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CONTENTS
Introduction
Page 2
Our Approach
Page 3
Human Rights
Page 4
Page 8
Social Dialogue
Page 12
Page 16
Skills Development
Page 22
Page 26
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INTRODUCTION
Delivering part of the dream and pleasure does not exonerate us from any responsibility or lucidity on the contrary it obliges us to maintain irreproachable behaviour and practices. This awareness of our responsibilities, which falls upon us as the worlds leading company for luxury goods, is the basis of our engagement with regard to social responsibility. On an everyday basis, this sense of responsibility is expressed in the measures taken by the firms with regard to their employees and stakeholders, in, for example, providing support for their employees career development, preventing the risk of discrimination and encouraging more ergonomic workstations. This report gives a very clear picture of the way in which the Groups sense of responsibility is put into practice. It presents all the social responsibility initiatives carried out over the year by its firms. These initiatives were identified during the 2011 CSR Report in which 23 firms were invited to participate. It illustrates the Groups ambition, but is not exhaustive with regard to all the projects carried out as a whole. The initiatives focus on six fields: Human Rights Working Conditions/Health & Safety Social Dialogue Diversity, Equal Opportunities and Non-Discrimination Policy Skills Development Relations with Third Parties and the Local Environment
The fields were selected to cover in a way that is relevant, global and exhaustive the various areas usually observed by credit rating agencies, investors and, more generally, all stakeholders involved in the problems of sustainable development and social responsibility. In particular, this report enables us to meet Global Compact requirements. It also aims to identify more clearly best practices in firms and to facilitate their dissemination and reproducibility in-house. Indeed, many of the firms are resolutely committed to CSR measures, which prove to be excellent benchmarks.
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OUR APPROACH
23 of the Groups firms answered a questionnaire sent out in November 2011. They were invited to report on the actions carried out for each of the themes discussed.
SCOPE
Wines and Spirits: The Glenmorangie Company Limited, Hennessy, Mot Hennessy UK (MHUK), Mot Hennessy Asia Pacific (MHAP), Mot Hennessy Diageo France (MHDF), Veuve Clicquot, Mot & Chandon, Louis Vuitton, Fendi, Cline, Givenchy, Kenzo, Loewe, LVMH Fragrance Brands (LVMH FB), Guerlain, Parfums Christian Dior (PCD), Chaumet, De Beers, Hublot, Tag Heuer, Le Bon March, Sephora USA, DFS. 3/29
Selective Distribution:
HUMAN RIGHTS
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The Group is committed to acting responsibility in every business sector, and to ensuring that human rights are respected in all of its establishments including in countries where these rights are not sufficiently entrenched. In order to guarantee this engagement, LVMH has established a code of ethics and a code of conduct firmly establishing the primordial place of these concerns.
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LVMH is committed to implementing the appropriate means to prevent occupational hazards, ensure health and safety and improve working conditions for all its employees, based on the hazards present at the company. The LVMH Group companies that answered the questionnaire have set up measures to prevent the various forms of wear at work and reduce hazards, in particular by informing and training employees.
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Following the studies and assessments, the companies set up measures to improve their employees working conditions. Listed below are some examples of measures to improve ergonomics: Improving the workstations of a manual production line at Hennessys packaging site after a study carried out by an ergonomics consultancy, management and the employees working at this production line. This resulted in an effective reduction of the risk of musculoskeletal disorders and enabled employees with medical restrictions to work there. For example, improvements include sliding and placing bottles rather than lifting and placing them, lift tables, etc. Louis Vuitton drew up an ergonomics charter to purchase administrative furniture adapted to the core professions and to employees morphology. KENZO has installed new ergonomic seats for pattern designers. Loewe has made improvements to adapt workstations individually. Cline has provided Head Office and boutique staff with ergonomics training in order to prevent arduous working conditions, and is devising action plans so that this commitment becomes long term. At Louis Vuitton, office and quality laboratory layouts have been revised and ergonomics studies are being set up for the design of new workplaces. Guerlain has changed its seats and equipped itself with lighter tools. De Beers is using large screens to prevent eyestrain. At Sephora USA, they have studied the effectiveness of staff rooms in stores and water coolers in staff rooms for employees. Chaumet has made improvements to the ergonomics of its workstations in its production workshop.
