《路易·威登集团（LVMH）2023年社会和环境责任报告（英文版）（166页）.pdf》由会员分享，可在线阅读，更多相关《路易·威登集团（LVMH）2023年社会和环境责任报告（英文版）（166页）.pdf（166页珍藏版）》请在三个皮匠报告上搜索。

1、2 0 2 3 S O C I A L A N D E N V I R O N M E N T A L R E S P O N S I B I L I T Y R E P O R TCommitted to positive impactCommitted to positive impactThe year in briefAt LVMH,we know that unfailing commitment and action from all of our people are vital in addressing the growing challenges in our societ

2、y.In 2023,we continued our efforts to take responsibility in these areas,with the active involvement of our staff members and partners.Our aim is clear:to begin and accelerate the initiatives required to achieve our social targets by 2025 and our environmental targets by 2026 and 2030.2023 was a yea

3、r of progress on all four key aspects of the LVMH Groups social action program.In terms of social responsibility,we pursued with determination the commit-ments set out in our Health and Safety Policy,and this clearly paid off with an 8%year-on-year reduction in our accident frequency rate.We also pa

4、id particular attention to our employees mental health and held an awareness-raising day dedicated to this topic.The LVMH Mtiers dExcellence continued to grow,with more than 8,000people joining them in 2023.Our LVMH Mtiers dExcellence also expanded in Italy,where our You and ME tour showcased them i

5、n events aimed at young people and career-changers.In the diversity and inclusion space,we worked hard on implementing our policy.In particular,female representation in our senior management contin-ued to increase:46%of key roles are now occupied by women.Major events such as Voices of Inclusion als

6、o highlighted our Maisons most successful and inspiring ini-tiatives in this area.More than 65,000LVMH staff mem-bers continued to help the most vulnerable members of our society by participating in initiatives in the fields of public health and education.As part of our ongoing col-laboration with L

7、IVE an institute that helps people back into work after long-term unemployment we helped it open its fourth campus in Marseille last year.In environmental terms,we achieved the 2023 targets of our LIFE 360 program.Our efforts in this area included new circular services within our Maisons and the cre

8、ation of LVMH Circularity,an ecosystem that brings together all of the Groups expertise in reusing materials.We also set up LVMH Gaa,an innovation and research program focus-ing on new materials,and we inaugurated LIFE Academy,our training resource centered on the environment.At the same time,we ste

9、pped up our regenerative agriculture program and contributed to the preservation of more than 3million hectares of fauna and flora habitats.As regards the climate,we have reduced CO2 emissions from energy consumption by 28%relative to a 2019 baseline,and our energy mix is now 63%renewable.The certif

10、ication rates for our main supply chains have increased significantly over the past two years,giving us reasonable assurance that we will hit our full traceability target by 2026.LVMH is raising the bar further,particularly in terms of water stewardship:all Maisons have adopted plans to achieve a 30

11、%reduc-tion in water take by 2030.We are aware of our responsibilities across the whole value chain,and in 2023 we continued to roll out our Convergence program to manage CSR risks in our supply chains.We also launched LIFE360 Business Partners:this program allows us to go further with our environme

12、ntal efforts,working more closely with our suppliers to reduce their impact.As regards ethics,we strengthened our funda-mentals in 2023 by updating the LVMH Code of Conduct.Through our philanthropy activities,we aim to enable as many people as possible to enjoy their cultural heritage,as well as sup

13、porting creative talent.The international suc-cess of the LVMH Prize for Young Fashion Designers and the large number of people visiting the Fondation LouisVuitton are prime examples of how we encourage creativity and make the results of that creativity accessible to the general public.LVMH will pla

14、y a major role in the Paris2024 Olympic and Paralympic Games as creative partner,sharing the excel-lence and craftsmanship of its artisans for key celebratory moments that will be seen around the world,as well as helping to make the Games a socially and environmentally responsible event.LVM H 2023 S

15、 o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t0104 Commitments and actions12 Chairmans message14 LVMH Group businesses and key figures134 Our ESG Performance38 Our social commitment78 Our environmental commitment120 Our commitment tothe arts andcultureLVM H 2023 S o

16、 c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t02 03Living up to its sense of commitment,LVMH implements wide-ranging social,environmental andcultural initiatives every year in a bid to make alasting difference.The Group works with a large number of stakeholders that a

17、ddress major social causes.We are shining a spotlight on six initiatives that stood out in 2023 on account of their scale and their positive impact on society,the environment and culture.Commitments andactionsLVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r

18、t04 05COMMITMENTS AND ACTIONSThe LVMH Heart Fund,a crucial source of support forallGroup employeesThe global fund provides emergency financial aid and social and psychological support toGroup employees facing serious difficulties in their personal lives.With this anonymous and confidential support t

19、hat costs them nothing,LVMH demonstrates its commitment to stand alongside its employees,a critical aspect of its responsibility as an employer.The LVMH Heart Fund celebrated its second anniversary in 2023.Voices of Inclusion:celebrating theMaisons commitmentDuring the second edition of LVMHs Voices

20、 of Inclusion Week,the Group reaffirmed its unwavering commitment to championing diversity and inclusion andhighlighted the most impactful initiatives by its Maisons and its employees around the world.LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r tCOMMITM

21、ENTS AND ACTIONSSkta turns to regenerative agricultureWith the active support of Stella McCartney and the backing of other Maisons,the Group hascollaborated with Skta,a family business located near Izmir in Turkey,as part of aresearch project piloting regenerative cotton.The venture is supported by

22、LVMH and theUnited Nations Economic Commission for Europe(UNECE).To date,regenerative agriculture practices have been introduced on 92hectares,and the current target is to increase this to 250hectares by year-end2024.The ultimate goal is a large-scale transition bysupporting all 5,500farmers in the

23、valley to make the switch.LIFE360 Summit:new milestone inLVMHs commitment to theenvironmentIn December2023,the Group presented the initial results of its LIFE360 program(LVMH Initiatives for the Environment)at an event held at UNESCO headquarters,which was attended by Christophe Bchu(French Minister

24、 for Ecological Transition and Territorial Cohesion)and Virginijus Sinkeviius(EU Commissioner for the Environment,Oceans and Fisheries).LIFE360 Business Partners,the new action program that aims to reduce the environmental footprint of the Groups suppliers and partners,was unveiled at the same time.

25、LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t08 09COMMITMENTS AND ACTIONSYoung designers in the spotlightAs the LVMH Prize celebrated its tenth anniversary,the Group confirmed its support foryoung designers.The 2023 LVMH Prize was an unprecedented succe

26、ss,attracting over 2,400 applicants,and it offered increased mentoring opportunities as well as larger grants to each winner.The new Savoir-Faire Prize,in addition to the LVMH Prize and theKarl Lagerfeld Prize,reflects the Groups commitment to exceptional craftsmanship.Keeping an Impressionist maste

27、rpiecein FranceThanks solely to LVMHs financial support,Gustave Caillebottes painting Partie de bateau(1877-1878),officially designated as a national treasure in France,is now part of the MusedOrsays collection.This masterpiece will go on public display in several major cities inFrance in 2024 as pa

28、rt of events to celebrate the Impressionist movements 150thanniversary.LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t10 11Bernard Arnault,Chairman and Chief Executive OfficerCommitment in actionYear after year,the strength and power of our model have sho

29、ne through in our performance.And despite an increasingly turbulence-ridden envi-ronment,we kept this going in 2023.LVMH owes this sparkling success to the creativity of our Maisons and their unrivaled savoir-faire.Its the product of our employees tireless efforts,coupled with a profound sense of re

30、sponsibility.As an industry leader,we feel duty-bound to direct all our energy towards acting for the common good.Our mission is“The Art of Crafting Dreams”,a goal everyone at LVMH is so proud to pursue.We naturally see it as having ethical,social,environmental and cultural dimensions.We play our pa

31、rt in building a more sustainable world by constantly refining our products to stand the test of time and to minimize their footprint on the environment,while creating value in all our activities.Our employees guardians of responsible creativity and excellence are the ones who really make this happe

32、n.Every year we create jobs that energize regions and local areas from big cities to small vil-lages and help to keep this expertise alive for future generations.We make sure we look after the well-being of all our employees,fulfill their potential and development,by offering them opportunities to a

33、dvance within our Group,and forge an inclusive culture for one and all that will keep us moving for-ward.Our ability to inspire change extends even beyond our Group and across a vast ecosystem.For instance,we support workforce integration initia-tives,such as the new LIVE LInstitut desVocations pour

34、 lEmploi campus in Marseille.Alongside our charity partners,we also lend a helping hand to those living at the margins of society.Putting commitment into action also encompasses the far-reaching changes more ambitious by the year and resolutely focused on the long term we are making as part of the e

35、nvironmental transition.That was the whole rationale behind the LIFE360 Summit we held at UNESCO headquarters in December2023.In the three years since the LIFE360 program was launched,we have established a trajectory of progress that is arcing towards our 2030 goals,with our aim being to rethink how

36、 we work.Our hope is that the announcement of the LIFE360 Business Partners program,which aims to support our suppliers and partners,and the joint environmental initiatives we are implementing with our competitors will spark positive change for our entire ecosystem.And lastly,how can we omit to ment

37、ion the Groups and the Maisons cultural commitments,which have always helped to enrich and reinvent our shared her-itage?Visitors from every continent marveled at the Basquiat,Warhol and Rothko works on show at the Fondation LouisVuitton in 2023.In a few months time,the world will witness the rebirt

38、h of Notre-Dame Cathedral in Paris.Young designers remain a priority,and we strengthened the LVMH Prize upon its tenth anniversary by creating the Savoir-Faire Prize.Our attention is now shifting to the upcoming Paris2024 Olympic and Paralympic Games,which will turn the eyes of the world towards the

39、 historic birth-place of many of our Maisons and the excellence of their savoir-faire.The goal is for this historic event to be a source of inspiration and joy for all.With this in mind,LVMH has joined forces with Secours populaire franais to enable 1,000underprivileged children and young people age

40、d 4 to 25to get involved in sport.Building a fairer and more inclusive society,attempt-ing to usher in a future in which desirability and sustainability are interwoven,keeping our cultural heritage alive and resolutely encouraging artists cre-ativity Thats how the LVMH Group wants to leave its mark

41、on the world,turning its commitment into action for the common good.LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t12 13LVMH Group businesses and key figuresWines&SpiritsMot&Chandon,Dom Prignon,Krug,Veuve Clicquot,Ruinart,Hennessy,Chteau dYquem,Domaine de

42、s Lambrays The origins of all these world-famous estates are inextricably linked to the appellations and terroirs of the worlds most pres-tigious wines and spirits.Whether they are in Champagne,Bordeaux,orother famed wine regions,these Maisons,many of which date backmore than a century,all share apo

43、werful culture of excellence.Fashion&Leather GoodsThe Fashion&Leather Goods business group comprises Louis Vuitton,Christian Dior Couture,Celine,Loewe,Kenzo,Givenchy,Fendi,Emilio Pucci,Marc Jacobs,Berluti,Loro Piana,RIMOWA,Patou,etc.While respecting the iden-tity and autonomous management of these b

