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Disabilities: A  Source  of  Innovation         From  Perceived  Ideas…       …To  Reality  

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From  Appropriate  Behaviors…       …To  Tips        L’Oréal’s  Commitment  to  People  with  Disabilities       Initiatives  to  Share       The  Workforce  at  L’Oréal  USA       The  Workplace  at  L’Oréal  USA         The  Marketplace  L’Oréal  USA       L’Oréal’s  Policies  to  Support  People  With  Disabilities  at  Work         Individual  Adaptation       You  want  to  know  more?      

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The objective  of  this  guide  is  to  help  you  discover  disability  in  its  multiple  forms,  and  adopt  attitudes  to   facilitate   relationships   with   people   with   disabilities.   This   guide   is   not   intended   to   be   comprehensive:   disability  is  a  topic  too  broad  and  too  human-­‐centered  to  be  summarized  in  a  single  guide.    


Disabilities: A Source of Innovation From a  Game  of  Chance…   Originally,   disability   referred   to   a   principle   of   equal   opportunities.   The   English   word   Handicap   comes   from  the  expression   hand  in  cap,  which  meant  "the  hand  in  the  hat".    It  was  a  game  of  chance  where   players   put   their   bets   in   a   hat.   In   the   18th   century,   the   term   was   applied   to   sport   for   race   fields.   To   equalize  the  chances  of  victory  and  stimulate  the  bets,  the  strongest  competitors  were  "disabled":  they   had   a   greater   distance   to   travel.   It   is   only   in   1950   that   the   word   "disability"   was   used   in   the   field   of   medicine.  scientific  innovation     Disability   is   at   the   center   of   many   technological   inventions.   Alexander   Graham   Bell   invented   the   telephone  as  a  result  of  his  research  on  hearing  and  speech.  His  wife  and  his  mother  were  both  deaf:  he   spent  his  life  learning  to  talk  to  deaf  people  and  to  develop  hearing  aids.     Historically,  the  remote  control  was  created  to  compensate  for  motor  disability,  and  allow  people  with   mobility   problems   to   change   television   channels   remotely.   The   principle   was   the   same   as   voice   recognition:  it  was  created  to  allow  people  with  reduced  mobility  use  of  electronic  devices.  These  two   inventions  are  commonly  used  by  all  of  us  now!    

Skills first!   All  employees  are  first  recognized  for  their  competency.    This  means  that,  even  if  an  employee  faces  a   disability,   he/she   is   able   to   work.   Consider   Ludwig   van   Beethoven,   deaf   since   the   age   of   26,   who   composed  numerous  musical  works,  with  the  talent  that  we  know?  The  example  of  the  famous  physicist   Stephen  Hawking  also  shows  us  how  disability  and  skills  are  linked.  The  latter,  completely  paralyzed  due   to  his  illness,  has  been  advancing  sciences  in  a  huge  way.  This  is  also  true  in  the  sports  world:     Oscar   Pistorius,   South   African   sprinter   deprived   of   his   shins,   was   able   to   run   the   100   m   in   under   11   seconds.    

At L’Oréal,  we  believe  all  qualified  candidates  have  the  right  to  employment....   By  hiring  people  with  disabilities,  businesses  not  only  fill  vacancies  with  qualified  employees,  but  also   gain  an  opportunity  to  harness  the  power  of  diversity.  These  employees  offer  unique  perspectives  which   can  positively  impact  the  development  of  new,  innovative  business  strategies.    Additionally,  employees   with  disabilities  can  help  employers  cut  costs  and  increase  profits:     Customers  with  disabilities,  their  families,  and  associates  are  estimated  to  represent  a  one   trillion  dollar  market  segment.    Employees  with  disabilities  can  provide  insight  to  accessing  that   market.       Employees  with  disabilities  have  exceptionally  low  turnover  rates  which  reduce  recruiting  and   training  costs.    



From Perceived Ideas… Take this  “True  or  False”  Quiz:  

I am  in  good  health!    Disability  does  not  concern  me.    

False!    Almost   one   in   two   people   will   face   a   sustainable   or   reversible   disability   during   their   active   lifetime.    

Ok, but  once  a  disability  is  identified,  you  can  no  longer  work.        

False! There   are   different   solutions   to   adapt   a   position   and   allow   a   person   to   continue   his/her   activity,  quite  operationally.      

One can  work  with  a  disability,  but  absenteeism  is  high.    