Hennessy carried out a poster campaign aiming to increase employees awareness of occupational hazards.
The other significant measure the companies have drawn up to promote health and safely is employee training in this field. 8 respondent companies (The Glenmorangie, Hennessy, MHAP, MHDF, Louis Vuitton, Fendi, Loewe and Tag Heuer) offer health and safety training to their employees. Hennessy regularly offers movement and posture training for all its employees and organises specific training on working at heights and in difficult situations. In Japan, Louis Vuitton offers its employees a course in mental health. TAG HEUER has developed a health and safety programme involving a diploma course run by a specialist in safety at work, and has set up a taskforce to examine alternative products to substitute dangerous ones. The company has set up a screening programme for eyesight problems, corrective measures for employees comfort and a safety system for those with heavy workloads. Companies also carry out proactive inspections and audits in order to identify health and safety problems as early as possible. The Glenmorangie established an action plan to prevent accidents in the workplace, and the companys objective was to have zero accidents in the last eighteen months. For this to happen, management was invited to incorporate responsibilities regarding health, and employees were encouraged to report all accidents, including those that were avoided.
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SOCIAL DIALOGUE
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The Group ensures that freedom of association is respected and encourages collective negotiation and trade union independence. The Groups companies carry forward this engagement and strive to maintain dialogue with their employees and employee representatives.
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CSR COMMUNICATION
Companies communicate their CSR engagements during integration seminars, management conventions and during Sustainable Development or Disability weeks. Louis Vuitton has produced 4 corporate films for all its employees about employment and talent diversity. In Japan, 10 CSR ambassadors were nominated (1 on a corporate level and 9 in stores). The role of these ambassadors is to introduce CSR activities into their establishments and to participate actively in regional social measures.
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Preventing discrimination and encouraging diversity as a source of creativity are an integral part of the Group. The LVMH Group has a presence on every continent and its staff echoes the diversity of its sites. The Group and its firms are setting up measures to promote equal opportunities for any talent that is part of their teams or that would like to join them.
HELPING SENIORS
Access to and maintaining jobs for seniors is one of the LVMH Corporations ongoing concerns. In line with legislation passed in France in 2010, all the Groups French firms signed agreements or set up action plans with the aim of increasing the employment of seniors. The planned measures aim to promote active age management in business and to encourage retaining people over the age of 50 in employment. In addition to interviews for the second stage of ones career, used in all the French firms, the following companies have also set up measures to encourage skills transmission to ensure that know-how is passed on: Mot Hennessy Diageo France and Mot & Chandon. At Louis Vuitton, 100% of seniors in stores take at least one course a year and participate in devising training modules for leather goods manufacturing skills. Guerlain provides training for seniors and makes sure that rare skills are passed on, particularly the know-how of the Dames de table who are responsible for filling perfume bottles by hand as well gilding, bearding, brushing and sealing them with wax. A new team of Dames de table has been recruited in Orphin and their more experienced colleagues are training the new recruits. LVMH Fragrance Brands informs its recruitment service providers, especially temporary employment agencies, of its CSR commitments to ensure a rational proportion of senior temporary workers and seniors already working in the establishments. LVMH Fragrance Brands also offers seniors in its production workshops the opportunity to work part time while maintaining full-time pension contributions. Veuve Clicquot signed an agreement to establish flexible working hours for seniors at the VCP/Krug vineyard and has improved degression measures as part of the framework to increase end-of-career flexibility and facilitate the transition from professional life to retirement. At Parfums Christian Dior, furlough leave for employees over 60 has been increased and part time hours for seniors have been set up. 15% of the workforce concerned benefit from this. At the end of their careers, employees are given support to prepare their retirement. Information meetings with the CNAV (National Retirement Fund of Public Social Security) are organised at Bon March, and Parfums Christian Dior runs Passing the Retirement Mark courses.