44、rands,LVMH supports their growth by provid-ing them with shared resources.Perfumes&CosmeticsLVMH is a key player in the perfume,makeup and skincare sector,with a portfolio of world-famous French brands:Parfums Christian Dior,Guerlain,Parfums Givenchy and Kenzo Parfums.The Group also owns other beaut

45、y brands:Benefit,Fresh,Acqua di Parma,Perfumes Loewe,MakeUp For Ever,Maison Francis Kurkdjian,Fenty Beauty by Rihanna,KVD Vegan Beauty,Officine Universelle BulyWatches&JewelryThe LVMH Watches&Jewelry Maisons are some of the most emblematic brands in the industry.They operate in jewelry and watches w

46、ith Tiffany,the prestigious American jewelry house acquired in 2021,as well as Bulgari,Chaumet,Fred,TAG Heuer,Hublot,Zenith and Repossi.These Maisons are guided by a daily quest forexcellence,creativity and innovation.Selective RetailingThe Selective Retailing business group com-prises Sephora,the w

47、orlds leading selective beauty retailer;LeBon March,a Paris depart-ment store with a unique atmosphere;and travel retailer DFS,which caters specifically tointerna-tional travelers.Other activitiesOther activities notably include Groupe LesEchos,which comprises leading French business and cultur al n

48、ews publications;Royal Van Lent,the build-er of high-end yachts marketed under the brand name Feadship;Cheval Blanc and Belmond,which are developing acollection of exceptional hotels.81countries190+nationalities6,097stores118production sites in France75Maisons28%reduction in GHG emissions generated

49、by energy consumption(2019 baseline)86.2billionRevenue+13%(1)vs.202222.8billionProfit from recurring operations+8%vs.202215.2billionNet profit,Group share+8%vs.2022GEOGRAPHIC FOOTPRINT(as of December31,2023)Other marketsRevenue:10,523million 706 stores 20,778 employeesUnited StatesRevenue:21,764mill

50、ion 1,128 stores 43,649 employeesFranceRevenue:6,830million 550 stores 39,351 employeesJapanRevenue:6,134million 497 stores 10,496 employeesAsia(excl.Japan)Revenue:26,577million 2,003 stores 52,185 employeesEurope(excl.France)Revenue:14,145million 1,213 stores 46,809 employees2023 REVENUE BY REGION(

51、%)2023 REVENUE BY BUSINESS GROUP(%)12%Other markets31%Asia(excl.Japan)7%Japan8%France17%Europe(excl.France)25%United States21%Selective Retailing and Other activities13%Watches&Jewelry9%Perfumes&Cosmetics8%Wines&Spirits49%Fashion&Leather Goods(1)Organic growth with respect to 2022.LVM H 2023 S o c i

52、 a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t14 15A pioneering commitment:key dates2001LVMH publishes the luxury industrys first-ever environmental report2002LVMH Maisons use the Bilan Carbone method to measure their CO2 emissions2003LVMH joins the United NationsGlobal C

53、ompact2005LVMH signs the ApprenticeshipCharter2006LVMH signs the Business Charter for Equal Opportunity in Education2007LVMH signs theDiversityCharter2008LVMH drafts a Supplier Code ofConduct to strengthen itscommitments2009LVMH publishes theLVMH Code of Conduct andthe Recruitment Code of ConductLVM

54、H signs the Charter fortheEmployment ofPeoplewith Disabilities2012LVMH signs up to theFrenchNational StrategyforBiodiversityThe Group launches LIFE(LVMH Initiatives For theEnvironment)to boost itsenvironmental policy2013LVMH signs the United NationsWomens EmpowermentPrinciples2015The United Nations

55、adopts theSustainable Development Goals(SDGs)LVMH sets up an internal carbon fund to finance projects that combat climate change:apioneering initiative in the luxury industry2017LVMH creates the Ethics&Compliance DepartmentLVMH draws up the Charter on Working Relations with Fashion Models and their

56、Well-Being,together with Kering and other industry professionalsLVMH revises the LVMH Code of Conduct and the Supplier Code of Conduct to strengthen the commitments of all employees and suppliers1992LVMH creates its Environment Department after the RiodeJaneiro Earth Summit1998Hennessy becomes thefi

57、rstwine and spirits producer intheworld toobtainISO14001 environmental certification2018At the Davos World Economic Forum,LVMH participates intheGender Parity Task ForceLVMH launches the LVMH AlertLine2019LVMH signs the United Nations Standards of Conduct for business tackling discrimination against

58、 LGBTI+peopleLVMH unveils its Animal-Based Raw Materials Sourcing CharterLVMH becomes a partner ofUNESCOs“Man and the Biosphere”(MAB)biodiversity protection program2020LVMH joins the International Labor Organization(ILO)Global Business and Disability Network and signs its charterLVMH creates the Fut

59、ure of Luxury Commission and calculates the environmental footprint of its entire value chain,including Scopes1,2,and3 impacts on climate change,biodiversity,and water resources2021LVMH Alert Line becomesaccessible to allexternal stakeholdersLVMH unveils its LIFE360 environmental strategy,whichsets

60、out ambitious targets for 2023,2026 and 2030The LVMH Groups 75Maisons sign the“WE for ME”pact tosafeguard and promote itsMtiers dExcellenceLVMH signs the Health andSafety Policy,which covers the Groups employees,serviceproviders and customersLVMH creates the LVMH Heart Fund,a global emergency andsup

61、port fund for all ofitsemployees2022LVMH revises the Supplier Codeof ConductLVMH launches its global Diversity&Inclusion roadmap,which has three key aspects:talent,partners and imageIn September2022,LVMH adopts an energy sobriety plan aiming to cut electricity consumption at its sites,workshops and

62、stores by 10%within one yearLVMH creates an ESG Committee as part of the Groups strategic governance arrangements2023LVMH organizes the LIFE360 Summit during which it unveils its new LIFE360 Business Partners action program chiefly aimed at its suppliersLVMH takes part in the official test of the Sc

63、ience-Based Targets for Nature initiative launched in 2023,with projects in China,Mongolia and France,and is appointed leader of the“Textiles and ready-to-wear”subgroupLVMH announces an ambitious water efficiency plan targeting a30%reduction in the Groups water take by 2030LVMH supports the Working

64、withCancer initiative,the first international coalition of companies championing amoresupportive and inclusivecorporate culture foremployees with cancerLVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t16 17Effective corporate governanceThe rights of LVMH sh

65、areholders are protected by law and the principles of corporate governance which govern the way the Group operates.OBJECTIVES SET IN LINE WITH THE SOCIAL,ENVIRONMENTAL AND ETHICAL ISSUES FACING THE GROUPS BUSINESSLVMHs Board of Directors is the strategic body of theCompany that is primarily responsi

66、ble for driving long-term value creation and protecting its corporate interests,focusing in particular on the social,environ-mental and ethical issues facing its business.ROLE OF THE BOARD OF DIRECTORS IN THE COMPANYS STRATEGYThe Board of Directors principal assignments are to approve the Companys a

67、nd the Groups broad stra-tegic direction particularly with regard to social,environmental and ethical matters and supervise its implementation,as well as verifying the fair and accu-rate presentation of information about the Company and the Group.In addition,it is tasked with protect-ing the Groups

68、corporate assets and ensuring that core business risks are accounted for in its manage-ment.The Board also ensures that procedures to prevent corruption and influence-peddling risks are implemented by the Group and its main partners,and monitors the impact of the Groups non-discrimina-tion and diver

69、sity policy,notably with regard to gen-der equality within the governing bodies.Lastly,it acts as guarantor of the rights of all of its sharehold-ers and ensures that they fulfill all of their duties.A charter hasbeen adopted by the Board of Directors which outlines rules governing its membership,du

70、ties,procedures,and responsibilities.COMMITTEES OF THE BOARD OF DIRECTORSThe Board of Directors has set up three commit-tees,each specializing in a matter of importance:a committee in charge of performance audit,a com-mittee in charge of governance and compensation,and a committee in charge of ethic

71、s and sustainable development.These committees consist of at least three members,appointed by the Board of Directors.The Chairman of each committee is appointed by the Board of Directors and selected from among its members.Meetings or joint working sessions may be organized between the Boards var-io

72、us committees on cross-cutting topics,parti cularly with regard to social and environmental responsibil-ity and climate issues.100%Attendance rate at the Board of DirectorsBoard of DirectorsBernard ArnaultChairman and Chief Executive OfficerAntonio Belloni(1)Group Managing DirectorAntoine Arnault(2)

73、Delphine ArnaultDominique AumontDirector representing the employeesNicolas Bazire(3)MarieVronique BelloeilMelkinDirector representing the employeesSophie Chassat(4)Charles de Croisset(3)(4)Lead DirectorClara Gaymard(4)MarieJose Kravis(4)Laurent Mignon(4)MarieLaure Sauty de Chalon(4)YvesThibault de S

74、ilguy(3)(4)Natacha Valla(4)Hubert Vdrine(4)ADVISORY BOARD MEMBERSYann ArthusBertrandDiego Della ValleLord Powell of BayswaterGENERAL SECRETARYMarcAntoine JametAppointments proposed at the Shareholders Meeting of April18,2024BOARD OF DIRECTORSHenri de Castries(4)Alexandre ArnaultFrdric ArnaultPERFORM

75、ANCE AUDIT COMMITTEE(5)Clara Gaymard(4)ChairmanCharles de Croisset(3)(4)MarieLaure Sauty de Chalon(4)YvesThibault de Silguy(3)(4)GOVERNANCE AND COMPENSATION COMMITTEE(5)Natacha Valla(4)ChairmanSophie Chassat(4)Charles de Croisset(3)(4)MarieJose Kravis(4)ETHICS&SUSTAINABLE DEVELOPMENT COMMITTEE(5)Yve

76、sThibault de Silguy(3)(4)ChairmanDelphine ArnaultMarieLaure Sauty de Chalon(4)Hubert Vdrine(4)STATUTORY AUDITORSDeloitte&Associsrepresentedby Guillaume Troussicotand Bndicte SabadieMazarsrepresentedby Isabelle Sapetand Simon BeillevaireAppointment proposed at the Shareholders Meeting of April18,2024

77、STATUTORY AUDITOR IN CHARGE OF CERTIFYING SUSTAINABILITY INFORMATIONDeloitte&Associsrepresentedby Guillaume Troussicotand Olivier Jan(1)Antonio Belloni will carry out these terms of office and functions until April18,2024.(2)Reappointment proposed at the Shareholders Meeting of April18,2024.(3)Until

78、 the close of the Shareholders Meeting of April18,2024.(4)Independent Director.(5)Proposed changes to this committee to be made by decision of the Board of Directors following the Shareholders Meeting of April18,2024.LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R

79、e p o r t18 19A STRUCTURED ETHICS AND COMPLIANCE FRAMEWORKGovernance firmly embedded at the highest echelonsThe Privacy,Ethics&Compliance Department,which works hand-in-hand with a network of corre-spondents at the Maisons,acts as the guardian for LVMHs policy and guidelines.The Department coor-dina

80、tes all LVMHs efforts to fight corruption andmoney laundering,to protect personal data,to comply with international sanctions and to uphold humanrights.The progress made by the Group in these areas is presented to the Ethics&Sustainable Development Committee of LVMHs Board of Directors.A program bui

