2 0 1 9 S o c i a l R e s p o n s i b i l i t y R e p o r t
P R O M O T I N G D I V E R S I T Y A N D F O S T E R I N G I N C L U S I O N AT W O R K
The LVMH Group endeavors to build an inclusive organiza-
tion that celebrates what makes each employee and each
candidate special. The LVMH Code of Conduct provides a
shared ethical framework for the Group and its Maisons. It
guides the behavior of all, covers the fight against any form of discrimination related to gender, origin and sexual orien-
tation, and structures each one of the Group s commitments
and practices regarding recruitment.
A REAFFIRMED COMMITMENT TO COMBATING DISCRIMINATION
Since 2011, LVMH has focused in particular on preventing all
forms of discrimination and promoting diversity. In March
2019 in Paris, and again in June in New York, members of the Executive Committee and Maison Presidents came together
to sign the UN Standards of Conduct for Business on tackling
discrimination against Lesbian, Gay, Bi, Trans, and Intersex
(LGBTI) people. The Maisons have implemented numerous
initiatives, including the partnership between Make Up For
Ever and Institut Hetrick Martin, set up in 2018, or Rock your Rainbow launched by Sephora.
A CONTINUOUS PROCESS TO REINFORCE INCLUSION
The Group trains its employees, in particular those involved
in recruitment, specifically in the prevention of discrimination through a mandatory training course. In 2019, anti-discrimi-
nation training was provided to 3,442 managers, a group that plays a key role in spreading the Group s values.
Since 2008, the Group has tasked an independent firm to conduct discrimination tests on job vacancies published
in order to implement suitable measures where necessary.
Since 2014, LVMH has regularly rolled out campaigns over
many years and on a global scale. In 2019, the first inquiry was conducted into the risk of discrimination in the recruitment
process. The results were presented to the HR directors for
the Group and each Maison, and suitable measures were put
in place where necessary.
In late 2019, LVMH launched a training program for Group
executives to combat prejudice and raise awareness about
the inclusion of LGBTI people. Consequently, a global
program focused on cognitive bias and inclusive leadership
was launched for all employees. In 2019, Moët Hennessy
Diageo organized a conference on stereotypes as part of
In 2019, the Group set up a Diversity and Inclusion
Department. Furthermore, as part of the Group s efforts to
prevent psychosocial risks, anti-bullying champions were
appointed within its Maisons in France, in accordance with the
French law For the Freedom to Choose One s Professional Future signed on September 5th, 2018.
PREVENTING DISCRIMINATION AND ENCOURAGING DIVERSITY ARE
DEEPLY ROOTED IN THE GROUP CULTURE. THAT IS WHY LVMH AND ITS
MAISONS PUT IN PLACE INITIATIVES TO PROMOTE THE INCLUSION OF
EVERYONE AT WORK.
LVMH is formally committed to ensuring that all employees enjoy their rights irrespective of skin color, sex, religion, political convictions, national or social origin, age, disability, trade union membership, sexual orientation, or gender identity. LVMH CODE OF CONDUCT