800 employees at 22 Maisons across LVMH’s six busi-

ness groups. Discussion groups were held all over the

world, bringing together young employees, women

executives, HR partners and senior managers. This

new collaborative and engaging approach builds closer

ties between the HR community and employees, an

essential element in any growing organization.

In October 2024, LVMH also conducted a Group-

level employee engagement survey, Pulse. Over

145,000 people – from every profession and every

level of seniority – took part, equating to three-

quarters of LVMH’s workforce. Based on this feedback

from employees, the Group can take practical action

to address their needs. The Pulse survey will be run

every two years.

Bringing us closer to our employees, the LVMH

Heart Fund exists to listen to and support them

through the trials of life. Created in June 2021, this

emergency fund is designed to support all Group

employees, regardless of seniority and geographic

location, who find themselves faced with challenging

circumstances. It provides two free and confidential

complementary services: social and psychological

support, and financial support subject to eligibility

criteria. In the three and a half years since its launch,

the fund has proved its ability to respond quickly

and effectively in the most difficult situations. It

has assisted more than 9,300 people from across

five continents.

Diverse, inclusive

corporate culture

LVMH is more convinced than ever that equal oppor-

tunity is created by an approach that combines pre-

venting discrimination and ensuring diversity. The

Group continues to roll out its roadmap, calling on all

its Maisons to further improve equity in HR manage-

ment and the experience of its employees, partners

and customers.

In 2024, LVMH celebrated its third global Voices of

Inclusion Week highlighting the Maisons’ engagement

and initiatives. Through the LVMH Inclusion Index,

which monitors diversity and inclusion, the Group also

identified no fewer than 260 initiatives run by Maisons,

regions and networks covering the full range of rele-

vant areas, from gender equity, LGBTI+ and disability

through to national and social origin, generations, and

Group-wide initiatives to promote an inclusive culture.

Because LVMH believes that diversity and inclusion

are everyone’s business, over 100,000 Group

employees have already completed the “Managing

bias and promoting inclusion at LVMH” online training

program, available to all employees in nine languages.

In parallel, recruiters continued to take action to

prevent discrimination, with 72% of them having

completed training in the last three years. Employees

have not hesitated to act on those diversity and

inclusion issues that matter most to them: our

employee networks, made up of community mem-

bers and their allies, continue to grow, with 29 local

chapters in North America, Europe and Asia and

more than 14,000 members around the world.

LVMH and its Maisons are committed to creating a

working environment where everyone can flourish

while respecting their gender identity and sexual ori-

entation. The publication of an LGBTI+ activity report

in 2024 highlighted this longstanding commitment.

The Group also supported thousands of employees who,

cheered on by the All LVMH Pride employee networks,

took part in pride marches in Tokyo, Los Angeles, Paris,

London, Madrid and Taiwan, proudly sporting T-shirts

specially designed by Fendi’s design studio.

For over 15 years, LVMH has been committed to profes-

sional development for women with its EllesVMH pro-

gram, which is well on the way to achieving its primary

target of having women in 50% of the Group’s key

positions by 2025. This figure currently stands at 48%,

compared to 23% in 2007. In addition, 65% of executive

and managerial positions at LVMH are held by women,

and 17 of the Group’s Maisons and Divisions are headed

by women. Another essential aspect of EllesVMH is

passing on skills and expertise. In March 2024, LVMH

launched EllesVMH Collective, a global online career

development mentoring program for women. More than

5,000 women have already registered for the program.

The Group is also working harder than ever to expand

opportunities for people with disabilities to work in

the luxury sector. LVMH continued with its interna-

tional efforts in 2024, spurred on by its target of

having people with disabilities make up 2% of its

workforce in 2025 (1.9% in 2024 compared with 1.1%

in 2020). For example, the Group launched Disability

Etiquette training for HR staff and managers in China

and raised awareness among the Maisons of the need

to create accessible digital tools.

Boosting the Group’s appeal

for future generations

The luxury industry has a promising future and the

Group offers many opportunities for up-and-coming

generations. Launched in 2021, the Inside LVMH plat-

form – a gateway to the LVMH universe – provides

young people all over the world with free access to

resources about the Group and the luxury industry.

Over 331,000 young people have already registered

for this online platform, and more than 125,000 have

obtained Inside LVMH certification by completing a

30-hour training course.

19000

EMPLOYEES TOOK

ADVANTAGE OF A CAREER MOBILITY

OPPORTUNITY IN 2024

145000

EMPLOYEES TOOK

PART IN THE LVMH GLOBAL

PULSE SURVEY