81、lt on international standards andan internal frameworkIn addition to international standards,which LVMH promotes within its sphere of influence,the Group has put in place its owninternalrules to guide the conduct of its employees and partners on a daily basis.The LVMH Code of Conduct,which serves as

82、 the cornerstone for the Groups ethics,lays down rulesby which everyone must abide in their day-to-day activities.The latest version of the Code published in early 2024 reflects the Groups strength-ened commitments to ethics and to social and envi-ronmental responsibility and is divided into threech

83、apters:“A committed Group”;“A responsible employer”;“A Group with integrity”.The Executive Committee members signed up to the new Code of Conduct,whose commitments are promoted by Maisons Presidents.The Code is widely circulated throughout the Group,including to new employees,and is accompanied by a

84、n online training module.In addition,the Supplier and Business Partner Code of Conduct promotes a responsible approach to all LVMHs partners.It requires a commitment from the Groups partners to comply with its principles and to take steps to ensure their own suppliers are in compliance.The Anti-Corr

85、uption Charter published in early 2024 reiterates LVMHs zero-tolerance policy on corruption and influence peddling.It seeks to give every employee ownership of this policy and sets out key conduct guidelines for them to apply in var-ious situations.Every action taken by the Group and its employees r

86、eflects LVMHs commitment to ethics and to social and environmental responsibility.Inkeeping with the highest standards,the Group has established rules ofconduct and action principles to guide its employees behavior andallitsstakeholders on a daily basis.Robust ethical principles guiding employees in

87、 their daily activities561whistleblowing reports received in 2023 viatheLVMH Alert Line,63%related tohuman resources140Ethics&Compliance correspondents and compliance officers within the Maisons1,725suppliers audited based on ethical criteria in2023Continuous improvement at the center of LVMHs appro

88、achPreventing risks Employees and partners are made aware of the Groups ethics policy by means of the Code of Conduct and the Supplier and Business Partner Code of Conduct Training and awareness raising are organized for employees and suppliersIdentifying risks Risk maps are drawn up,including with

89、respect to the fight against corruption and respect for human rightsCorrecting compliance failures Remedial measures and action plans are put in place to continuously improve the program Disciplinary measures may be taken,up to and including termination,against employees who do not comply with the G

90、roups internal rulesDetecting compliance failures Regular controls are carried out to measure the effectiveness of the actions taken Whistleblowing system for ethical breaches set up at the Maisons and at Group level(LVMH Alert Line)To find out more,please refer to the“Ethics and responsibility”sect

91、ion of theUniversal Registration DocumentLVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t20 21GROUP-WIDE OVERSIGHT BODIESThe Boards Ethics&Sustainability Committee defines the key tenets of LVMHs social and environ-mental responsibility policy.In 2022,LVMH

92、 ensured all its Departments fully embraced these concerns by setting up an ESG Committee made up of repre-sentatives from the Operating Departments.It sup-ports and coordinates the implementation of LVMHs strategic social and environmental targets,interna-tional reporting andGroup-level communicati

93、on on performance.When needed,it can call on two net-works of correspondents specialized in social and environmental issues.SOCIAL AND ENVIRONMENTAL RESPONSIBILITY:TAILORED OPERATIONAL ARRANGEMENTSThe social and environmental responsibility initiatives are designed and implemented at Group level und

94、er the aegis of specialized Departments relayed by equiv-alent units within the Maisons.The aim is to leverage the expertise available in our Departments,while giv-ing the Maisons the freedom they need to adapt the Groups commitments to fit their own challenges.LVMHs Social Responsibility Department

95、 reports to Chantal Gaemperle,Group Executive Vice President,Human Resources&Synergies and a member of the Executive Committee.The approach consists of general initiatives and commitments,along with pol-icies deployed by the Maisons.It also relies on a set of partnerships and projects for which the

96、impetus comes from the Group level.Within each Maison and each region,asocial responsibility correspondent ensures that the Maisons initiatives are in line with the Group approach and the Maisons policy.LVMHs approach to environmental responsibility is guided by the Environmental Development Departm

97、ent,which reports directly to Antoine Arnault,Image&Environment Officer and a member of LVMHs Board of Directors.Alongside the Maisons,the Department deploys the LIFE360 program and its four action plans(Creative Circularity,Traceability and Transparency,Biodiversity and Climate).It devel-ops approp

98、riate indicators and ensures that the rele-vant information is submitted.It also helps the Maisons to reduce their impacts,guard against risks and seize opportunities.It manages a network of almost 200Environment correspondents and actively raises awareness among employees about environmental issues

99、 relating to LVMHs business activities.Lastly,the Environmental Strategy Department takes part in major international summits.COMPENSATION POLICY LINKED TO OUR ENVIRONMENTAL ANDSOCIALPERFORMANCEWith each passing year,LVMH places greater empha-sis on environmental and social targets within employee c

100、ompensation arrangements,including packages for senior executives and managers.For example,at its meeting on January26,2023,LVMHs Board of Directors took these targets into account when agreeing the terms of an award of annual varia-ble compensation to the Chairman and Chief Executive Officer and to

101、 the Group Managing Director for fiscal year2023 in line with the recom-mendations made by the Governance and Compensation Committee.Achievement of the qualitative targets influences 40%of compensation packages,and 25%of the criteria applied in this pro-cess are linked to the Groups ESG performance.

102、These criteria include implementation of the LIFE360 commitments and increased awareness of ethical and compliance issues among employees.In addition,the Groups and its Maisons variable compensation policies set multiple sustainability-related performance targets.For example,in 2023,a target for red

103、ucing the energy consumption of build-ings was taken into account in calculating incentive payments to employees of the LVMH holding company.All LeBon Marchs performance-related pay calculations for teams and now its new employee incentive agreement feature an environmental tar-get.Certain Maisons s

104、uch as Hennessy,Krug,Mot&Chandon,Ruinart and Veuve Clicquot also link pay to social criteria.The Group possesses domain-specific skills andDepartments with specialist expertise to devise tailored strategies,a set of principles and methodologies,and actionplans.Each Maison adapts these to its owncult

105、ure,issues and context,whilerespecting LVMHs ethical principles.EachMaisons actions arefed back and collated in acomprehensive reporting document for thepurposes of steering,monitoring and reporting on the Groups progress.In2022,LVMH strengthened this governance framework with the addition ofan ESG

106、Committee.Governance of social andenvironmental responsibility MAIN AREAS OF FOCUS IN 2023Working with the Maisons todetermine operational arrangements for implementing theGroups social and environmental action plansAnalyzing the social and environmental risks to which theGroup isexposedMaking prepa

107、rations to ensure thatthe Groups CSR reporting complies with the CSRD(CorporateSustainability ReportingDirective)ESG CommitteeCoordinated by the General Administration&Legal Affairs Department7meetings in 2023ResponsibilitiesSupporting and coordinating the implementation of LVMHs strategic environme

108、ntal,social and governance targets,organizing international reporting andcommunications concerning performance at Group levelPURCHASINGEXTERNAL RELATIONSOPERATIONSINTERNAL CONTROLAUDITPRIVACY,ETHICS&COMPLIANCEENVIRONMENTAL DEVELOPMENTDIVERSITY&INCLUSIONSOCIAL RESPONSIBILITYCOMMUNICATIONFINANCIAL COM

109、MUNICATIONSPUBLIC AFFAIRSCONTROL,REPORTING AND CONSOLIDATIONOrganization and remit of the ESG CommitteeLVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t22 23INDICATORSOur ESG performanceThe Groups performance should notbe measured solely on the basis of its

110、 financial results.The ESG indicators reflect the progress wehave made and our determination tobuild a sustainable business modeltogether with our employees and allour other stakeholders.Social indicatorsOWN WORKFORCE46%of key positions held by women1.6%of the workforce have disabilities82%of recrui

111、ters underwent non-discrimination training between 2021 and 2023Breakdown by age:under 25:11%25-29:18%30-34:20%35-39:16%40-44:12%45-49:8%50-54:6%55-59:5%60 and over:3%86%of employees covered by a formal health and safety program within their Maison42%of employees trained in risk prevention and in fi

112、rst aid100%of employees covered by the LVMH Heart Fund3.77 Workplace accident frequency rate0.13 Workplace accident severity rate1,025 meetings with employee representatives in France8,000 hires worldwide in the Mtiers dExcellence2,700 apprentices trained by the Institut desMtiers dExcellence LVMH i

113、n 7 countries since its inception in 20141.9 days training per employee on averageWORKERS IN THE VALUE CHAIN1,725 audits at our suppliers and subcontractors(excluding EcoVadis)out of a panel of 2,062 suppliers andsubcontractorsAFFECTED COMMUNITIES88%of employees given the opportunity of taking part

114、in a public-interest initiativeOver 950 social partnerships with nonprofits and foundationsOver 65,000 employees involved in a partnership working for the common goodOver 1million people supported during the yearGovernance indicatorsBUSINESSCONDUCTEnvironmental indicatorsCLIMATE CHANGECarbon traject

115、ory validated by the SBTi28%reduction in GHG emissions generated by energy consumption(2019 baseline)29.9%reduction in GHG emissions linked toScope3 per unit of added value(relativeto2019)63%of the Groups consumption covered by renewable energy79%of stores fitted with LED lightingPOLLUTIONMember of

116、the Zero Discharge of Hazardous Chemicals (ZDHC)initiative2,209 metric tons p.a.of chemical oxygen demand(COD)after processingWATER AND MARINE RESOURCES4,676,915 m3 Water take for process requirementsBIODIVERSITY AND ECOSYSTEMSActive member of the TNFD forum (Taskforce on Nature-related Financial Di

117、sclosures)3.1million hectares conserved or rehabilitatedCertification percentage of strategic supply chains:75%for cotton96%for leather96%for LVMH vineyardsRESOURCES USE AND CIRCULAR ECONOMY280,000 meters of fabric upcycled43%of recycled raw materials in glass and plastic packaging7,942 metric tons

118、of virgin-fossil-based plastic used in customer packaging61%of new products sustainably designed(300 products)Over 30,000 products covered by an information system Ethical principles fleshed out and circulatedmore widely:update to the LVMH Code of Conduct and theSupplier and Commercial Partner Code

119、of Conduct Program expanded:publication oftheAnti-Corruption Charter and the ResponsibleLobbying Charter561 concerns raised via the LVMH Alert LineLVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t24 25LVMHs contribution to the SDGsThe Group supports the 17

120、Sustainable Development Goals(SDGs)adopted by the United Nations in 2015.TheSDGs represent a global call to action over the period to 2030 toreduce inequality,make the world abetter place for future generations and ensure thatall human beings can live in peace and prosperity.The table shows how the

121、Groups social and environ-mental responsibility strategy has contributed tothe 17 SDGs and more specifically the SDG targets on which LVMH intends to focus its commitment,as well as the actions taken to help achieve the objectives set by the SDG targets.In addition,LVMHs business model intrinsically

122、 contributes towards SDGs8,9 and 10(targets8.2,8.3,8.9,9.2 and 10.2)by virtue of its economic footprint and its commitments as a responsible employer.Lastly,the Groups ethics pro-gram spearheaded by its Code of Conduct and its Supplier and Commercial Partner Code of Conduct contributes to SDG8(targe