73% of  businesses  

False! Experience   shows   that   people   with   disabilities   are   more  diligent  and  motivated  than  their  colleagues.     Disability   is   often   seen   through   stereotypes   and   perceived   ideas.   A   better   understanding   of   disability   helps   to   improve   relations   and   raises   many   questions:   "how   should   I   deal   with   my   hearing   impaired   colleague?",   "can   I   talk   to   him   about   his/her   disability",   "what   is   my   role   in   the   integration   of   a   visually  impaired  colleague?",  and  so  on.  


report that  their  employees   with  disabilities  do  not   require  any   accommodations  at  all.   An  Able  Trust  Employer   Attitude  Study  

…to reality Reality For many   people,   disability   is   associated   with   a   cane   or   a   wheelchair.   But   there   are   many   other   disabilities  which  are  not  always  visible.    They  may  be  partial,  temporary  or  long  term.  

Motor Disabilities  

This  covers  all  the  disorders  that  can  cause   upper  and/or  lower  limbs’  immobility.  It  can   be  caused  by  muscular-­‐skeletal  disorders,   chronic  low  back  pain,  Polyarthritis,  arthritis   and  other  diseases.    

Visual Disabilities

  This  refers  to  not  only  those  who  are  blind   but  also,  in  the  vast  majority  of  cases,  to   those  who  are  visually  impaired,  whose   sight  can  be  corrected.  In  certain  jobs,  a   “color  blind”  person  can  be  recognized  as  a   person  with  a  disability.    

Mental Disabilities

This  concerns  people  who  have  learning   difficulties  and  other  limitations  to  their   mental  functions  (memory,  concentration,   understanding,  communication,  etc.).    

54 million  Americans  -­‐  a  full  19  percent  of  the  non-­‐ institutionalized  population  -­‐  suffer  from  a  disability.    

Among them:   1  million  are  unable  to  hear  conversation.   1.8  million  are  unable  to  see  printed  words.   2.5  million  have  difficulty  having  their  speech  understood.   3.3  million  use  a  wheelchair.   10  million  use  a  walking  aid  (cane,  crutches,  walker)   16.1  m illion  have  limitations  in  cognitive  functioning  or   mental  illness  that  interfere  with  daily  activities.   Source:  2010  C ensus  Data  

Hearing Disabilities  

In  the  same  way  as  visual  disability,  we  have  to  distinguish  those  who  are  deaf  (total  loss  of  hearing   capacity)  from  those  who  are  hearing  impaired,  the  large  majority  of  whose  disability  may  be  corrected.   Depending  on  the  circumstances,  this  disability  can  be  accompanied  by  an  inability  to  speak.      

Psychological Disabilities  

This  covers  very  diverse  pathologies  including  depression,  anxiety  disorders,  bipolar  disease,  and   schizophrenia,  among  a  whole  range  of  other  conditions  

Disabling disorders  and  conditions  

This  concerns  all  digestive,  respiratory,  infectious,  or  cardiovascular  diseases,  which  lead  to  constraints.   It  also  concerns  allergies,  musculo-­‐skeletal  disorders,  asthma,  or  obesity.          

Cognitive Disabilities  

This  concerns  dysfunctions  of  intellectual  and  emotional  activities  (memory,  concentration,  reading,  and   understanding).  For  an  example,  Dyslexia  can  be  considered  as  a  cognitive  disability.    


From Appropriate Behaviors… The more  you  know  about  the  various  situations  associated  with  disability,  the  more  comfortable  you   will  be  relating  to  a  person  with  a  disability.    Here  are  some  points  to  consider:     It  is  better  to  say  "a  person  with  a  disability"  rather  than  a  "disabled".      "Disabled"  is  an  adjective   and  reduces  the  person  to  this  one  problem  (for  example,  a  "blind  person"  is  not  only  blind:  he   or  she  can  be  tall,  brown-­‐haired,  or  blond-­‐haired,  he  or  she  can  like  sports,  or  be  a  chef,  etc.).     A  person  with  a  disability  must  be  regarded  as  an  entire  person  and  not  be  defined  by  his  or  her   disability.  He  or  she  has  his  or  her  own  uniqueness  beyond  the  disability.       Each   person   is   unique.   People   with   disabilities,   even   when   their   disabilities   seem   identical   in   nature,  are  distinct.  It  is  important  to  identify  each  person’s  individual  abilities.       It  is  important  to  respect  the  choice  of  a  person  who  does  not  respond  to  some  questions,  or   does  not  accept  the  assistance  that  we  offer.     In   a   very   large   majority   of   cases,   the   person   with   a   disability   knows   what   he/she   needs.   Ask   him/her  directly  instead  of  making  assumptions.       Choose   your   language   carefully.     Many,   if   not   most   disabilities   are   undisclosed.   Don’t   risk   offending  someone  with  offensive  or  stereotypical  language.   Take  this  “True  or  False”  Quiz:   With  someone  who  is  blind,  I  must  watch  my  language  and  avoid  using  verbs  such  as   “see”  and  “anticipate”.  

