Sharing a Spirit Through Learning

Celica Thellier d’AuzersEuropean Coordinator, Management ProgramsL’Oréal Learning for Development 12 December, 2008

What is L’Oréal ?Created in 1909

25 Global Brands

€17 bn sales

N°1 Cosmetics company worldwide

23 years of double-digit growth in profits

560 million € in R&D investments

63,000 employees

4.7 billion units manufactured annually

At L'ORÉAL, we devote all our energy and skill to providing beauty and well-being for all types for

men and women the world over…

Our very existence and what drives us is our respect for difference and our capacity to give our customers what they want, thanks to our extensive

range of brands.

Diversity is at the heart of L’ORÉAL.

Our Mission:

Defining Diversity

Diversity is a mosaic of visible* and invisible* differences… of similarities and interactions which

influence attitudes, behavior, values and ways of working of both men and women within their professional

environment.

* Visible differences : ethnic origin, gender, disabilities, physical appearance, age…Invisibles differences : cultural origin, socio-economic status, education, experience, religious beliefs, political or philosophical convictions, sexual orientation, values…

Diversity at L’Oréal…

… is not Confined to ethnic groups or womenOnly about legal complianceAbout lowering standards in terms of competence

… is Recognizing, accepting and valuing differencesCapitalizing on differences to increase performance

Diversity at L’Oréal : The milestones

•Ethics Charter(1st edition)

• US Diversity Vice-President

•Participation at the first Diversity career fair (France)

• « Global Diversity Award » (USA)

•Africagora fairs, •Careers in Africa

• EducationCharter

•Diversity Observatories (24 in France)

• « Diversity Innovation Award » (Prague)

• Launch: Diversity training in Europe (to reach 8000 managers)

• First “Emploi & Diversité” career Fair ( 22 recruitments)

• 1st special edition Respect Magazine (4 000 printed)• Global

Compact

• Parent-friendly Charter (France)

• National Commitment «Espoir Banlieues» (France)

• AFMD Vice –Presidency(Association Française des Managers de la Diversité)

•1st national meeting of the Diversity Observatories (France)

• 1st Emploi & Diversité job fair “Senior” (France)

• 1st “Emploi & Diversité” career fair (Italy)

•“Emploi & Diversité” career fair (3 rd edition summer job, internship, apprenticeship)

• “SNCF Train pour l’emploi “ career fair (France)

• Training on Diversity : 3200 managers trained in June

• ESSEC chair: Diversity & Performance (France)

•CITITV, partnership with SOS Racisme (France)

• Disability: ARPEJEH Foundation (France)

•Sponsoring of the French team for the Summer Paralympics Games in Pékin

•Disability: Partnership with LB Development (France)

• “Trophée handicap” (France)

• Ethics Charter (2nd Edition)

• Creation of the Diversity Committee

• Diversity Observatories(2 in Spain, 2 in Belgium)

• Diversity Worldwide network (30 correspondents )

• Suppliers Convention« Together for Diversity »

• Second “Emploi & Diversité” career fair labellised by the European commission

•“La Minute de la Diversité” radio campaign (RMC)

• Lycée Henri IV partnership

•“L’ORÉAL’S Initiatives to Promote Diversity”, corporate advertising

•2ND special edition Respect Magazine (10 000 printed)

•1st European Laboratory on Diversity (CSR Europe)

•Apprenticeship Charter

• Appointment of the Worldwide Diversity Director

• Develop & Implement the Diversity Policy

• « International Leadership Award» Anti-Defamation league (USA)

20002000 20022002 20042004 20052005 20062006 2007200720032003 2008200820012001

•Coordination Insertion Disability

19931993

•PartnershipCEPSciences Po(France)

Blue: structures L’Oréal has taken part of, or created by L’Oréal

Red: L’Oréal’s signed commitments

• Diversity charter (France)

• Diversity charter (Belgium)

• Diversity charter (Germany)

Diversity Charter signed in 3 countries so far

Brandof choice

Great place to work in

Attract and retain the best talent by respecting individuals

and all employees

Corporate citizenof the world

Sensitivity to ConsumersInnovation & Creativity

Promote Diversity means to be a…

Be a generous citizen of the world

Diversity: an investment for continued success

Age

Recruitment & Integration

Training

Career Management

Management & Inclusion

Communication

The

5 ac

tion

leve

rs

Nationality EthnicOrigin

Socio-Economic

backgroundGender Disability

The 6 priority dimensions

Diversity at L’Oréal: our strategy

Sharing a Spirit through learning

• A strategic choice• A first-time collective adventure• An evolution vs a revolution

An ambitious project: 8000 team leaders across 27 countries

by end 2009

Management to Diversity or

Diversity to Management?

A fundamental question:

The L’Oréal Way of learning about Management

• Based on observable behaviours of Leading With Human Sensitivity• Use real-life situations (ie manager- participant’s real team and

current, specific personal challenges) to live and feel the « coaching attitude »

• Experiential & exchange without judgement, self-discovery focus• Support from external experts

Contextualized approach:

Prepare managers to approach their role and responsibility as a team leader in a NEW way, based on who they are and want to be as a

manager

(vs. Managment formulas/tools/tips)

Diversity at L’Oréal SeminarFor Team Leaders

Formation

Clarify the meaning and importance of Diversity for L'ORÉALUnderstand the concept of DiversityIdentify personal, team and organizational barriers to diversityEstablish an individual action plan

Objectives

A two-step implementation process:

Completion of a TNA prior to launch Roll-out of seminar sessions

The Seminar

Formation

-Understand Diversity in society at large and at work-Diversity Filters

Sequence AThe World Around Us

- My awareness- Communication and inclusivemanagement

Sequence BThe Employee

- L’Oréal: Our Diversity Policy, ourExpectations and aspirations

- Diversity & team dynamics- Individual Action Plan

Sequence CThe Team

Day 1

Day 2Presentation by

L’Oréal Senior Manager

Qualitative feedback Europe : More than a simple question of race; Diveristy is about developing inclusive management for all.

• Greatest impact : discovering « invisible differences », microdiscriminiations and one’s own personal filters

• Most important Diversity subjects for employees/ participants :– Career management for experienced employees (« seniors »), for women,

experts and non-marketing– Frequent questions regarding religion

• An Aspiration : engagement of top management which begins by attenting the training themselves

• Beyond diversity : respect, trust, good management practices… be a Great Place To Work In

Verbatims

• « Everyone should walk away from this experience empowered to do more »

• « Un séminaire qui donne envie de s’engager »

• « La diversità, è véramento tutti e ogni giorni avendo une reale attenzione alle persone più di quanto non lo faccia adesso »1

• « Un séminaire indispensable pour tous »

• « Trainings sind gute Möglichkeit, die Notwendigkeit und Bedeutung von Diversity zu verstehen »2

• « He aprendido a conocer mis propias diferencias »3

1 « La diversité, c’est vraiment chaque jour d’apporter une attention particulière aux personnes, plus que je ne le faisais avant »2 « La formation est une bonne occasion pour comprendre la signification et l’importance de la diversité »3 « J’ai pris conscience de mes propres différences »

Where are we today?

• 13 countries launched (85% of overall training volume)

• T end 2008: 5000 managers trained (62%)• 330 sessions successfully completed• 39 trainers active, more to come

Key Success Factors

• Integration into an overall Diversity project: vision & communication

• Importance of coherence with local country & subsidiary business context

• Senior management sets the example• Giving voice to employee point of view,

visions and issues

Thank You!