123、t8.7).SUSTAINABLE DEVELOPMENT GOALS TOWHICH WE CONTRIBUTETARGETSRESPECTING EVERYONES INDIVIDUALITY ANDDIGNITYSDG no.5:5.1,5.5SDG no.8:8.5,8.8SDG no.10:10.2,10.3TAKING ACTION TO ENSURE THE WELL-BEING OFOUR EMPLOYEESSDG no.3:3.4,3.5,3.8SDG no.8:8.2,8.8PASSING ON THE SAVOIR-FAIRE REQUIRED TOACHIEVE EXC

124、ELLENCESDG no.4:4.3,4.4,4.5SDG no.8:8.5SDG no.9:9.2,9.3,9.4SDG no.10:10.4SDG no.11:11.4SDG no.17:17.17MAKING COMMITMENTS FOR A BETTER SOCIETYSDG no.3:3.bSDG no.4:4.3,4.4,4.5,4.6SDG no.5:5.5SDG no.8:8.3,8.6SDG no.10:10.2SDG no.11:11.4SDG no.17:17.16,17.17FOSTERING CREATIVE CIRCULARITYSDG no.9:9.4SDG

125、no.12:12.2,12.5,12.8SDG no.17:17.16,17.17CONSERVING BIODIVERSITYSDG no.3:3.9SDG no.13:13.2SDG no.14:14.1SDG no.15:15.1,15.2,15.3,15.5,15.6,15.7SDG no.17:17.16,17.17ACTING FOR THE CLIMATESDG no.6:6.3,6.4SDG no.7:7.2,7.3SDG no.9:9.4SDG no.12:12.2,12.5,12.8SDG no.13:13.2SDG no.14:14.1SDG no.17:17.16,17

126、.17GUARANTEEING TRACEABILITY ANDTRANSPARENCYSDG no.3:3.9SDG no.12:12.8SDG no.13:13.2SDG no.15:15.1,15.2,15.3,15.5,15.6,15.7SDG no.17:17.16,17.17OUR MAJOR CONTRIBUTIONS SINCE 2019REFERENCE PAGES EllesVMH(Groups gender equality initiative)Disability Inclusion Office Commitment to education and equal o

127、pportunities Diversity&Inclusion policy Fighting discriminationPage46Page46Page70Pages44 and49Page44 Health and safety approach Quality of life at work program Responsible consumption of wines and spirits Fair Wage principles LVMH Heart Fund(emergency financial and social and psychological support p

128、rogram benefiting Groupemployees)La Maison des StartupsPage53Page54Page54Pages30 and63Page54Page69 LVMH Mtiers dExcellence Fair Wage principlesPage62Pages30 and63 Support for medical research,including research into sickle cell anemia Nonprofit partnerships working for equal opportunities in educati

129、on and employment LIVE LInstitut des Vocations pour lEmploi Accompagner la ralisation des projets dtudes de jeunes lves et tudiants handicaps(Arpejeh)La Maison des Startups Financial support for the arts and culture Fondation Louis VuittonPage71Page70Pages76 and77Page46Page69Pages120 to133Pages128 a

130、nd129 LVMH Circularity(ecosystem housing the repurposing and reuse expertise of the Group and its partners)Repair and care task force Partnership with Fairly Made Product and packaging eco-design BiomaterialsPage87Page87Pages88 and112Page88Page89 Established systems and methods for biodiversity foot

131、print analysis(Trase,Global Forest Watch,BiodiversityIntegrity Index,Dryad system)Water conservation plan Regenerative agriculture projects Partnerships with UNESCOs“Man and the Biosphere”(MAB)program and the Foundation for Amazon Sustainability(FAS)Active member of the TNFD forum Animal-Based Raw M

132、aterials Sourcing CharterPages95 and97Page95Page96Pages95,96,98 and 99 Page97Page97 Carbon trajectory validated by the SBTi LIFE360 Business Partners(action program that aims to reduce suppliers environmental impact)Adaptation plans Energy efficiency plan for stores and partnerships with mall operat

133、ors Responsible consumption and generation of decarbonized energyPage103Pages33 and105Page103Page104Page104 Strategic supply chain traceability and certification Consortium partners:Traceability Alliance for Sustainable Cosmetics(TRASCE),EcoBeautyScore Collaboration with Aura Blockchain Consortium I

134、nvolvement in environmental labeling policy development initiatives Application of Zero Discharge of Hazardous Chemicals(ZDHC)standardsPage111Pages111,112 and117Pages111 and112Page112Page113LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t26 27LIFE CYCLE OF

135、 Aleather goods productWorking in tandem with its stakeholders,LVMH upholds its commitment to sustainable luxury from the very first sketch through tothe end of the products life.Eachand every stage in the life of ourproducts reflects our commitment to act responsibly vis-vis theenvironment and soci

136、ety.DesignSourcingManufacturing and assemblyOur products marry timelessaesthetic appeal withthe principles of sustainable design.We support suppliers withtheprocess of adopting bestpractices and obtainingcertification fortheirsocialand environmentalimprovements.In our workshops,we make sure we look

137、after the health,safety and well-being of our employees and we keep our environmental footprint as small as possible.OUR INITIATIVES Teams trained in eco-design Premium-quality,long-lasting products created Certified,recycled andregenerative materialsdeveloped More sustainable materialscreated throu

138、ghinnovation Groundbreaking ecosystemsupported(LaMaison des Startups,etc.)Partnership formed withacademic and researchinstitutions todiscover the sustainable materials of the futureOUR INITIATIVES Certification of the supplychain based on the most robust standards(chainofcustody)LVMH Alert Line (for

139、 raising concerns)Contribution to local economies:our Maisons footprint in the regions Purchases diversified toinclude service providersbased in underprivilegedcommunities Deployment of the LIFE360 Business Partners program toassist suppliers in theprocess of reducing their environmental footprint C

140、ollaboration with shelteredemployment sectoroperators Animal-based RawMaterials SourcingCharterOUR INITIATIVES Passing on and keeping alivethe highest caliber ofcraftsmanship andsavoir-faire Embracing a zero-accident culture for health,safetyandwell-being intheworkplace Strictly controlling use ofha

141、zardous chemicals inprocessing(compliance with REACH regulations)Lowering energy and waterconsumption at sites and using renewables Cutting down on waste andencouraging recycling Creating and protecting jobs in the regionsOUR GROUP-WIDE INITIATIVESPrinciples of our Fair Wage policyTransport andlogis

142、ticsSales and customerexperienceRepair and maintenanceRecycling andrecoveryWe make adjustments to oursupply chains to optimize flows and encourage use of thecleanest forms of transport.We offer an unrivaled customer experience and help nudge our customers towards more sustainable and more engaged lu

143、xury.We offer repair and maintenance services to extend the life of each andevery item we sell.The goal is toreduce the need to replace them and alleviate the pressure on resources.Recycling and recovery are the starting point for something completely new,giving products a new lease of life.OUR INIT

144、IATIVES Minimizing the carbon footprintthrough use oflower-emission modes of transport(train,boat)andoptimizing supply chains(streamlining of storage hubs)Cutting energy consumption atlogistics sites and switching over to renewable energiesOUR INITIATIVES Continuous transparency improvements for cus

145、tomers byreleasing social and environmentalinformation aboutproducts Inclusive messaging in advertisingcampaigns and events Reduction in the environmentalfootprint ofmarketingevents andadvertisingcampaigns Lower energy consumption atlogistics sites and stores anduseofrenewable energies Reduction in

146、waste Charter for the well-being offashionmodels Marketing of charity collectionsbenefiting partnerorganizationsOUR INITIATIVES Repair and maintenance servicesdeveloped in stores andworkshops Product life extended byselecting longer-lasting materials Repair expertise andsavoir-fairedevelopedOUR INIT

147、IATIVES Development of innovative processes for recovering materials led by LVMH Circularity Unrecoverable materials given away or recycled Recovery and upcycling expertise and savoir-faire developedDiversity&Inclusion policyCarbon trajectoryEthical and compliance commitmentsLVM H 2023 S o c i a l a

148、 n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t28 29A PURCHASING POLICY THAT LIVES UP TOOUR COMMITMENTSOversight of the purchasing policyThe Group Purchasing Department and the Maisons purchasing teams have ultimate responsibility for quality,cost management and sourcing lead ti

149、mes.Their responsibility also extends to compliance by all the Groups value chains with the Supplier and Commercial Partner Code of Conduct.This Code lays down the ethical and social and environmental responsibility requirements that LVMH sets for itspartners,its suppliers and their subcontractors.O

150、neof the tasks of the Responsible Purchasing Committee,which is made up of Maisons purchasing managers and key strategic supply chain managers,is to monitor compliance with the Groups environmen-tal and human rights commitments.Identifying risks and moving forward togetherFor some considerable time,

151、LVMH has implemented an integrated supplier evaluation and support pro-gram fostering the common pursuit of excellence.Given the diversity of its activities and its global foot-print,the Group adapts its approach to the individual situations it encounters.Its vigilance framework is based on the maps

152、 carried out by the Maisons and a global map.The risks analyzed reflect its commit-ments to human rights,environmental protection and the fight against corruption.The ultimate goal is to identify priority action areas and support suppliers with the process of making continuous improvements to their

153、practices.LVMH has also made training for employees and its suppliers the linchpinofitsrespon-sible purchasing program.The programsenvironmen-tal aspects were expanded in December2023,with the announcement of the LIFE360 Business Partners plan.In addition,the Group also actively participates in sect

154、or initiatives for high-risk supply chains,such as the Colored Gemstones Working Group,the Diamond Source Warranty Protocol,and the Action for Sustainable Derivatives.GEOGRAPHICAL BREAKDOWN OFOURSUPPLIERS(1)EUROPENORTH AMERICAASIAOthersBreakdown of suppliers based on purchasing volume(%)6418171Break

155、down by number of suppliers7810102Breakdown of audits(%)663302Partnering with our suppliers to elevate corporate responsibility standardsThe premium quality of the raw materials it sources is one of the keys underpinning the desirability of LVMHs products and its responsibility framework.Since Scope

156、3 emissions account for 96%of the Groups carbon footprint,thePurchasing Department and the Environmental Development Department are looking to build new,more sustainable supply chains.Specific actions are undertaken aspart of the social program.The Group endeavors to ensure its suppliers andtheir se

157、rvice providers uphold human rights and to support them with applying the best possible employment,health and safety conditions.(1)The data reported in this table are from 2021.A new suppliermapping assessment based on 2023 data is currentlyunderway.A purchasing process based on three complementary

158、stages Risk mapping before any mitigationsOnline assessmentOn-site audits100%TIER1TIER1,TIERS2 AND ABOVETIER1,TIERS2 AND ABOVE2,062 suppliers assessed1,725 suppliers auditedTier1:suppliers in a direct relationship with the Group.Tiers2 and above:suppliers in an indirect relationship with the Group.A

159、llegro is a platform that catalogs all the audits carried out on the suppliers sites.AllegroWith its Convergence program,LVMH aims to maintain tight control over its non-financial risks linked to its suppliers.It is based on a global map prepared in conjunction with Verisk Maplecroft.Suppliers are r