False! Blind  or  visually  impaired  people  use  these  verbs  and  are  not  shocked  when  we  use  them.     To  help  a  colleague  in  a  wheelchair  to  move,  it  is  recommended  to  push  his/her   wheelchair  for  him/her.    

False! The  wheelchair  is  an  extension  of  the  person’s  body.  He  or  she  will  not  appreciate  the  gesture   even  if  it  comes  with  good  intentions;  except,  of  course,  if  he  or  she  asks  you.   Coworkers  with  disabilities  can  enrich  the  work  environment.    

True!  According  to  a  Louis  Harris  poll  in  2005,  87%  of  the  employees  working  with  colleagues  with   disabilities  say  their  presence  is  enriching.        


…to Tips Here are   some   courtesy   tips   to   facilitate   interactions   in   a   variety   of   situations   involving   persons   with   disabilities.  We  know  them  for  the  most  part  but  some  are  unknown.    The  most  fundamental  tenet  is   not   to   make   assumptions   about   a   person’s   needs   and   abilities   –   to   avoid   stereotypes   and   mistaken   assumptions,  direct  communication  is  always  best.   With  motor  disabilities:  

Provide the  person  an  opportunity  to  sit  if  he/she  feels  the  need.     Assist  the  person’s  mobility  by  clearing  passageways.     Adapt  your  speed  of  movement  with  that  of  the  person  with  the  disability.     With  visual  disabilities  

When entering  a  group,  introduce  the  person  who  is  blind  or  visually  impaired,  and  inform  them   of  the  people  in  the  group.   Do  not  change  the  objects  in  place  without  warning.     If  you  are  offering  a  seat,  gently  place  the  individual's  hand  on  the  back  or  arm  of  the  chair  so   that  the  person  can  locate  the  seat.   With  hearing  disabilities:  

Deaf or  hard  of  hearing  should  be  approached  gently  to  avoid  an  abrupt  surprise.   Talk  with  a  normal  rate  without  exaggerated  movements  of  the  mouth.   Speak   clearly,   in   a   normal   tone   of   voice,   and   keep   your   hands   away   from   your   face   to   better   project  your  voice.  

With mental/cognitive/intellectual  disabilities:    

Do not  stereotype.    Give  him/her  time  to  respond  and  express  him-­‐  or  herself.     Be   aware   of   non-­‐verbal   language.   Quick   breathing,   sweating,   and   impatient   movements,   may   indicate  discomfort.     Give  the  person  time  to  react  and  understand.   Do  not  adopt  an  attitude  of  patronization  with  the  person.     Ask  the  person  their  preferred  means  of  communication  –  are  long  or  complex  sentences  hard   to  follow?  Do  they  do  better  with  written  instructions  or  orally?   These  tips  are  also  true  for  all  relationships  we  have  on  a  daily  basis.    This  is  how  we  communicate!      


L’Oréal’s Commitment to People with Disabilities L'Oréal  considers  the  recruitment,  integration  and   advancement  of  people  with  disabilities  as  a  necessary   commitment  towards  all  of  its  employees  and   stakeholders.      

  “L’Oréal  made  disability  a  priority  within  its   policy  of  diversity.  We  all,  each  at  our  level,   site  by  site,  men  and  women  of  human   resources,  and  other  departments,  are   mobilized  around  this  theme:     Make  L’Oréal  the  example  of  recruitment  and   integration  of  people  with  disabilities. ”     Jean-­‐Paul  Agon,     Chairman  and  CEO   L’Oréal  Group              

“L’Oréal  USA  has  been  implementing   programs  in  support  of  people  with  disabilities   for  several  years.    In  2012,  the  10th  year   anniversary  of  our  commitment  to  Diversity  &   Inclusion,  we  go  on  creatively  enhancing  our   representation  and  support  of  this  highly   important  and  rapidly  growing  community.”     Angela  Guy,   Senior  Vice  President     Diversity  &  Inclusion    

To  reach  this  goal,  L’Oréal  launched  a  comprehensive   worldwide  disability  policy  based  on  5  major  points,   complementary  to  each  other:       1. Recruit  qualified  people  with  disabilities.       2. Retain  employees  with  disabilities.     3. Develop  subcontracting  with  suppliers  that  hire     people  with  disabilities.     4. Inform  and  promote  awareness  of  people  with     disabilities.       5. Implement  accessibility  solutions.                                          



