Disabilities: A Source of Innovation From Perceived Ideas… …To Reality
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.
...to 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.
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.
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.
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
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.
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.
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
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.
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: http://planetloreal.na.loreal.intra/diversity/ L’Oréal and me, Benefits: http://lorealandme.loreal.wans