160、ated according to how critical they are.Those classi-fied in the high-risk category on account of being mission-critical are assessed using the EcoVadis platform.The program also includes on-site audits.Under this extensive analytical process with its three complemen-tary stages,action plans are imp

161、lemented with remedial measures when compliance breaches are identified.The goal is to support suppliers so they can make progress by adopting an approach aligned with their specific operational requirements.To guarantee a harmonized approach Group-wide,the Maisons apply standardized audit framework

162、s.Certain Maisons also solicit anonymous or confidential feedback on working conditions from their suppliers employees so they can detect any breaches of employees fundamental rights.To find out more,please refer to the“Management report”section of theUniversal Registration DocumentLVM H 2023 S o c

163、i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t30 31Sample of 1,725suppliers,subcontractors and service providers.For 77%of these suppliers,the 2023 evaluation was a reassessment:69%of these improved on their score from the previous year.AUDITS AT OUR SUPPLIERS AND SUBCON

164、TRACTORS(EXCLUDING ECOVADIS)SUPPLIERS SUBJECT TO AN ECOVADIS EVALUATION1,512Over 1,450202120211,625Over 1,700202220222,021Over 2,06020232023654remedial action plans implemented toaddress unacceptable audit results57points.Average score of suppliers assessed by EcoVadis(compared to 46points onaverage

165、 for EcoVadis overall),1.5points higher than in 2022 and 3points above the2021 level2023 PERFORMANCE AND HIGHLIGHTSContinue training our employees in responsible purchasingThe Group has introduced training in responsible pur-chasing designed in conjunction with DesEnjeux et desHommes.The rationale f

166、or this is to fully involve everyone directly monitoring the strategic supply chains in achieving LVMHs ethical,social and envi-ronmental targets.Since 2022,nine in-person train-ing sessions have been held in Europe,North America and Asia.Guiding strategic suppliers in their drive toupskillLVMH has

167、introduced a special training framework for its strategic suppliers.In 2023,training sessions focused on the specific needs of certain countries were held again for the fifth year in a row in China and for the third time in Italy.The Maisons also arrange modules specially geared to the operational c

168、hallenges they encounter with their supply chains.Tiffany&Co.,for example,ran training sessions dur-ing fall2023 in Jaipur and Surat for its diamond and gemstone suppliers in India.Joining in industry efforts to guarantee a living wage under the UTTHAN programSince 2018 LVMH has taken part in UTTHAN

169、,an initi-ative led by major industry buyers in the embroidery sector.The aim is to increase recognition of high-end embroidery skills in Mumbai,where a large number of the Maisons partner embroiderers live and work.Alongside on-site training sessions for embroiderers,the program launched a survey o

170、f 3,000karigars(as embroidery workers are known in India)in 2023 and a protocol guaranteeing each of them a living wage and access to healthcare.+24%vs.2022+33%vs.2021+18%vs.2022+38%vs.2021Elevating practices throughout our ecosystemThe Group reaches out to all its suppliers with a view to fostering

171、 more andmore responsible practices across the value chain.Employees and partners are the central focus for various LVMH initiatives that aim to provide solutions tailored to the specific challenges arising in supply chains.LIFE 360 Business Partners96%of the Groups GHG emissions are in Scope3Over 5

172、0%of Scope3 emissions are linked to raw material purchases(products and packaging)9%of Scope3 emissions originate from inbound andoutbound transport for components andfinished goods“In 2023,LVMH launched the LIFE360 Business Partners program with one simple goal.And thats to involve our suppliers an

173、d our partners more closely in achieving LIFE360s ambitious environmental commitments.Its a top priority because Scope3 accounts for 96%of our carbon footprint.Since it all depends on our upstream and downstream value chains,its much harder to control,and so acting alone is not an option.LIFE360 Bus

174、iness Partners will enable the Group and its suppliers to adopt a more sophisticated approach to sustainability.Program initiatives will be formulated and assembled gradually,in tandem with the Environmental Development Department.They will call on operational support from the various areas of exper

175、tise within the Group,transcending any organizational boundaries.We will provide valuable assistance to our suppliers in key areas such as raw materials and transport,helping them to minimize their impact on the environment,including water and biodiversity.Sustainability Business Partner Days are or

176、ganized as part of the initiative to kickstart conversations between the Group and its suppliers.The aim is to identify together operational improvements in order to cut their environmental footprint and to standardize industry practices and the audit framework.”Mohamed Marfouk,LVMHs Operations Dire

177、ctorLVMH recognizes the complexity of the environmental challenges and is committed to significantly lowering its Scope3 emissions.Itfundamentally believes closer cooperation with its ecosystem is critical for it to achieve its goals.The Group unveiled the LIFE360 Business Partners initiative during

178、 the LIFE360 Summit in December2023.This program aims to support suppliers and partners in various aspects of their policies and environmental programs,especially with reducing their carbon emissions and also their impact on water and biodiversity.LIFE360 Business Partners builds on supplier transit

179、ion plans already introduced by certain Maisons,and itsgoal is to get the entire Group moving as part of a joint action program,which will be adapted to the needs of LVMHs partners.From 2024,suppliers will be able to state their transition-related requirements during Sustainability Business Partners

180、 Days.Workinggroups will also focus on creating a dialog between peers.Lastly,theGroup also plans to make its environmental knowledge andtraining programs and its regulatory monitoring insights available tosuppliers.Ultimately,it plans to foster the sharing of solutions andexpertise via a dedicated

181、platform.LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t32 33ADVANCING TOGETHER WITH OURSTAKEHOLDERSLVMH is mobilizing and working alongside internal and external stakeholders,its employees chief among them.The Group nurtures and cultivates a genuine spir

182、it of partnership at every point in its value chain.In deploying its action plans,making pro-gress and achieving its strategic targets,it consults,supports and is supported by its stakeholders.The Group studies their opinions and feedback to fine-tune the way it implements its environmental and soci

183、al responsibility initiatives.Guided by its commitments,LVMH seeks to create a virtuous circle involving joint progress and mutual benefit from each participants achievements,in all the territories in which it operates.This is why the Group promotes high standards of ethics and compli-ance in order

184、to maintain the trust between itself and its stakeholders,including its customers,suppli-ers,institutions,local government bodies and inter-national organizations.INSPIRING COLLECTIVE CHANGELVMH takes part year-round in multilateral discus-sions and initiatives ledby central and local govern-ment bo

185、dies and other institutions,as well as by large numbers of labs,universities,schools,foundations and service providers.Together,they prepare initia-tives and action plans to achieve shared objectives.In 2023,LVMH took part in several major interna-tional events such as COP28,the Future Fabrics Expo

186、event in London and the 42ndUNESCO General Conference.The Group also brought together over 500of its senior executives,its lead-ing partners and industry peers to discuss its envi-ronmental commitments at the December2023 LIFE360 Summit.During the event,it unveiled its LIFE360 Business Partners acti

187、on program,which aims to support its suppliers with reducing their envi-ronmental footprint.Involving our stakeholders inourefforts to address issuesCollective effortandcommitment are a vital ingredient in the process of reimagining the design,production,use and reuse of LVMHs products inorder to ac

188、hieve positive social and environmental impacts and to reduce theGroups negative impacts.LVMH and its Maisons are proactively creatingthe luxury of the future by working in synergy with their ecosystem and by interacting and cooperating with their stakeholders.Over 500participants at the December202

189、3 LIFE360SummitOver 65,000employees involved in a partnership working for the common goodA collective commitmentWorkforce-related prioritiesMAINTAINING HEALTH ANDSAFETY STANDARDS INOUR OPERATIONS Local communities Industry and certification bodies Federations and professional associationsPASSING ON

190、SAVOIR-FAIRE ANDCORE SKILLS Customers Partners for innovation Schools and universities Federations and professional associations Local communitiesPURSUING A POLICY OF ADVANCING SOCIAL CAUSES Customers Nonprofits,foundations andNGOs Schools and universitiesOn each of our social and environmental issu

191、es Employees Suppliers Service providers Media Luxury market participantsEnvironmental issuesCLIMATE CHANGE-RELATED RISKS Customers Local communities Investors and shareholders International institutions,states and regional authoritiesIMPACT ON BIODIVERSITY AND ECOSYSTEMS Customers Local communities

192、 Nonprofits,foundations and NGOs Schools and universities Investors and shareholders International institutions,states and regional authoritiesIMPACT ON RESOURCES (AVAILABILITY,POLLUTION)Customers Local communities Investors and shareholders International institutions,states and regional authorities

193、LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t34 35MISSION FOR THE PARIS 2024 OLYMPIC ANDPARALYMPIC GAMES:UNITE CREATIVE AND SPORTING EXCELLENCELVMH agreed to become a Premium Partner of the Paris 2024 Olympic and Paralympic Games in July2023.It made per

194、fect sense for the Group to join forces with this spectacular event,which will bring France and Paris,the historic birthplace of many of its Maisons,to global prom-inence.Elite athletes and the Groups top craftspeople share a number of values passion,a quest for excellence and a desire to surpass th

195、eir limits.As artisans of success,LVMH and its Maisons will deploy their savoir-faire and audacious creativity for the benefit of the events and the thrills and emotions they elicit.This commitment reso-nates with LVMHs mission:“The Art of Crafting Dreams”,making for a perfect fit with the Paris 202

196、4 Games.PREPARATIONS ON THE FIELD AND IN OUR WORKSHOPSBerluti will dress the French Olympic and Paralympic Team for the opening ceremonies of the Paris 2024 Games in a contemporary uniform that represents French elegance at its finest.Chaumets talented crafts-people worked on the design for the Olym

197、pic and Paralympic medals.Athletes who win gold,silver and bronze medals will take a little piece of France home as the medals have a piece of the Eiffel Tower embedded in them.Sephora will be a Torch Relay partner for the Paris 2024 Olympic and Paralympic Games.Mot Hennessy will provide its excepti

198、onal products as part of hospitality programs for the events.Louis Vuitton and Dior are set to unveil the various aspects of their support to the Paris 2024 Olympic and Paralympic Games at a later date.BRINGING ATHLETES INTO THE LVMH FAMILY UNDER THE ARTISANS OFALL VICTORIES PROGRAMLVMH is providing

199、 direct support for certain standout athletes in the run-up to the Games.Alongside its Maisons,the Group has welcomed 7athletes as ambas-sadors under the Artisans of All Victories program.Lon Marchand,5-time world champion and record-holder in the 400-meter individual medley,Enzo Lefort,gold medalis

200、t in mens team foil fencing in Tokyo in 2021 and individual world champion in 2019 and 2022,Antoine Dupont,member of the French Rugby Sevens Team,voted the worlds best player in 2021 and winner of the Grand Slam in 2022 with the French Rugby Team,and Timothe Adolphe,a silver medalist in the 100-mete

201、r sprint at the 2021 Tokyo Paralympic Games,will repre-sent Louis Vuitton.Gymnast Mlanie de Jesus dosSantos,a 4-time European champion,Pauline Droulde,a triple French wheelchair tennis champion,and Marie Patouillet,the 2022 world paralympic cham-pion,will represent Christian Dior.LVMHs creative part