Initiatives to Share L'Oréal Worldwide  Awards     “Initiatives  for  Disability"     This   award   program   was   created   to   share   and   showcase   best   practices   regarding   disability   initiatives.   2008  was  the  inaugural  year  of  the  program.  The  awards  are  distributed  every  two  years.   The  Second  Edition,  in  2010,  recognized  several  ambitious  initiatives.     2010  Winners     All  of  the  initiatives  were  submitted  to  two  multidisciplinary  juries,  composed  of  employees  of  L’Oréal   and   of   external   professionals   including   Agefiph   (national   organization   for   employment   of   people   with   disabilities),   associations,   consulting   firms,   etc.     Winners   were   selected   according   to   specific   criteria   (results   of   the   initiative,   transferability   of   the   initiative,   quality   of   the   partnership,   etc.).   The   trophies   were  finally  awarded  to  5  entities  for  their  exemplary  actions  towards  disability.     The  winning  groups  were:                                                              Grand  Prize   L’ORÉAL  Professional  Products  Division  

                                         Innovation  Prize  

L’ORÉAL Consumer  Product  Division  

The  Partnership  Prize  

BRI Beauty  Research  &  Industries  

The  Accessibility  Prize   FAPAGAU  

The Espoir  Europe  Prize   L’ORÉAL  España     In   2012,   L’Oréal   USA   will   compete   for   the   1st   time   in   the   Third   Edition   of   these   worldwide   internal   trophies.   L'Oréal  USA’s  commitment  to  people  with  disabilities  is  part  of  its  Diversity  &  Inclusion  mission  which   aims  at  creating  a  great  place  to  work  for  all.   In   the   US,   we   organize   our   commitment   across   the   Workforce,   Workplace   and   Marketplace   through   our  recruiting,  retention,  subcontracting,  educational  awareness  and  accessibility  solutions.          


The Workforce  at  L’Oréal  USA    


Recruiting and Retaining Employees with Disabilities Within the   disability   policy,   the   following   insights   were   developed   to   promote   the   employment   of   people  with  disabilities:     Our  overall  recruiting  efforts  include  people  with  disabilities  (including  veterans).   Partnerships  are  leveraged  with  associations  specialized  in  disability  and  inclusion.     The   recruitment   of   interns   with   disabilities   allows   them   to   discover   a   large   company   such   as   L’Oréal,  its  businesses,  its  values  and  its  culture.       In  the  US,  L’Oréal  USA  Employees  have  the  right  –  but  not  the  obligation  -­‐  to  disclose  their  disability.    It  is   your  choice  whether  or  not  to  let  your  co-­‐workers  or  the  company  know  that  you  have  a  disability.    That   said,   there   is   power   in   numbers.     Our   ambition   is   to   increase   awareness   of   the   sheer   number   of   employees   and   other   stakeholders   with   whom   we   work   every   day   who   have   one   sort   of   disability   or   another,   and   thereby   to   remove   any   stigma   associated   with   the   “disabled”   label.     We   want   to   make   L’Oréal  a  great  place  to  work  for  all.         Jose  Garcia’s  Story   My   name   is   Jose   Garcia   and   I   am   currently   a   Senior   Purchasing   Manager   in   Corporate   Operations   supporting   CPD   Cosmetics   launches.   I   have   been   with   the   group   for   a   little   over   9   years.   I   was   born   with   a   rare   bone   disorder   called   Osteogenesis   Imperfecta   which   caused   numerous   bone   fractures   and   surgeries   throughout   my   life   and   as   a   result   I   need   to   use   a   wheelchair   for   everyday   mobility.     I   feel   that   L’Oréal   is   a   great   place   to   work   for   people   with   disabilities   because   I   truly  feel  that  as  a  company,  L’Oréal  embraces  diversity  and  inclusion.     Since  I  joined  the  company  in  2003,  I  never  felt  that  I  needed  to  be  “integrated”   into   the   workforce.     From   the   beginning   of   my   career,   I   was   welcomed   and   treated   equally   as   my   co-­‐ workers  and  given  the  same  amount  of  responsibilities  and  level  of  challenges  as  my  peers.      The  fact   that  I  am  physically  disabled  and  use  a  wheelchair  has  never  been  an  issue  in  my  professional  experience   and  career  progression.            