In its agreement, Hennessy has taken measures to extend paternity leave and set up returning to work interviews after three-year parental leave and maternity leave. Mot Hennessy has also extended paternity leave in France and the UK. Companies such as The Glenmorangie and Fendi have taken action to help employees with childcare expenses. Parfums Christian Dior has set up an "SOS NOUNOU" [nanny]" service and has 15 crche places for employees working at Head Office. Hublot set up a company crche in 2009 that is open to the public. Loewe has set up training to prevent gender inequality in the workplace. Mot & Chandon has increased the flexibility and funding for employees who are obliged to stay at home to look after their terminally ill partners.
Experience week and LVMH Fragrance Brands received a class from Aubervilliers 6 Form College for work
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Still in France, the Group has pledged to support the organisation "Nos Quartiers ont des talents" (Our Neighbourhoods have Talent) that helps and supports young graduates to integrate successfully into the world of business. Several of the Groups companies have employees who mentor young jobseekers from underprivileged neighbourhoods who have been identified by the organisation. Firms are planning to develop their relations with the Ministry of Education to increase knowledge of their profession and diversify their recruitment sourcing. For example, Louis Vuitton has set up a partnership with the University of Saint-Quentin for young people interested in careers in Legal, Supply Chain, Quality and Asset Management. In order to encourage social, ethnic and cultural diversity, companies are investing in professional insertion. Veuve Clicquot has signed a partnership charter with Champagne Ardennes Unemployment Office to set up a recruitment simulation method and Parfums Christian Dior has organised 3 professionalization contract sessions for people on income support (7 contracts of indefinite duration and 4 long-term contracts in 2011).
PROMOTING NON-DISCRIMINATION
Preventing any form of discrimination is a priority for LVMH. In 2011, the Group organised a training course for recruiters entitled Recruit without Discrimination, attended by all the staff from the Group and its firms Human Resources Departments - around one hundred participants in total In addition, the Groups companies have their own training programmes to prevent discrimination and promote diversity; Mot Hennessy France, Loewe and LVMH Fragrance Brands have made this type of training part of their Managers Training Programmes in 2012. At Sephora USA, managers are required to attend two hours of training on harassment and diversity every year. To prevent any form of discrimination, DFS has set up an online e-learning course on employment laws that all employees are invited to take. Cline has set up an assessment procedure for sales jobs, combining role-play with interviews with assessors (HR staff and line personnel). This method enables recruiting to become significantly more objective. Louis Vuitton has also developed partnerships with recruitment agencies to promote diversity.
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SKILLS DEVELOPMENT
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In firms in which know-how is the key to their success, employees skills development is crucial, and the firms take great care to incorporate this. The Group provides a framework that is particularly favourable for career development. Its companies encourage the internal mobility of their employees, as, for example, at Louis Vuitton or Le Bon March, who organised the 3 Celebrating Mobility event in 2011. In addition to the annual Organisations and Talent review, the Groups companies are developing other tools to improve their human resources. Fendi, Cline and Loewe use a 360 process, as does Louis Vuitton. This process makes employees aware of certain areas in which they could improve. It is accompanied by individual and group coaching sessions for both Executive Committee members and vendors. Skills assessments are offered to employees at Fendi, Cline, Kenzo, LVMH Fragrance Brands and Chaumet along with Leadership Development programmes for managers (The Glenmorangie, MHAP, Parfums Christian Dior, Chaumet and Sephora USA).