202、nership with theParis 2024 Olympic and Paralympic Games1.The Maisons artisans preparefor Paris 20242.Lon Marchand,fivetime world champion and recordholder in the 400meter individual medley3.Pauline Droulde,triple French wheelchair tennis champion in 2021,2022 and 2023,currently 13th inthe world rank

203、ings4.Medals designed by Chaumet7athletes supported by LVMH and its MaisonsA DREAM MOMENT WITH A UNIVERSALLY POSITIVE IMPACTAs its partnership with the Paris 2024 Games gains traction,LVMH has decided to scale up its social com-mitment to sports.To kick off this initiative,LVMH is joining forces wit

204、h Secours populaire franais,a long-standing charity partner,to support a grassroots pro-gram enabling 1,000underprivileged children and young people aged 4 to 25to get involved in sport.LVMH has also decided to support the“Go for 30”challenge,which aims to champion sports activities in businesses an

205、d to encourage employees to do physical activity on a regular basis.Various initiatives and events have been organized within the Group and its Maisons,and a large number of employees have taken part.Lastly,LVMH intends to make art accessible to as many people as possible and will use all its creati

206、ve savoir-faire to celebrate sport in an unprecedented cultural exhibition.Unique works of art,historic items and breathtaking artistic performances will be showcased by several of LVMHs Maisons and by the Fondation Louis Vuitton as part of the Cultural Olympiad.2143LVM H 2023 S o c i a l a n d E nv

207、 i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t36 37“The real business success stories involve companies thatstand the test of time and help build a sustainable society.At LVMH and our Maisons,this is a long-standing conviction,one that we pursue every day through our commitments and ini

208、tiatives in the field ofsocial responsibility.”Bernard Arnault,Chairman and Chief Executive OfficerOur social commitmentPART138 39LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t2025 CSR ROADMAP.4201.Cultivating our individuality.4402.Taking action to ensu

209、re asafe and healthy workingenvironment.5203.Passing on the expertise required toachieveexcellence.6004.Contributing to a better society.68Chantal GaemperleGroup Executive Vice President Human Resources and Synergies46%of the Groups key positions are occupied bywomenOver 65,000employees participate

210、in public-interest partnershipsThe success of our Group is built on our Maisons,and their unique savoir-faire,aswell as our people.More than 210,000employees around the world strive each and every day to craft and create products of the highest quality and to delight our customers with a memorable e

211、xperience.Mirroring how we manage our Maisons,our Human Resources strategy takes along-term view and puts people at the heart of everything we do.We have implemented,and indeed expand every year,a series of global initiatives to pursue our goal.Our key action points helping our employees to grow and

212、 develop,nurturing a culture of inclusiveness and making commitments to society often break new ground and always stay true to who we are,as we single-mindedly focus on the needs of our talented cast of people,and on hiring,developing and retaining them.They are our most precious asset,and our goal

213、is to harness their full potential.All these initiatives speak to our role as a catalyst within our ecosystem and,more broadly,across all the regions and countries where we operate.To cite just a few of these initiatives,the LVMH Mtiers dExcellence,which aimstopreserve the unique expertise that is c

214、rucial to the success of the luxury industry andour Maisons,encompasses more than 280Mtiers dExcellence indesign,craftsmanship and customer experience.In 2017,the Mtiers dExcellence held their first work-study training fair in Clichy-sous-Bois,and thisevent has since morphed into the You&ME tour of

215、France and Italy.Over 10,000visitors,middle and secondary school students,as well as people interested in career change opportunities,attended these events in 2023,seizing the chance tomeet with ourcraftspeople,designers and sales associates.TheEllesVMH program,launched in2007,a long time in advance

216、 of any statutory obligation,was designed to safeguard gender equity and pioneering womens careers within our Group.Severalthousand female employees have already joined up and ournew EllesVMH Collective program will provide mentoring opportunities for as many ofthem aspossible.The Disability Inclusi

217、on Offices efforts helped increase by over 25%the number of employees with disabilities who joined our teams this year.The Group supported the Pride Parades in several cities around the world Paris,NewYork,Wilton Manors,LosAngeles and Tokyo so our employees were ableto march together under the LVMH

218、banner.The LVMH Heart Fund,which provides psychological,social and financial support to help employees to deal withsudden emergency situations,along with the Groups commitment to theWorking with Cancer initiative,highlight our determination to support our people for the most difficult periods of the

219、ir personal lives.We are a group that creates jobs and that uses its influence to contribute to amore caring society.The LIVE LInstitut des Vocations pour lEmploi campuses lead our efforts to help to find a path back into employment for people who have long struggled to find work.More than a thousan

220、d people have already benefited from the program since its launch in September2019,with more than 80%successfully getting back into work.With the Dner des Maisons engages,wehave supported the Robert-Debr hospital in Paris in its fight against sickle cell anemia for over ten years now.Also in 2023,as

221、 in previous years,we joined forces with partners to help to tackle major social issues.Over 65,000employees have supported 1million people through social responsibility partnerships around the world.As the Groups Executive Vice President for Human Resources andSynergies,I am proud of what they are

222、doing.It encapsulates our culture and our collective determination to be a committed and engaged group.“Our key action points helping our employees togrow and develop,nurturing a culture of inclusiveness and making commitments to society often break new ground and always stay true towhowe are.”40 41

223、LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r tOUR SOCIAL COMMITMENTKEY ASPECTS OFTHESTRATEGY2025 TARGETSIndividuality and non-discrimination50%of key positions held by women2%of the workforce have disabilities100%of recruiters having undertaken non-discr

224、imination training30%of leadership roles in the United States occupied by black,indigenous and people of color(BIPOC)(1)Health,safety andwell-being100%of the Health&Safety Policys five commitments achieved:1.Identify health and safety risks2.Establish a health and safety action plan3.Manage the heal

225、th and safety approach4.Ensure all employees have an active role in health and safety5.Maintain a virtuous culture for a safe environmentExcellence through savoir-faireOver 10,000visitors at the You&ME career orientation and job fairs held in 8cities in France and Italy(2)Over 1,700middle school stu

226、dents informed in France,Italy and the United States(2)Over 750new apprentices in 2024 at the Institut des Mtiers dExcellence(IME)in 7countries(2)Engagement100%of employees having the opportunity to take part in a public-interest initiativeACTION PLAN2025 CSR ROADMAPfor a better societyThe Group is

227、developing an action plan for thebenefit of its employees and society as a whole,consisting of four key aspects andquantitative targets.(1)2026 target.(2)2024 targets.2023 RESULTSCHANGE 2022 2023MAJOR LVMH PROGRAMS46%1.6%82%28%+1pt+14%+11%+4pt EllesVMH Inclusion Index LVMH Disability Inclusion“Recru

228、iting without discriminating”training86%of employees are covered by a formal health andsafety approach within their Maison96%of employees work in a Maison that periodically reviews its health and safety approach92%of employees work in a Maison wheretheManagement Committee analyzeshealth andsafety an

229、nually42%of employees have been made aware in risk prevention and first aid100%of Maisons celebrate health,safety and well-being at work once per year+6%+8%+6%+27%=Health and safety approach Staying on the safe side series LVMH Code of Conduct LVMH Heart Fund Fair Wage principles Charter on Working

230、Relations with Fashion Models and their Well-Being8,000 people recruited in LVMHs Mtiers dExcellence3,080middle school students informed of the Mtiers dExcellence through the“Excellent!”program,which has been rolled out in 4 countries since 20212,700apprentices trained by the Institut des Mtiers dEx

231、cellence(IME)in 7 countries since its launch in 2014 WE for ME LVMH Mtiers dExcellence DARE INSIDE LVMH88%of employees have the chance to get involved in a community-oriented initiativeOver 950social partnerships formed by the Maisons withnonprofits and foundations acting inthepublic interest Dner d

232、es Maisons engages Integration and education partnerships LIVE LInstitut des Vocations pour lEmploi42 43LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t01Cultivating our individualityAn inclusive culture:a key driver of our performancePRIORITIESWith a work

233、force featuring more than 190nationalities and spanning 4 generations,LVMH is diverse by its nature and inclusive by choice.It is vital that all of the Groups stakeholders staff members,partners and customers feel welcomed,respected and repre-sented.This commitment is embodied by our Diversity&Inclu

234、sion policy,which features clear objectives relating to all our stakeholders,talent and suppliers,and to everything connected with the image of the Group and its Maisons.Encouraging diversity of talent at all levelsLVMH is developing inclusive practices in all aspects of its staff members working li

235、ves,such as recruit-ment,career management and pay.As well as forming part of LVMHs responsibilities,these practices help to drive long-term performance.The Group has set ambitious targets in terms of representation,including having 50%of key roles occupied by women,2%of its workforce consisting of

236、people with disabilities by 2025,and having 30%of key roles in United States occupied by black,indigenous and people of color(BIPOC)by 2026.The Group and its Maisons have carried out numerous initiatives to reach these tar-gets,including career development opportunities for women such as EllesVMH Me

237、ntoring&Coaching,and initiatives to support the emergence of local leaders such as Mot Hennessys Asian Leadership Advancement Program.The Groups clear fundamen-tals and effective tools also help it deliver on its com-mitments.The LVMH Code of Conduct condemns all forms of discrimination,and the Aler

238、t Line allows inter-nal and external stakeholders to report any breaches of the Code.These tools are supplemented by robust training programs and regular audits.Since 2011,the Group has introduced mandatory training for recrui-ters on preventing discrimination,and that initiative INITIATIVESIn 2023,

239、LVMH unveiled its vision of a culture that intentionally is inclusive and diverse at its core,with a series of videos entitled“Its everyones business”.This exclusive series contains portraits of several staff members whose careers are as diverse as they are inspiring.It highlights the way inwhich th

240、eir identity and individuality guide their professional development.The Group encourages the development of staff networks,which are constantly growing around the world.EllesVMH has expanded into Spain,Portugal,Italy,Switzerland and China and iscontinuing to help women develop their careers.The All

241、LVMH Pride network,which combats discrimination against LGBTI+people,is now present in Australia,France and New Zealand.LVMH Employees of African Descent(LEAD)promotes BIPOC inclusion:it is continuing to grow inUnited States and is establishing its network in the United Kingdom.In 2023,the Groups se

242、cond international Voices of Inclusion weektook place.Its aim is to amplify thevoices of LVMHs talented people andshowcase the collective efforts of the Group and its Maisons to foster an increasingly inclusive culture.In particular,the Group and its Maisons highlighted initiatives taken throughout

243、2023 to promote diversity and inclusion,and the best initiatives were acknowledged in theInclusion Index Awards ceremony.82%of recruitment staff received non-discrimination training between 2021 and 2023has been bolstered by digital resources in all regions and Maisons.Recruitment practices are peri

244、odically checked by an independent organization to ensure that they are compliant and do not feature any discri-minatory biases.Ensuring that staff members buy into ourinclusion commitmentsLVMH is continuing to increase its commitment to a culture of inclusion,and to that end introduced a digital tr

245、aining course on the theme of“Managing prejudices and fostering inclusivity at LVMH”in late 2022.All Group staff members can take the course.It aims to raise awareness and provide information among people at all levels of the hierarchy,from production and sales teams to executive managers,regarding