Welcoming Interns with Disabilities Giving a  Thrilling  Experience  to  Students     In  2012,  Research  and  Innovation  partnered  with  Entry  Point,  a  program  through  the  American   Association  for  the  Advancement  of  Science  (AAAS),  which  offers  internship  opportunities  for  students   with  disabilities  in  the  areas  of  science,  engineering,  math,  and  computer  science.       Two  students  from  Entry  Point  were  selected  for  the  Research  &  Innovation  internship  program  in  the   summer  of  2012.   To  be  eligible  for  internships,  participants  must:     Be  a  full-­‐time  undergraduate  or  graduate  student,  majoring  in  a  science  or  an  engineering  field.   Have  a  “B”  or  better  grade  point  average.   Be  U.S.  citizens  or  have  appropriate  documentation  to  work  in  the  U.S.   The  amazing  caliber  of  the  students  was  recognized  when  they  presented  their  work  at  the  end  of  the   internship  program.  As  a  result  of  its  success,  the  program  will  be  repeated  in  2013.  



Working with Suppliers That Hire People with Disabilities Working  in  partnership  with  disability  support  organizations  is  a  preferred  means  of  sourcing  persons   with  disabilities  at  work.    

Working  with  External  People  with  Disabilities  

Since   2008,   L’Oréal   USA   has   worked   with   “The   Arc   of   Union   County”   (The   Arc)   to   support  people  with  development  disabilities.    The  facility  has  an  on-­‐going  contract   with   their   services   whether   it   be   mailing   and   assembly   projects   done   at   their   facility   in   Springfield,   NJ,   or   have   individuals   come   onsite   to   L’Oréal   to   perform   administrative  tasks  such  as  copy  projects  and  filing.    The  individuals  are  accompanied  by  a  mentor  from   The  Arc  who  supervises  how  jobs  are  performed.       L’Oréal  has  been  working  with  The  Arc  for  many  years  now  and  our  volume  of  work  varies  based  upon   project  needs.    In  addition,  L’Oréal  employees  volunteer  at  various  Arc  facilities  during  Citizen’s  Day.    We   also   sponsor   a   table   and   attend   its   Annual   Candlelight   Ball   each   year.     The   annual   ball   recognizes   and   honors  individuals  for  their  achievements  and  accomplishments.  The  Awards  signify  that  with  vision  and   commitment,   and   by   working   together,   people   from   all   walks   of   life   can   make   a   significant   difference   within  their  community.  


Initiatives to Inform and Educate our Employees Internal communication  and  training  contribute  to  the  success  of  the  L’Oréal  disability  policy.  The   objective  is  to  raise  awareness  and  motivate  employees  to  the  integration  of  persons  with  disabilities.   A  Beautiful  Day  with  Female  Wounded  Warriors   In   June   2011,   L'Oréal   USA   in   partnership   with   the   United   Service   Organization   (USO)   hosted   five   wounded  female  military  soldiers  for  a  day  of  beauty  in  New  York  City.           Initiated   by   Tom   Barden,   AVP   L'Oréal   Corporate   Security,   through   his   former   professional   network   in   the   FBI,   this   initiative  was  internally  a  true  team  effort.  It  was  organized   by   the   Office   of   Diversity   and   Inclusion   in   partnership   with   the  Professional  Products  Division  and  L'Oréal  Paris.     The   soldiers   were   greeted   outside   L’Oréal   by   a   group   of   employees   waving   flags   and   cheering   with   excitement.     During   the   day,   the   women   benefited   from   individual   consultations   with   talented   hairdressers   within   PPD.  In  addition  to  that,  L’Oréal  Paris  make-­‐up  artists  provided  skin  care  consultations  and  make-­‐up.           Its   originality   enabled   L’Oréal   USA   to   connect   with   several   key   dimensions   of   diversity   for   the   US   –   veterans,  women,  and  people  with  disabilities.    Ultimately,  this  project  furthered  the  L’Oréal  goal  to  give   everyone  access  to  beauty.    

