What L’Oreal USA is committed to: When people of all identities, cultures and backgrounds are accepted and valued, this makes for better companies and stronger communities. Diverse teams with diverse perspectives are more adept at understanding different ideals of beauty, serving a diverse range of consumers and seizing opportunities.

When people of all identities, cultures and backgrounds feel seen, connected, supported and proud, this sense of belonging makes for better companies and stronger communities.

Diversity, Equity & Inclusion fuels the innovation, inspiration and ambition that helps us to create the beauty that moves the world.

Our mission for DE&I is simple… to build the standard in our industry to make beauty inclusive and we do so by focusing on 4 main pillar strategies of Gender and LGBTQIA+, Disability, Socioeconomic Multicultural Origins, and Leadership Development.

We believe it is our responsibility to maintain a commitment to consistently measure and impact equity through various dimensions of diversity in a sustainable way. L’Oreal USA has benchmarked our performance and been honored by various organizations for its diversity efforts with regard to female executives, women of color, and LGBTQ and employees with disabilities, most recently EDGE MOVE certification for our efforts for gender and EDGEPlus recognition for intersectional equity.

Diversity, Equity and Inclusion has been a part of our DNA and a foundation for our Ethics. Our strategy over the last two years has been to amplify DEI across our ecosystems with the following focus:

• Acquire/grow diverse pipeline of talents at all levels and in our management teams, in alignment with the market. Diverse hires since January have averaged 50 percent of our total hires, and our HR and Talent Acquisition teams have reached out to new sources of talent at HBCUs, Veterans organizations, and Disability partners. We have created a Diverse Future Leaders Program focused on students who may not have considered our industry as an opportunity.
• Promote inclusive/safe workplace by addressing the Pay Gap, leveraging and supporting 9 Employee-led Think Tanks, creating moments of listening, understanding, enhancing communications, and creating psychological safety and belonging.
• Education has been expanded with more virtual diversity, equity and inclusion training across all sites on topics such as bias, microaggressions, stereotyping, mental health, disability awareness.
• Build strong partnerships with external and internal ecosystems by developing strategic partnerships with key NGO partners such as the NAACP, National Organization on Disability, Coqual, Anti-Defamation League, American Jewish Council, Ascend PROMUNDO, Hispanic Federation, United Nations, The National Association of Advertisers, among many others. We have also created a Diversity and Inclusion Advisory Board, chaired by the CEO, to help drive this strategy that is comprised of many of the NGOs leaders mentioned, D&I Professionals, entrepreneurs, educators, and internal employee leaders.

The L’Oreal for the Future Campaign has a focus on sourcing from economically disadvantaged communities around the world. The Supplier Diversity Council which works in tandem to enhance the company’s spend and engagement with underrepresented suppliers. Through this effort, we have doubled the number of suppliers that have identified as diverse in our preferred supplier list and inspired L’Oréal suppliers to employ those most underrepresented.

What have we learned? We have learned how increasingly connected the world is becoming. Now more than ever, people are searching for safety, belonging and purpose. We will continue to listen, evolve and grow as an organization, along with our strategic partners through sustainable and authentic levels of engagement.