246、unconscious bias.The Group and its Maisons are also developing a training program dealing with subjects such as inclusi-vity in stores and inclusive management.44 45LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r tOUR SOCIAL COMMITMENTCultivating diversity

247、through our commitmentsPRIORITIESThe Diversity&Inclusion policy is led by the Executive Committee at the global level,and involves quantita-tive targets.We have a number of initiatives to achieve those targets,and we offer an increasing number of opportunities to all talented people.Increasing the p

248、roportion of leadership roles occupied by womenAt LVMH,where 71%of staff members are women,the professional development of female employees is a key priority.With the EllesVMH program,the Group is maintaining its commitment to having half of all strate-gic roles occupied by women by 2025:46%of the G

249、roups key roles were occupied by women in 2023.The program also promotes equal pay and the passing on of skills,through the collective power of the EllesVMH networks around the world.EllesVMH includes numerous training opportunities and tools to support and accelerate the career development of women

250、 at all levels of the Group.In 2023,EllesVMH was bolstered by the launch of its global in-house digi-tal platform EllesVMH.com,which features a num-ber of resources:interviews with female leaders who discuss their career paths and give advice,freely accessible SHERO Academy training sessions and onl

251、ine chat rooms for each EllesVMH network.Recruiting and developing people withdisabilitiesLVMH has been committed to integrating people with disabilities into the workforce for around fifteen years.The Group is a member of the International Labor Organizations Global Business and Disability Network

252、and has signed its Charter.After focusing on France,the Group now has a target of having people with disa-bilities make up 2%of its global workforce by 2025.This effort is being led by LVMHs Disability Inclusion Office,which helps people with disabilities find work and involves 200CSR and Disability

253、 correspondents in the Maisons.Day-to-day,the Disability Inclusion community provides employees with resources to sup-port the recruitment and professional development of people with disabilities.The Group is also involved in specific programs such as that of Sephora in the United States,where 10%of

254、 employees in its 5 logistics cen-ters have disabilities,and in France as part of a partnership with VETA(Vivre et travailler autrement)to promote the inclusion of autistic people.Since 2022,LVMH has been increasing the digital accessibility of websites across the Group and its Maisons.Increasing ef

255、forts in favor of LGBTI+inclusionLVMH is a signatory to the UN Standards of Conduct for Business to tackle discrimination against the LGBTI+community,and to the LGBT+commitment charter of LAutre Cercle.In 2023,LVMHs“Walk the Talk”campaign highlighted its commitment to combating discrimination agains

256、t LGBTI+people and the Group presented the progress it has made in a dedicated report.LVMH also supported its AllLVMH Pride networks participation inpride parades around the world,and supported the Adieu ma honte documentary series,which tells the story of Ouissem Belgacem,a former international foo

257、tballer,and his battle to accept his homosexuality.The Group also formalized its partnership with non-profit Le Refuge to provide career advice to young LGBTI+people.Harnessing the potential of our multigenerational workforceLVMHs workforce spans four generations,and the Group can count on all its p

258、eople from the youngest to the most experienced to ensure that its Maisons key expertise is passed on.LVMH is putting in place programs and initiatives for all its staff,aimed at strength ening and fostering cohesion across all age groups.For example,the INSIDE LVMH digital platform provides student

259、s with exclusive content to help them learn about the luxury industry,while the Groups SPRING graduate programs are a genuine career springboard for recent graduates,allowing them to rotate around several different roles within one of our Maisons.LVMH also supports its senior employees throughout th

260、eir careers.The Groups holding com-pany helps itsemployees make the transition to reti-rement,particularly through the SWITCH program,while Glenmorangie has devised a series of workshops on this topic.The Group also makes efforts to build bridges between generations,with initiatives such as the inte

261、rgenerational mentoring program set up by MotHennessy.Developing local leadersTo develop leaders who are more representative of the Groups diverse teams,professional development programs are deployed at the level of the Group,its Maisons and its regions.They include the MotHennessys Asian Leadership

262、 Advancement Program and the Connected Leadership Academy inthe United States,a partnership with McKinsey&Company,for the professional development ofBIPOC.PRIORITIESOur Diversity&Inclusion strategy is applied within each Maison,in line with its business sector and core values.To maintain the impetus

263、 of the Groups social innovation efforts,LVMH organizes events in which people come together and discuss initiatives to achieve the Groups targets.Each year,the Inclusion Index(diversity and inclusion monitoring unit)looks at all the initiatives put in place by the Group and its Maisons to foster a

264、more inclusive culture,and is a particularly good demonstration of how the Group sets a collective example that inspires people beyond LVMH and its Maisons.Inspiring people through the Inclusion IndexSince 2018,the LVMH group has tracked its efforts to promote gender equality.It has also broadened t

265、he scope of the Inclusion Index to cover six key catego-ries:gender equality,LGBTI+inclusion,disability inclu-sion,origin,generations and inclusive culture.Last year,close to 200initiatives were submitted by the Groups Maisons and regions,and all LVMH employees were invited to vote for their favorit

266、e initiatives.A jury made up of members of LVMHs Executive Committee and CEOs of the Groups Maisons acknowledged the most impactful initiatives in the Inclusion Index Awards,which took place during the second annual Voices of Inclusion initiative.The cere-mony took place at the Fondation Louis Vuitt

267、on in the presence of over 250guests,including members of the Groups Executive Committee,Presidents of the Maisons and talented Group employees committed to the Inclusion Index units work.A spe-cial prize was created in 2023 for the Maison with the best diversity and inclusion performance indicators

268、,and the award went to Sephora.The trophies pre-sented during the ceremony were designed by Repossi,an LVMH jewelry Maison that shows its commitment to a more inclusive society in all parts Disseminating our culture of diversity and inclusionINITIATIVESLVMH published its first LGBTI+activity report

269、to coincide with its“Walk the Talk”campaign.The report reviews the commitments and initiatives of the Group and its Maisons to promote the inclusion of LGBTI+people within itsown staff,among its partners and in their communication.On September5,LVMH North America and HarlemsFashion Row marked the16t

270、h anniversary of the Fashion Show&Style Awards,which celebrate BIPOCcreatives.Initiated in 2021,thepartnership with Harlems Fashion Row aims to open doors to talented creative people of color through events and collaborations.In China,through its Angel program,Louis Vuitton currently employs 45peopl

271、e with disabilities across several sites and departments.7prizes awarded to the best D&I initiatives inthe Inclusion Index Awards ceremony andaspecial prize awarded to Sephora foritsculture of inclusion16employee networks around the world(EllesVMH,All LVMH Pride,LEAD)200initiatives identified by the

272、 Inclusion Index in2023Over 90,000talented Group employees have access tothe“Managing prejudices and fostering inclusivity at LVMH”training programof its value chain.Repossi was also one of the short-listed Maisons for its partnership with Moyo Gems,which works with women in East Africa and sources

273、precious stones from mining to sale.Fostering an inclusive cultureLVMH is stepping up its efforts to establish an inclusive culture across the Group,and demonstrated thatcommitment several times in 2023.To mark International Day of Persons with Disabilities,LVMH reiterated its dedication to making e

274、xcellence a driver of social and professional integration.In its PRIDE Walk the Talk event,it celebrated Pride Month and reasserted its commitment to combating discrimina-tion against LGBTI+people.During the same event,the Group also put the spotlight on practical grass-roots initiatives adopted by

275、its Maisons and its inter-national All LVMH Pride staff network.International Womens Day is another highlight on the Groups calendar,and its EllesVMH networks organized a num-ber of events around the theme of passing on skills.46 47LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i

276、 b i l i t y R e p o r tOUR SOCIAL COMMITMENTProgress achievedWINNERS IN THE 2023 INCLUSION INDEX AWARDS“With the Polo Circol-Abile initiative,Loro Piana puts inclusion and the circular economy at the heart of the Maisons priorities.Through this program,a team of 9 young people with disabilities pro

277、cesses obsolete Loro Piana clothing to be recycled or donated tocharities.Since 2019,over 24,000 garments have already been donated.”Elvira Grimaldi,Chief Human Resources Officer,Loro Piana“In partnership with local associations,Louis Vuitton is committed in Asia to broaden professional horizons of

278、women from underprivileged backgrounds.This initiative benefited to Xu Zi-Han,an 18-year-old artist whose talent for painting flourishes within our Maison.She can refine her art,and has the means to realize her dream of studying abroad.”Sydney Kim,Vice President Human Resources,Louis Vuitton North A

279、sia“By creating the first LGBTQIA+Advisory Board,Belmond is pioneering diversity and inclusion in the luxury travel industry.Our Travel with Pride train journeys are a celebration ofLGBTQIA+travelers and their allies,offering a unique experience on board the Venice Simplon-Orient-Express.This was a

280、natural evolution for us,andonethat was necessary in order to continue raising awareness of diversity and inclusion.”Pascal Deyrolle,General Manager of the Venice Simplon-Orient-Express,BelmondGender equity46%of the Groups key positions are held by women(vs.45%in 2022)65%of executives and managers a

281、re women18Maison Presidents and Division CEOs are womenEllesVMHA program to support and accelerate the career development of women at all levels of the GroupPeople with disabilities1.6%of the Groups employees had disabilities in 2023,making a total of 3,492people,an increase of 25%vs.2022Disability

282、InclusionOfficewith more than 200 correspondents within the Group1,443people with disabilities were recruited in 2023BIPOC(black,indigenous and people of color)Over400talented BIPOC professionals joined the Connected Leadership Academy in 202328%of leadership roles in United States are held by BIPOC

283、(vs.24%in 2022)48 49LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r tOUR SOCIAL COMMITMENTCHRISTIAN DIOR COUTUREOpen Days to encourage more diverse recruitment To attract a more diverse range of employees,Christian Dior Couture holds Dior Open Days.During t

284、hese events,the Maison invites jobseekers from avariety ofbackgrounds to discover its brand universe and occupations.Theyfocus onallowing potential applicants to see the Maison close-up and talk to its teams directly,and to pair up with employees for half a day and gain hands-on experience of the wo

285、rk they do,putting the emphasis on operational and interpersonal skills rather than academic qualifications.As a result,they help tocombat imposter syndrome by making participants feel confident and worthy of applying for a role at the Maison.Three Dior Open Days have already been held at the Maison

286、s boutiques on Avenue Montaigne and Avenue des Champs-lyses in Paris:30%of participants were offered jobs,mostly permanent roles.LVMH AND ITS MAISONSSupporting autistic people enter the workforce Alongside nonprofit Vivre et travailler autrement(VETA),LVMH is stepping up its efforts to help autistic

287、 people find employment.The partnership between LVMH and VETA,signed in 2023,aims to increase inclusion within the Maisons.Some of them have already put in place several successful programs with VETA.Guerlain in particular has led the way in this area.It welcomed Mavryck,its first autistic employee

288、with high support needs,in 2021,and he has been followed byfour more autistic employees.The Maison has shown the way in terms ofintegration and of the collective pride this generates.In 2024,more people willjoin the Group and its Maisons through this program.Our Maisons commit to taking actionMOT HE