Raising  Disability  Awareness  Beyond  the  US     Since  2008,  the  Office  of  Diversity  and  Inclusion  has  supported  the   Disability  Matters  Conference  in  the  US,  one  of  the  most  important   of  its  kind.   To  maintain  its  efforts  in  increasing  awareness  on  Disability,  the  US   Office  of  Diversity  and  Inclusion  worked  with  the  L’Oréal  Corporate   Diversity   Office   to   make   this   conference   global.   In   March   2012,   the   first  European  Disability  Matters  conference  was  successfully  held   in   Paris.   Co-­‐organized   by   the   two   offices,   this   event   was   the   result   of   a   partnership   between   L’Oréal,   Adecco,   Publicis   &   the   AFMD   and  proves   these   companies   collective   commitment   towards   the   inclusion   of  people  with  disabilities  in  the:  workforce,  workplace  and  marketplace.     Throughout   the   day,   experts   from   government,   academia   and   non-­‐profit   organizations,   shared   their   experience  on  how  to  appropriately  support  and  market  to  this  very  large  segment  of  the  population.  In   addition,  4  best  in  class  European  companies  received  the  Disability  Matters  Award  for  their  initiatives:   Delta  Holding  (Serbia),  Lloyds  Banking  Group  (UK),  Microlink  PC  Ltd  (UK)  and  SFR  (France).  

L’Oréal USA  took  part  in  the  US  based  Disability  Matters  Conference  in  April,  2012.    In  partnership  with   Adecco,  L’Oréal  shared  highlights  of  the  European  Disabilities  Conference  with  the  participants.


The Workplace  at  L’Oréal  USA  


Accessibility Solutions Multiple  steps  were  taken  to  improve  accessibility  for  persons  with  disabilities  throughout  different  sites   of  L’Oréal  USA!       L’Oréal  USA  buildings  have  been  updated  with  accommodations  that  benefit  all  employees  and  guests.     The  projects  listed  below  highlight  specific  accommodations  that  are  most  noteworthy.       Berkeley  Heights,  NJ   The  Berkeley  Heights  office  was  designed  with  the  needs  of  people  with  disabilities  in  mind.    Here  are   just  a  few  examples:       All   aisles   and   corridors   were   sized   to   allow   clearance   for   wheelchairs  to  maneuver.   Any  changes  in  level  were  linked  by  ramps  of  certain  maximum   slope.   Doors   were   designed   to   be   clear   of   any   fixed   furniture   to   certain   distances  to  the  sides  of  the  door  pulls,  to  allow  wheelchairs  to   get  close  enough  to  open  them.   All   doors   had   a   minimum   clearance   width   of   32”   to   allow   wheelchairs  to  pass  through  easily.   Door   handles   instead   of   door   knobs   were   installed   in   order   to   allow   easy   access   for   people   with   various  disabilities.   Handles   were   installed   at   a   certain   distance   from   the   floor,   which  is  optimal  for  people  in  wheelchairs.   All  outlets  were  installed  at  a  level  that  is  wheelchair  accessible.   Pantry   sinks   have   a   removable   panel   in   front,   so   that   if   someone  in  a  wheelchair  needs  access,  it  can  be  removed.   Pantry   sinks   were   installed   at   a   height   that   is   wheelchair   accessible.   Drinking  fountains  were  designed  with  certain  clearances  so  that  they  are  wheelchair  accessible.                      


In Berkeley  Heights,  certain  code-­‐required  signage  followed  the  following  requirements:   The  signs  were  displayed  in  braille   All  signs  display  clear  text;  font  types,  sizes,  and  colors  were  adjusted  to  ensure  easy  readability.     Code-­‐required  signage  was  mounted  at  specific  heights  from  the  floor  for  easy  visibility.   Some  signs  include  specific  pictographs  so  that  they  are  easily  read.  



575 5th  Ave.,  New  York   In  support  of  the  Americans  with  Disabilities  Act  (ADA),  the  following  opportunities  to  ensure   compliance  were  identified: Bathrooms  lacked  adequate  egress  for  wheelchairs. Doors  opened  in  the  wrong  direction. Sinks  were  at  the  wrong  height. Fixtures  were  difficult  to  use,  and  at  the  wrong  height.       Corrections  were  made  along  with  the  following  installations: Motion  sensor  technology  water  faucets  and  soap  dispensers  that  allow  for  hand  free   access. Fire  alarms  with  both  strobes  and  audible  alarms  were  installed  to  assist  people  with  hearing   and  visual  disabilities. The  location  of  call  buttons  for  the  elevators  and  the  doors  in  the  lobby  were  modified  to  allow   easier  access.   New  construction  projects  incorporated  the  following:  An  “open  design”  concept  where  hallways  and  corridors  were  made  more  generous  allowing   better  wheelchair  access.   All  office  and  closet  doors  have  handles  rather  than  knobs  and  were  lowered  to  a  wheelchair   accessible  height.   Light  sensors  were  used  to  eliminate  the  need  for  switches.                 Clark,  New  Jersey   In  Clark,  the  CONA  buildings  were  renovated  to  be  ADA  (American  Disability  Act)  compliant. Aisles  and  corridors  were  sized  to  allow  clearance  for  wheelchairs  to  maneuver.   Ramps  were  added  to  the  front  of  the  building  for  easy  access  and  in  certain  corridors.     Doors  were  designed  to  be  clear  of  any  fixed  furniture.     Door  pulls  were  updated  with  levers  rather  than  knobs.   Restroom  signage  was  updated  to  include  raised  braille  and  the  barrier-­‐free  symbol.      


