In 2004, L’Oréal was one of the first major companies to sign the Diversity Charter in France, attesting to the Group’s commitment to non-discrimination and promotion of cultural, ethnic and social diversity in the workplace. A commitment that was confirmed three years later by the creation of the Diversity Workshop, which has provided training on the topic to 12,000 employees. This policy of promoting and managing diversity constitutes a strategic lever for the company’s social and economic performance. In 2011, L’Oréal strengthened its policy by developing a monitoring and piloting tool that, in the long term, will be used by all subsidiaries. How does it work? It is a computerized scorecard comprised of around thirty indicators accessible to Human Resources Directors and their management committees. It will help to analyze the results of actions carried out, and also help to identify areas for improvement. ‘To capitalize on the value that diversity brings, we need to have the ability to measure the ground already covered as well as the road ahead’, remarks Stéphanie Oueda, International Diversities Project Manager at L’Oréal.
First France, then the world
The reporting tool was initially developed for France with 14 key criteria such as age, gender, employment contract type and compensation, which were used to build 30 indicators. In 2012, L’Oréal started the international roll-out of the tool and will extend it to all countries in 2013. The indicators are adaptable to take into account specific local constraints or national legislations.