Diversities are our priority
Our main actions
Regarding recruitment, L’Oréal has identified two major areas:
• Diversification of sourcing to have access to a broader range of profiles
• Objectifying the recruitment process to ensure fair selection
Forum: "Diversita al Lavoro"
After the successful “Employment & Diversity” Forums in France, created by L’Oréal and IMS Entreprendre pour la Cité in 2006, Italy held its first edition of “Diversità al lavoro” (Diversity at Work ) in 2008 in partnership with the “Soladidas” foundation and UNAR.
18 companies participated and 320 candidates, foreign or with disabilities, were interviewed. From these candidates, 19 were hired. The event was repeated in 2009 and 2010.
Juntos, Podemos
In 2009, L’Oréal Spain launched an integration program for trainees with disabilities in partnership with Manpower Foundation. This initiative consists of a 6-month training program to help persons with disabilities, develop their skills in a professional environment. Tutoring was also provided by L’Oréal employees.
Objective processing of applications
Since 2004, a computerized system has been used to register, process and monitor all job applications received through the Group website, by using an objective grid.
Certain types of information have been deleted to avoid recruiters’ search operations that could be construed as discriminatory:
• Since February 2006, home addresses, one type of information considered to be amongst the most discriminatory according to studies conducted in France.
• Since 2008, gender, age and nationality.
• Diversification of sourcing to have access to a broader range of profiles
• Objectifying the recruitment process to ensure fair selection
Forum: "Diversita al Lavoro"
After the successful “Employment & Diversity” Forums in France, created by L’Oréal and IMS Entreprendre pour la Cité in 2006, Italy held its first edition of “Diversità al lavoro” (Diversity at Work ) in 2008 in partnership with the “Soladidas” foundation and UNAR.
18 companies participated and 320 candidates, foreign or with disabilities, were interviewed. From these candidates, 19 were hired. The event was repeated in 2009 and 2010.
Juntos, Podemos
In 2009, L’Oréal Spain launched an integration program for trainees with disabilities in partnership with Manpower Foundation. This initiative consists of a 6-month training program to help persons with disabilities, develop their skills in a professional environment. Tutoring was also provided by L’Oréal employees.
Objective processing of applications
Since 2004, a computerized system has been used to register, process and monitor all job applications received through the Group website, by using an objective grid.
Certain types of information have been deleted to avoid recruiters’ search operations that could be construed as discriminatory:
• Since February 2006, home addresses, one type of information considered to be amongst the most discriminatory according to studies conducted in France.
• Since 2008, gender, age and nationality.