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L’ORÉAL WINS FIRST GLOBAL DIVERSITY AWARD

L’Oréal’s firm commitment to promoting diversity among its employees, customers and suppliers, and the Group’s overall culture of inclusiveness has earned it the very first Diversity Best Practices’ Global Leadership Award.

L’Oréal’s CEO, Mr. Lindsay Owen-Jones has long been a fervent proponent of diversity and feels his company’s success is in large part due to the culture of inclusion he and his teams have worked hard to promote. “For me, diversity goes beyond ethnicity, culture or gender. It’s about recognizing, respecting and valuing difference. Recognizing that there is not a single correct way to see or do things. Respecting differences of sensitivity or opinion. And valuing the contribution that all those differences make to your success.”

Worldwide Recognition

The Diversity Best Practices 2004 Global Leadership Award recognizes the world's most progressive companies and their leaders for embracing diversity in markets, workforces and communities.
L’Oréal is being honored for creating a corporate culture that embraces and drives diversity throughout the company. Mr. Owen-Jones has been honored with the very first Diversity Best Practices’ Global Leadership Award. "L’Oréal’s efforts to make diversity a business imperative as much as a social one are not just worthy of recognition, they are an extraordinary example for other companies to follow," said Ms. Edie Fraser, President and founder of Diversity Best Practices and the Business Women’s Network. “Lindsay Owen-Jones is taking advantage of every opportunity to create a new business culture that is progressive, inclusive and, most importantly, lucrative as diversity has a bottom line.”
A number of CEOs and top managers from the world’s best-known firms have also received awards for achievements in promoting diversity. Sharing the limelight are Tom Freston of Viacom, Jack Ward of Russell Corp., Jim Quigley and Barry Salzburg of Deloitte & Touche, Anne Mulcahy of Xerox, A. Maurice Meyers of Waste Management, William Swanson of Raytheon, Bob Beauchamp of BMC Software, Stephen Sanger of General Mills and J. Wayne Leonard of Entergy.

Multiplying Diversity

For Lindsay Owen-Jones, to a large extent, L’Oréal’s strength comes from the diversity of its teams “We like to say that to be a global company, you first have to be global from within. So a mosaic of people of different cultures and origins is a real asset for our company. But it goes beyond that. Our experience is that diverse teams are actually more creative, more innovative.”


The Group’s diversity policy is a multi-goal program to promote and facilitate inclusiveness on three different levels: employees, customers and suppliers. In the U.S. L’Oréal’s diversity program includes important measurement tools to track, monitor and benchmark the company’s progress, all under the supervision of a Vice-President of Diversity. This multi-pronged program evaluates workforce diversity recruitment, retention and advancement, procurement of goods and services from minority and women-owned businesses.

Appreciating And Valuing Differences

Crossing cultures for so many decades has naturally led to a broad-minded vision of not only people, but also products. Mr. Owen-Jones emphasizes that his company is keenly aware of the necessity of recognizing the diversity of its customers. “At L’Oreal we do not try to export or impose a single view of beauty. On the contrary, all our brands must reach out to people of very different types around the world. But additionally, and this is quite original for a company like ours, we have developed a unique portfolio of brands, each one with a different cultural origin to better satisfy the differences and sensitivities of people around the world.”