INCLUSION AND EQUAL

OPPORTUNITY

An inclusive approach to all employees helps underpin

performance and quality of life at work . With this in mind ,

LVMH and its Maisons implement targeted initiatives

under the talent - focused People at Heart   policy .

The Group reached a symbolic milestone in 2025 ,

achieving two key objectives : reaching gender parity

in key positions and meeting its target of having employ -

ees with disabilities make up 2 % of the workforce .

This progress was backed by rigorous safeguards pre -

venting all forms of discrimination . In the last three

years , 79 % of recruitment staff have received non - dis -

crimination training , and unconscious bias awareness

sessions are also available . With regard to gender equality ,

specific programs such as EllesVMH have helped bring

the proportion of key positions held by women to 50 %

in 2025 , up from 23 % in 2007 .

With regard to disability , the Disability Inclusion Office

has supported the integration of people with disabilities

and helped increase the number of employees with

disabilities by more than 300 people across the Group

relative to 2024 , exceeding the 2 % target set out in the

roadmap for 2025 . This approach was reinforced in par -

ticular by the DARE Accessibility program and its call

for innovative projects , which has helped to develop

practical solutions that improve accessibility and raise

employee awareness of the importance of fostering an

inclusive environment . Lastly , LVMH has signed up to

global standards of conduct aimed at combating

discrimination against the LGBTI + community and

supports its employees during Pride Marches via its All

LVMH Pride network .

COMMITMENT TO SOCIETY

AND GOOD CAUSES

LVMH takes action to make the world a better place ,

mobilizing its employees and working with partners at

grassroots level .

LVMH ’ s corporate involvement is backed by

the   major commitment shown by its employees .

In   2025 , 98 % of employees had the chance to con -

tribute to community - oriented initiatives within their

Maisons . Nearly 69 , 000 employees took up this

opportunity through partnerships focused in particu -

lar on helping disadvantaged groups . The Group ’ s

Maisons forged close to 1 , 000 active partnerships ,

reaching more than 2 . 5   million people through these

community initiatives .

The Engaged Maisons Dinner is a standout social

initiative celebrating the Maisons ’ engagement while

supporting causes important to the Group . The event

helped raise funds for Hôpital Robert - Debré ’ s efforts

to combat sickle cell anemia as well as supporting

other good causes .

The Group ’ s flagship initiatives include LIVE ( L ’ Institut

des Vocations pour l ’ Emploi ) , an organization chaired

by Brigitte Macron and supported by LVMH , which

assists people looking to reenergize their careers after

a long period away from employment or navigating

personal challenges . Since its creation in 2019 , more

than 2 , 300 people have participated in the program ,

with a successful outcome rate of over 80 % .

LVMH is committed to combining performance ,

excellence and corporate social responsibility , thereby

helping build a fairer , more sustainable future for its

employees and society at large .

mitment to a safe and healthy working environment

underpinned by a Health & Safety Charter . This char -

ter sets out fundamental health and safety principles

aimed at promoting organizational safety , with a target

of “ zero accidents ” . Keenly aware that everyone has a

role to play , in 2025 the Group raised awareness and

provided training for 80 % of its employees in risk

prevention and first aid .

As part of a broader well - being approach , LVMH and its

Maisons also strive to foster a high - quality work envi -

ronment and work - life balance . In pursuit of this goal , the

Group tailors working practices to each local environment ,

including the right to disconnect and remote working .

Building on this global approach to employee fulfill -

ment , LVMH attaches great importance to paying a

living wage – which is defined as income covering the

basic needs of the employee and their household and

ensuring they can live with dignity . Going beyond reg -

ulatory requirements and with the support of the Fair

Wage Network , this policy applies to the entire Group ,

which means that   everyone is treated with respect

and fairly rewarded for their contribution . Reflecting

this same commitment to promoting fairness and

benefit - sharing , in 2024 LVMH successfully launched

its first   employee share ownership program ,

LVMH   Shares , in 11 locations . This initiative is a con -

crete example of the Group ’ s commitment to giving

employees a stake in its performance .

Lastly , the Group expresses its solidarity through the

LVMH Heart Fund , which offers psychological , social

and financial support to employees facing unexpected

challenges or urgent and serious personal situations .

Nearly 15 , 000 requests have been received since the

fund was established in 2021 .