The Marketplace  at  L’Oréal  USA  


In the  marketplace,  we  want  to:   • support   and   promote   awareness   of   people   with   disabilities   throughout   the   communities   that   we  serve   • engage  consumers  with  disabilities  within  the  communication  and  marketing  of  our  brands    

Celebrating  the  International  Day  of  People  with  Disabilities       December   3rd   marks   the   International   Day   of   People   with   Disabilities.   It   is   an   annual   observance   which   promotes   an   improved   understanding   of   disability.   L’Oréal   USA   has   leveraged   different   brand   teams   in   support   of   this  event  since  2009.     In  2009,  to  commemorate  the  day,  Lancôme,  opened  its  doors  for  a  day  of   beauty  to  customers  with  disabilities  and  their  caregivers.  Among  the  partners  for  this  project  were  the   Arcs   of   Union,   Essex   and   Morris   Counties,   nonprofit   organizations   which   serve  children  and  adults  with  developmental  disabilities  and  their  families   to  realize  productive  and  enhanced  lives.         To   ensure   the   success   of   the   event,   Lancôme   Boutique   employees   were   trained  on  Disability  Awareness  and  Etiquette.  Participants  with  disabilities   and   their   caregivers   were   treated   to   complimentary   skin   diagnosis,   color   analysis,   makeup   application   and  a  very  relaxing  hand  massage.    Each  participant   took  home  an  elegantly  framed  photograph  of  their   new  makeup  look.     Due  to  its  success,  Lancôme  repeated  this  initiative  again  in  2010.      

Best Buddies    

In   2011,   to   commemorate   the   International   Day   of   People   with   Disabilities,     Kiehl’s   hosted   an   In   Store   Event   for   the   New   York   Chapter   of   Best   Buddies,   an   international  organization  that  creates  opportunities  for  one-­‐to-­‐one  friendships,   integrated  employment  and  leadership  development  for  people  with  intellectual   and  developmental  disabilities  (IDD).     An   evening   of   shopping   and   a   reception   were   organized   for   Board   Members,   Young   Professional   Groups,   School   Advisors   and   Donors   of   Best   Buddies   New   York.    A  percentage  of  total  evening  sales  went  to  the  organization.     Best   Buddies   strengthened   its   partnership   with   L’Oréal   by   welcoming   Antoinette   Hamilton,   AVP   Diversity  and  Inclusion  to  its  New  York  State  Board.  



Raise Disability  Awareness  of  Customers     In   November   2011,   Kiehl’s   partnered   with   Adaptive   Sports   Foundation   (ASF)   that   provides   profound   and   life   changing   opportunities  for  individuals  with  physical  and  cognitive  disabilities   and   chronic   illness   through   outdoor   physical   activity   (specifically   winter  programs),  education,  support  and  community.   To  support  ASF  Kids  Program,  the  brand  organized  an  In  Store  Event   in   New   York   where   consumers   were   invited   to   “support   winter   athletes   with   disabilities”   by   buying   “Winter   Products”.     Additionally,  they  could  win:  a  two  day  lift  ticket  to  Windham,  a  ski   lesson  with  one  of  the  ASF  instructors  and  a  tour  of  the  ASF  lodge  at   Windham.   A   representative   from   ASF   was   present   to   explain   the   ambition   of   ASF   and   answer   questions.   Then,  an  evening  of  shopping  and  a  reception  was  offered  to  Adaptive  Sports  Foundation  Constituents   and  VIP’s.   A  percentage  of  all  evening  sales  went  to  Adaptive  Sports  Foundation  (ASF)  Kids  Program.    