289、NNESSYFostering a spirit of curiosity that has no age Mot Hennessy focuses on bridging the gap between the five generations that co-exist today in the workplace.In 2023,the DE&I Shakers,the cross-topic employee network at Mot Hennessy in Paris,launched Ageless Conversations,aprogram that matches two

290、 colleagues of different generations.After participating to a kick-off event to learn to master“the art of meeting others”,thepairs were invited to meet once a month,for sixmonths,getting the opportunity to shake their vision of networking within Mot Hennessy and together learn,grow and discuss in a

291、 safe environment.An enriching and transformative initiative that promotes collaboration and agility in the workplace while giving value to every generation.TIFFANY&CO.Encouraging creativity Through its Atrium platform,Tiffany&Co.supports initiatives to make the jewelry industry fairer and more incl

292、usive,focusing on three aspects:creativity,education and community.In particular,the Maison supports historically black colleges and universities(HBCUs)in the United States.The aim is to offer educational and professional opportunities to students in the creative arts and media fields.Furthering its

293、 commitment to supporting artists who work tirelessly to heal communities through their gift,Tiffany Atrium supports programs like The Last Resort Artist Retreat(TLRAR),founded by Derrick Adams.In November2023,Tiffany&Co.partnered with TLRAR to hold a five-day symposium,bringing together leaders of

294、art and culture institutions.to cultivate individuality50 51LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r t02Taking action to ensure asafe and healthy workingenvironmentMaking safety a priority for all42%of employees received first aid and risk prevention

295、 training in 2023PRIORITIESIn line with its resolute focus on occupational health and safety,the LVMH Group has put in place resources and a network of dedicated correspondents to sup-port its Maisons.It made five commitments in 2020,and intends that all Maisons will fulfill them by 2025,in order to

296、 instill a Group health and safety culture.Applying demanding health and safety practicesThe Groups health and safety policy is led by a steer-ing committee of experts and implemented in a spirit of continuous improvement.Its main principles are set out in a Health and Safety Charter signed by the G

297、roups Executive Committee and by the Maisons CEOs.Thepolicy is based on five commitments:1.Identify health and safety issues2.Devise a dedicated health and safety action plan3.Deploy and manage the health andsafetyapproach4.Involve each staff member5.Maintain a culture that fosters a safe ecosystemI

298、mproving working conditions in each professionIn 2023,LVMH invested more than 189million equal to 1.8%of its gross payroll in improving the working conditions of its employees,including 44.2million spent on the health and safety of its teams(buying protective equipment,recruiting occupational health

299、 officers,providing training programs,etc.).The Maisons realize the Groups commitment through their own initiatives,which are tailored to the needs and circums-tances of each team.For example,Hennessy has two safety-related training programs:Leadership Scurit(for all managers)and Cap Prvention(for a

300、ll non-ma-nagerial staff members).Within Hennessy,compliance with machinery safety standards was also a particular area of focus at production sites in 2023:production lines were audited,instances of non-compliance were noted and the staff members concerned received train ing.Also during the year,Se

301、phora launched awareness-raising and training workshops in Europe and the Middle East.For example,in Poland,Sephora held a webinar for its staff members on managing stress and fatigue at work,and in Turkey it introduced a manda-tory eight-hour health and safety training course for all of its employe

302、es.Instilling a zeroaccident cultureLVMHs zero-accident culture is driven by its Health and Safety Charter and supported by a health and safety community consisting of ambassadors from each Maison.This community met five times in 2023 to share tools and step up the deployment of health and safety in

303、itiatives.Currently,96%of employees are covered by formal health and safety action plans,put-ting the Group well on track to achieve its aim of having such plans in place at all Maisons by 2025.As part of those efforts,each Maison is adopting safety initiatives suited to its operations.Louis Vuitton

304、,via its Focus initiative,makes major efforts to ensure health and safety at its workshops,and through the commit-ment of its teams they are paying off:five workshops were accident-free in 2023.INITIATIVESThe Group held its first Health and Safety Week in 2023,covering all of itsMaisons.It involved

305、various awareness-raising initiatives,relating in particular tofirst aid and mental health.Chantal Gaemperle,Group Executive Vice President,HumanResources andSynergies,reminded participants oftheprimary importance ofhealth andsafety in theGroups operations.Each Maison has appointed a health and safe

306、ty ambassador reporting tothe Group.Those 71ambassadors actively disseminate the Groups health and safety culture within their Maisons.Staying on the safe side is a series ofvideos that was launched during the Health and Safety Week,aiming to raise employees awareness ofthe topic acrossthe Groups th

307、ree main working environments(production,logistics andsales).52 53LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b i l i t y R e p o r tOUR SOCIAL COMMITMENTPRIORITIESTo take care of its staff members and make a positive contribution to their quality of life at work,LVMH acts a

308、s a partner in supporting their physical and mental health.The Group and its Maisons adjust to the needs of their teams,providing training,psycho-logical support,financial assistance and flexible work-ing arrangements.Taking action to support the physical andmental health of employeesBecause LVMH ca

309、res about the well-being of its employees,it makes specific efforts to support their physical and mental health.For example,it has set up assistance units and an internal alert system.To mark World Mental Health Day,the Group reaffirmed its commitment in this area,reminding all its employees around

310、the world of the numerous mental health initia-tives it has taken.The Maisons are committed to employee mental health:for example,Christian Dior Couture has a working group dedicated to mental health and its employees can make appointments with experts a doctor,a psychologist and a social worker whe

311、never they feel the need.Members of the Groupe LesEchos LeParisien human resources team have obtained the PSSM(mental health first aid)certificate,enabling them to detect signs of mental health disor-ders.Fendis health and safety teams in Italy carried out a survey of mental health among the Maisons

312、 employees to assess potential causes of stress at work.In June,Parfums Christian Dior held its Quality of Worklife Week,during which staff members were invited to attend talks given by psychologists and coaches.Supporting Group employees facing personal difficulties with the LVMH Heart FundThe LVMH

313、 Heart Fund,launched in 2021,provides emer-gency financial aid and social and psychological support to employees experiencing serious difficulties in their personal lives.The service is free,confidential and open Creating the conditions for well-being at workINITIATIVESTo celebrate the LVMH Heart Fu

314、nds second anniversary,Chantal Gaemperle,Group Executive Vice President,Human Resources and Synergies,Delphine Arnault,Chairman and Chief Executive Officer of Christian Dior Couture,and Laurent Boillot,President of Hennessy,presented three stories inspired by the personal experiences of employees th

315、efund has helped.Mot Hennessy promotes moderate consumption and responsible choices about alcohol among its employees and consumers alike.In its communications and tasting experiences,the Maison stresses the importance of mindful drinking,encouraging people to thinkcarefully about whether or not tod

316、rink,when,and how much.Its aim isto promote the art of tasting and tomake as many people as possible aware oftherisks caused by excessive alcoholconsumption.LVMH supports Working with Cancer,aPublicis Foundation initiative,which champions a more open,supportive andinclusive corporate culture for emp

317、loyees with cancer.Through that project,LVMH is seeking to create a working environment in which everyone feels supported,included and heard.to all LVMH employees around the world.Since it was launched,it has received almost 7,500requests for psy-chological,social or financial support(3,244in 2023)f

318、rom people across 5continents.Working to improve quality of life at workLVMH supports its employees and provides them with training regarding new ways of working,time manage-ment and the right to disconnect,to help them achieve the best possible work/life balance.The Group also promotes flexible wor

319、king hours and every year holds a week of events dedicated to quality of life at work.Charters and collective agreements relating to remote working and the right to disconnect have been gradually implemented within the Maisons:last year,for example,Kenzo published its Charter on the Right to Disconn

320、ect,while at Celine a collective agreement came into force on January1,2023,including rules on quality of life atwork.That agreement provides for a new process for monitoring working hours,making it easier for all employees to exercise their right to disconnect.Almost 7,500requests received by the L

321、VMH Heart Fund since its launch(including 3,244 in 2023)PRIORITIESIn meetings of the European Works Council,the Group Works Council and local bodies,regular efforts are made to raise the awareness of those attending about CSR and disability matters.These bodies play an important role in completing t

322、he CSR roadmap.Social dialog at the European levelThe European Works Council organizes dialog in 22countries between its 29members,who serve five-year terms,and the management teams of the LVMH and Christian Dior groups.In the European Works Councils annual plenary meeting,members are infor-med abou

323、t economic,financial,workforce-related and environmental matters and about CSR initiatives taken by the Christian DiorSE and LVMHSE groups.In par-ticular,they benefited from a presentation on CSR issues and disabilities in 2023.Members also receive training during their terms of office.Social dialog

324、 in FranceIn France,the Group Works Council handles dialog between elected representatives and the CEOs of all the Groups divisions.Its 29members hold discussions every year about Group strategy,economic and finan-cial issues,employment-related developments,the environment,CSR initiatives adopted wi

325、thin the Group and the prospects for the current year.In 2022,a new Group Works Council was elected for a four-year term.Dialog within the Maisons in FranceIn France,social dialog also takes place within Economic and Workforce-Relations Committees(EWRCs).For companies with fewer than 50employees,the

326、 EWRC resolves individual and collective complaints made by employees about matters such as pay and the Fostering social dialogINITIATIVESIn 2023,Moynat engaged in extensive social dialog,resulting in its signature ofthe Groups Remote Working Charter,which establishes the circumstances inwhich emplo

327、yees can work remotely.To encourage dialog with its staff,Chandon carries out anonymous surveysof its employees in Argentina after eachnew strategic event and organizational change.On January1,2023,Celines new collective agreement with its staff representative bodies came into force,adjusting the Ma

328、isons workforce relations arrangements.The agreement includes new rules on quality of life at work,such as a new process for monitoring working hours and the right to maternity leave at full pay without any conditions regarding length of service.40.3millionallocated by the Groups various companiesto

329、 social and cultural activities viatheir contribution to EWRCsapplication of the French Labor Code.For companies with 50employees or more,social dialog relates in particular to management decisions,the companys economic and financial development,the organization of work,vocational training and produ

330、ction techniques.As a result,EWRCs play a key role in ensuring that social dialog takes place in an organized,fluid manner with employees of each Maison and within each entity.LVMH Alert LineLVMH has set up an Alert Line()allowing all its stakeholders,both internal and external,to report any breach

331、of the Groups Code of Conduct,directives,principles,internal policies or applicable laws and regulations,anywhere in the world.All staff members,suppliers and customers can access the Alert Line,regardless of their location.54 55LVM H 2023 S o c i a l a n d E nv i ro n m e n t a l R e s p o n s i b

332、i l i t y R e p o r tOUR SOCIAL COMMITMENTProgress achieved“Fendi has an ambitious vision for health and safety,supported at the highest level of the Maison,with more than 100 Senior Managers around the world involved in developing our health and safety strategy.”Veronica Scarano,WW HSE Manager,Fend

333、i“At Mot&Chandon/Ruinart,we are strongly committed to preventing vulnerable situations arising as a result of illness,psychosocial risks,disabilities and addiction,and to providing support to people experiencing such situations.Our Maisons help keep vulnerable people in work.”Noura FourarLefvre,Head of CSR and Head of HR Development,MHEA,Mot&Chandon/Ruinart“I want to thank you for helping me finan