, Bulgaria, Croatia, Czech Republic, Estonia, Finland, France, Germany, Hungary, Ireland, Italy, Latvia, Lithuania, Netherlands, 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*
(*Direct employment)


Focus on France - direct employment of people with disabilities


in 2010


in 2021

Nationality & Multicultural Origins


nationalities across 68 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.



Average age of our employees


of our employees over 49 years old


professional opportunities for people under 30 in 2022


Solidarity Sourcing with suppliers

We work closely with our suppliers, throughout our supply chain, to extend our DE&I commitments and multiply the positive impact for people who contribute to producing the materials, goods and services that we purchase globally.


Projects linked to Women's economic empowerment

 42 543

beneficiaries of projects specifically related to the emancipation of women

 Over 60%

of beneficiaries of overall Solidarity sourcing program are women

 83 projects 

encompassing 134 local initiatives in

39 countries

 35 652

women producers harvesting and cultivating natural raw materials through fair sourcing

4 522

beneficiaries working in women – owned certified companies

2 603

women in diverse vulnerable situations, often with intersectionality of vulnerabilities (examples: victims of domestic violence, single mothers…)

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

2 889

people with disabilities working for our suppliers


over the last 2 years


beneficiaries with disabilities are based in France

 73 projects

worldwide encompassing
159 local initiatives
in 33 countries
with 172 suppliers


Inclusion of people of all ages

1 390

people hired over the age of 50 working for our suppliers

Including people of all socio-economic and multicultural origins

62 621

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

4 878

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)

2 963

full time jobs supported for minorities, through equal opportunities practices (USA, South Africa) and also 320 jobs supported at minority-Owned certified companies (USA).


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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