L’Oréal’s Policies to Support People with Disabilities at Work On   July   26th   1992,   the   Americans   with   Disabilities   Act   became   effective.   Signed   into   law   two   years   earlier,   the   goal   was   to   guarantee   equal   opportunity   for   people   with   disabilities   in   public   and   commercial  facilities.   The  Americans  with  Disabilities  Act  guarantees  equal  opportunity  for  people  with  disabilities  in   public   accommodations,   commercial   facilities,   employment,   transportation,   state   and   local   government   services   and   telecommunications.   Since   this   law   was   passed   at   the   federal   level,   most   states   and   many   municipalities,   have   enacted   parallel   protections   for   their   citizens,   and   these  requirements  have  been  incorporated  into  L’Oréal’s  policies  and  practices.     For   example,   L’Oréal’s   Equal   Employment   Opportunity   and   Policy   Against   Harassment   have   long   contained  specific  prohibitions  against  people  with  covered  disabilities  or  who  are  perceived  to   have  a  disability  or  a  history  of  disability.  This  means  that  a  person  with  a  disability  may  not  be   treated  less  favorably  than  non-­‐disabled,  similarly  situated  employee  with  respect  to  the  terms   and   conditions   of   your   employment.     Any   employee   who   believes   that   he   or   she   is   receiving   unfavorable   treatment   based   on   his   or   her   disability   status   should   contact   Human   Resources   immediately.       Aside   from   protecting   employees   from   discrimination,  L’Oréal   is  also  committed   to   providing   all   possible   reasonable   accommodations   to   individuals   with   a   known   physical   or   mental   disability   if   such  accommodation  would  not  impose  an  undue  hardship  on  the  Company,  and  would  enable   the  individual  to  apply  for,  or  perform,  the  essential  functions  of  the  position  in  question.   Any   applicant   or   employee   who   requires   an   accommodation   in   order   to   perform   the   essential   functions   of   the   job   should   notify   his   or   her   supervisor   or   another   member   of   management   and   request  such  an  accommodation.    The  Company  will  then  identify  possible  accommodations,  if   any,   that   will   help   to   eliminate   the   limitation   or   barrier.     If   the   accommodation   is   reasonable,   will   not   impose   an   undue   hardship,   and   will   not   pose   a   direct   threat   to   the   health   and/or   safety   of  the  individual  or  others,  the  Company  will  make  the  accommodation.    Please  note  that  this   process  is  designed  to  be  interactive,  meaning  that  the  employee  is  required  to  fully  cooperate   with   the   Company   in   seeking   and   evaluating   potential   solutions.     Unless   the   need   for   accommodation   and   related   disability   is   obvious,   the   Company   may   require   medical   verification   of  both  the  disability  and  the  need  for  accommodation.                


Individual Adaptation Beyond the  collective  initiatives  for  disability,  a  question  remains:        

of  disability…   If  I  found  myself  in  a  situation  

What would  L’Oréal  do  for  me?  


30% of  new  

    This  question  is  legitimate.  Remember  that  85%  of  disabilities  are   acquired  through  life;   they   can   therefore   occur   at   an   unexpected   time.   In   addition   to   the   improvements   discussed   in   the   previous   sections,  it’s  important  to  remember  that  L’Oréal  also  has  a  long   history   of   offering   benefit   programs   and   policies   to   protect   employees  for  these  types  of  unforeseen  circumstances.      

entrants to  the   workforce  will   become  disabled   before  retiring.     Social  Security   Administration  

Below are  just  a  few  of  the  programs  and  policies  offered  by  L’Oréal:   Short   Term   Disability   Benefits   Plan   –   protecting   against   financial   hardship   when   a   disability  prevents  you  from  working  over  a  period  of  up  to  6  months.       Long   Term   Disability   Benefits   Plan   –   protecting   against   financial   hardship   when   a   disability  is  expected  to  prevent  you  from  working  for  an  extended  duration.     Family  &  Medical  Leaves  –  leaves  of  absence  enabling  employees  to  care  for  their  own   or  their  family’s  medical  needs.     Employee   Assistance   Plan   –   a   confidential   program   providing   assistance   through   life’s   changes  and  challenges.     Reasonable   accommodations   to   enable   you   to   continue   to   perform   the   essential   functions   of   your   position.     Examples   of   reasonable   accommodations   might   include   a   leave  of  absence,  an  alternative  work  schedule,  providing  you  with  assistive  devices  or   equipment,   or   modification   of   your   work   environment,   to   name   a   few.     To   initiate   the   reasonable  accommodation  process,  please  speak  to  your  HR  representative  about  your   specific  needs.      


You want to know more? If  you  want  to  learn  more  about  disability,  or  disclose  a  disability,  do  not  hesitate  to  reach  out  to:   The  Office  of  Diversity  &  Inclusion.     Your  HR  contact.       You  can  also  visit:   The  D&I  intranet:     L’Oréal  and  me,  Benefits:  http://lorealandme.loreal.wans    



L'Oréal USA Disability & Me  

Disability & Me