A social model on a global scale
Governments and public agencies in many countries have shown their willingness to establish basic guarantees of social protection. Despite that determination, 73% of the world’s population do not always have access to adequate social protection*.
As L’Oréal believes that social performance and business success are closely linked, we created the L'Oréal Share & Care program in 2013. The aim of the program, which is totally focused on our employees, is to provide a common social policy model across all 67 countries where the Group’s subsidiaries operate, while also allowing for specific characteristics and needs at a local level.
A commitment that goes beyond borders
The program features a set of core measures in four main areas: healthcare (Care), social protection (Protect), parenthood (Balance) and quality of life at work (Enjoy). As a result of these measures, 96% of employees now benefit from a level of health cover that is aligned with best practice in their particular country. In addition, future mothers are guaranteed at least 14 weeks of paid maternity leave, everywhere in the world.
Although this is a global program, given L’Oréal’s desire to make these benefits truly universal, it also aims to meet local needs. In Canada, for example, L’Oréal’s 1,200 employees have a flexible benefits plan. The aim is to offer benefits that suit the different personal situations of the staff. An ‘à la carte’ system of benefits has proved its worth, since “60% of our employees have chosen optional coverage,” according to Catherine Bédard, Human Resources Director at L’Oréal Canada.
In Central America and Argentina, L’Oréal Mama** has proved popular with mothers. Along with 105 days of maternity leave (15 days more than is stipulated by national law), they also benefit from shorter working hours each week on their return to work and a monthly contribution toward the cost of childcare for children aged up to three years old. All of this is provided whilst maintaining levels of remuneration that is equivalent to their gross salary.
In Jakarta, “we have paid special attention to working conditions,” explains Restu Widiati, Human Resources Director of L’Oréal Indonesia. As a result, the 300 headquarters employees were moved in 2013 to more modern office premises, which included a lactation room for young mothers.
More ideas to come
The program is today on its second phase, with new measures planned for 2020, L’Oréal is discussing its possible next steps with a network of other leading companies and organizations in the area of social protection. Under the auspices of the International Labor Organization (ILO), the Group is taking an active part in creating the Global Business Network for Social Protection Floors. Providing a guide to good practice, the platform is designed to support companies that wish to go beyond their legal obligations in terms of social protection. By doing so, these companies are not only acting in the interests of their employees, they are also aiming to improve their performance in terms of social protection and to achieve long-term business growth.
To find out more about social protection at L’Oréal:
* Source: Global Business Network for Social Protection Floors, Good Practices Guide (2017)
** L’Oréal program for young mothers