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EMPLOYEE TRAINING
In addition to standard training such as languages, IT, retail and product courses, Firms are setting up in-house training to make their employees more competitive and to anticipate recruitment needs. At Louis Vuitton, a Development Centre for experienced managers is in the process of being created. Mot Hennessy Asia Pacific has created a Sales School in partnership with local universities to offer a comprehensive management programme for Heads of Sales. Still at Mot Hennessy, but this time in the UK, the company has set up a Management Academy to encourage apprenticeship and continual career development within the company. Loewe has Talents, its vendors academy to train future store managers in Europe. All DFS associate vendors have taken training courses in Sales. In order to anticipate and respond to the chronic lack of labour in Switzerland, Tag Heuer has established a conversion programme, a new recruitment procedure for unskilled operators. This involves open days to enable non-watchmaking employees to learn about these professions. After a days visit and a test, those who wish to continue the recruitment process are then called individually for standard recruitment interviews. Only 2 criteria are taken into account the desire to work and the ability to work as part of a team. Training is then given by 2 watchmaking professors and is staggered over several weeks. Tag Heuer encourages taking training courses that lead to a diploma in watchmaking for people who wish to obtain this.
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SKILLS TRANSMISSION
The firms have made commitments to promote the transmission of skills and knowledge, and have been developing a tutoring system. One of the first measures the Group encourages is promoting sandwich courses. Loewe, Louis Vuitton Guerlain, Parfums Christian Dior and LVMH Fragrance Brands have therefore developed sandwich courses. Guerlain has set up an action plan in its factories to improve the skills of teams who work in packaging, to provide support for mechanisation and to anticipate the risks in operators jobs. Parfums Christian Dior is developing in-house tutoring for new recruits, given by older and more experienced employees recognised for their skills.
CELEBRATING ACHIEVEMENTS
In order to be increasingly competitive, DFS has set up the Prism Reward, a reward programme established in 2010 through which the company pays tribute to operating teams. Over the last year, the programme was extended to include merchandisers, and has been adopted internationally. Other firms have made their own innovations - Louis Vuitton, for example, has launched a Best Sales Challenge programme for store managers.
SHARED VALUES
Managerial conventions and company seminars are organised by companies who wish to define their shared values, teamwork, respecting diversity and so on (Mot Hennessy Diageo France, Cline, Loewe, Fendi and Chaumet). The companies set up in-house projects, such as the project at Bon March where the CEO and the Executive Committee launched the Customer Culture company project (300 voluntary participants in 8 taskforces) which led to over 143 improvement measures being taken to improve customer culture and the quality of management over the next few years. Hennessy instigated the CAPTEN Project in 2008 and it continues to this day. This participative approach has entered into its second phase aiming to develop the firm. It is based on two key themes: sustainable development and CSR, and the Director of Operations Plan. This new stage enables over 150 employees to participate actively in taskforce discussion groups on issues such as ecoresponsibility, conviviality in the workplace, health & safety information and skills transmission.
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The Group has made a social and civic commitment to its stakeholders. The firms regularly show their solidarity with those who are most vulnerable and deprived, and support populations that are victim to natural disasters. They carry out actions to encourage and develop local communities.
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After the earthquake that shook Japan in March 2011, several firms took action. DFS founded One Japan. An interdisciplinary taskforce was created within the company, composed mainly of Japanese members. Louis Vuitton made a donation to victims and to the not-for-profit organisation Forests are Lovers of the Sea" in Miyagi, a region very badly affected by the earthquake in March 2011. MHAP, Fendi and Loewe also rallied to help Japan. In Belgium, Louis Vuitton set up a 5-year partnership with Amsterdams Rijks Museum, giving lessons to children whose parents were visiting the museum.
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PROMOTING ART
In North America, Louis Vuitton has undertaken a series of initiatives and programmes that echo its commitment to art and art education. It has hosted a series of conferences on art including, among others, Ed Ruscha and Vik Muniz, as well as exhibitions of artwork from the best artists in communities where the firm has stores, and works in partnership with the President of the Arts and Humanities Council. All these initiatives will continue in 2012.
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