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2016 Social Responsibility Report This 2016 Social Responsibility Report describes the LVMH group’s corporate social responsibility (CSR) policy, approach and initiatives. For additional information on the LVMH group’s social responsibility data, please refer to the cross-reference tables on page 73. Cover photo: presentation of the designs of Camille Boillet, winner of the Young Talent award at the “Cultures et Création” fashion show during Greenshowroom in Berlin. This document is a free translation into English of the original French “Rapport responsabilité sociale 2016”, hereafter referred to as the “2016 Social Responsibility Report”. It is not a binding document. In the event of a conflict in interpretation, reference should be made to the French version, which is the authentic text. 2 CONTENTS KEY EMPLOYEE-RELATED INDICATORS FOR 2016 ............................................ 4 HIGHLIGHTS OF 2016 .................................................................................................. 6 EXTERNAL RECOGNITION ........................................................................................ 8 FOUNDATIONS OF THE GROUP’S SOCIAL RESPONSIBILITY POLICY ............ 9 The LVMH group’s long-standing values ................................................................................................... 9 Diverse business lines ............................................................................................................................... 10 Main social responsibility issues ............................................................................................................... 11 Social responsibility strategy .................................................................................................................... 12 LVMH’s international commitments ........................................................................................................ 13 Process and project momentum................................................................................................................. 14 Coordinating our approach ........................................................................................................................ 15 Operational implementation ...................................................................................................................... 16 Relationships with stakeholders ................................................................................................................ 17 Types of stakeholder relationships (excluding partnerships) .................................................................... 18 The LVMH group’s main partnerships....................................................................................................................... 19 1. DEVELOPING TALENT AND SKILLS ................................................................. 21 Recruitment – a key moment .................................................................................................................... 21 Employee professional development......................................................................................................... 26 Preserving expertise .................................................................................................................................. 31 Compensation............................................................................................................................................ 35 2. MANAGING WELL-BEING AT WORK ................................................................ 37 Health and safety issues ............................................................................................................................ 37 Group company programs and initiatives for well-being at work ............................................................. 41 Organization of working time ................................................................................................................... 43 Labor relations .......................................................................................................................................... 45 3. PREVENTING DISCRIMINATION AND RESPECTING INDIVIDUALITY ...... 50 Developing shared prevention practices .................................................................................................... 50 Promoting gender equality in the workplace ............................................................................................. 52 Fostering the employment of people with disabilities ............................................................................... 55 Providing career support for older workers ............................................................................................... 58 4. SUPPORTING LOCAL COMMUNITIES AND REGIONAL DEVELOPMENT .. 61 Jobs and regional development ................................................................................................................. 61 Supporting SMEs and entrepreneurs ......................................................................................................... 64 Supporting integration through employment ............................................................................................ 66 Supporting vulnerable populations and those in need ............................................................................... 69 REPORTING METHODOLOGY ................................................................................. 72 SUMMARY REPORT OF SOCIAL RESPONSIBILITY DATA ................................ 73 GRI (version G4) indicators used .............................................................................................................. 73 Topics and indicators from the French Decree of April 24, 2012 (Grenelle II) ........................................ 74 Sustainable Development Goals................................................................................................................ 76 3 KEY EMPLOYEE-RELATED INDICATORS FOR 2016 2015 2016 2015 2016 Number of Number of employees hired 27,227 33,477 employees 125,346 134,476 on permanent contracts Up 7.3% Up 22.9% (EUR millions) 2015 2016 Net permanent job creation 3,687 8,692 Personnel costs 5,991.8 6,408.4 Up 6.5% Up 136% Employees by geographic region Employees by business group * As % of total workforce on fixed-term and permanent contracts * As % of total workforce on fixed-term and permanent contracts as as of 12/31/2016 of 12/31/2016 Breakdown of female employees by professional category Breakdown of female employees by business group 4 Training investment in 2016 Training overview in 2016 (EUR millions) Training investment Up 13.5% Number of people who completed Up 8.5% safety training Number of young people on apprenticeship or work-and-training 1,179 contracts Days of training Up 7.5% The LVMH group and its companies’ main schools and training Main partner training organizations, schools, universities and centers chairs Institut des Métiers d’Excellence (LVMH) École Boulle, École de la Chambre Syndicale de la Couture, School of leather Leather crafts training Massoli FERRANDI Paris, LVMH’s Institut des Métiers d’Excellence goods center (Loewe) Academy (Louis Vuitton) (Fendi) École Centrale ESSEC, HEC, Central Saint Martins Paris, MINES EM Lyon, (London); Parsons ParisTech, Arts Grenoble EM, School of Design Academy of et Métiers EDHEC, ESCP, (New York); Institut Expertise École Boucicaut (Le Académie de l’Art des ParisTech NEOMA Français de la Mode; (Berluti) Bon Marché) Métiers (Loro Piana) ENSAM, Icam Business School Institut Technique Universities: École Supérieur du Textile, Fontaines Bocconi (Milan); Polytechnique de l’Habillement et de Parfumées Fine watchmaking LVMH watchmaking LUISS (Rome); Fédérale de la Mode (Biella); (Louis Vuitton workshop (Bvlgari) school (TAG Heuer et Ca’ Foscari Lausanne, Institut Marangoni; and Parfums Zenith) (Venice); Polytechnic École Duperré; École Christian Dior) Catholic University of Ferrières; INESCOP; University Turin, CEW (Milan); Polytechnic Singapore University of Management Milan University; St. Gallen Proportion of employees with disabilities Number of managers who took France Worldwide advantage of internal mobility 2,500 4.5% 1% opportunities within the Group in 2016 Senior management vacancies filled 74% Value of services entrusted to sheltered through internal promotions and disability-friendly sectors in Up 6.5% France Amount spent on improving health and Employees aged 50 and up Up 16.6% safety and working conditions France Worldwide 24.2% 13.5% 5 HIGHLIGHTS OF 2016 JANUARY 2016 FEBRUARY 2016 January 22: LVMH joins forces with ESSEC to create the February 13: LVMH sponsors the Montfermeil Cultures et Savoir-Faire d’Exception Chair. Création fashion show for the sixth year running. MARCH 2016 MARCH 2016 March 14: the first Disability & Responsible Purchasing trade March 29: IME opens its temporary village in show, organized by Groupe Les Echos in association with Clichy-sous-Bois and Montfermeil offering opportunities to LVMH and the Société Générale group. find out about Métiers d’Excellence (expert professions). MAY 2016 JUNE 2016 May 20-22: 145,000 visitors attend the third Journées LVMH launches a brand new mentoring program with the Particulières open-house event. co-founders and pilots of Solar Impulse. 6 JUNE 2016 JULY 2016 Winners of the 2016 LVMH Prize for Young Fashion June 30–July 2: LVMH opens the doors of its Luxury Lab at Designers, on