Middle East
Key Figures
Measuring our commitment to Diversity & Inclusion
Gender
In 2010 In 2020
Women in the top management
* Leadership Positions:
37% > 2013 data
54% > Strategic, Group and local key positions
Women career development
Total Workforce
Managers
Board Members
Gender pay gap analysis 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 analysis has focused on median and mean salary differences between men and women.
Evolution of the median gender salary gap
(of all categories)
Average (mean) salary analysis using comparable data
Salary gap net of structural effects of age, seniority, location, part time and status that reveals a pay gap in favor of men.
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
(31 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:
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, Slovakia, Slovenia, Spain, Sweden, UK |
Disability
L'Oréal employees Worldwide with disabilities
1,381*
Total L’Oréal employees with disabilities*
(*Direct employment)
Focus on France
Nationality & Multicultural Origins
167
nationalities across 68 countries*
(*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. Find out more here:
Projects linked to Women's economic empowerment
beneficiaries of projects specifically related to the emancipation of women
of beneficiaries of overall Solidarity sourcing program are women
in
23 countries
due to women-owned business
of the beneficiaries are women vulnerable or accessing male-dominated jobs
Employment of people with disabilities
people with disabilities working for our suppliers
growth since 2014
beneficiaries with disabilities are based in France
in 30 countries
People Engagement
(L’Oréal employees )
54,5M€*
Career development investment
> 65 K
Employees trained on Diversity and Inclusion topics
92 %
of employees responded to the Annual Employee Survey to give feedback and improve ways of working