L'Oreal Hr Case Study

To resolve the disparate impact and to alleviate any discrimination all hiring managers must complete training in Equal Opportunity and diversity, this will emulate the best staffing practices by eliminating general barriers and bias, and reduce chances of unintentionally or intentionally discrimination in staffing. A recommendation to establish

Predict the major potential legal issues that you may encounter when establishing equal employment opportunities and diversity within the workplace while still aiming to acquire employees with the needed

L’Oreal’s slogan “Because we are worth it” is the platform upon which the company’s entire marketing strategy is built. The purpose of the message is to create a sense on self worth and confidence among women. L’Oreal’s marketing content is based upon three pillars: education, empowerment and aspiration. In line with these three topics, how-to and do-it-yourself videos have been created informing consumers of various beauty tips. Videos focused on empowerment send the message of the brand’s strength and confidence rather than just focusing on cosmetics and beauty, leaving customers with positive outlook. Finally, aspirational videos are reflections of the company’s sponsorships with various award and fashion events, which infuse the brand with

* Equal opportunities – this sets out how the organisation ensures there is no discrimination in the work place

Before, going into this we need to look at the past discriminative policies adopted many companies, responsible for many acts of discrimination against minorities. Menial and low level jobs were offered to certain ethnic and minority groups. Even, woman was denied certain job categories on the ground of strength and their capabilities. This discriminatory policy adopted for so many decade has led to a situation where there cannot be a level playing field without taking certain affirmative action.

Legislation has reduced discrimination and open doors for minorities by putting in place EEO and AA these are programs both designed to promote social equity through different methods. Treating all individual in the employers communicate their commitments to EEO to prospective application in the form of an EEO policy statement. Legislation has put in place and policy that is referred to proactive efforts on the part of an employer to address the effects to past discrimination when the EEO efforts alone will not suffice. The most rent development in the challenge to achieve social equity is Diversity Management it's more distinct from AA and EEO in that its primary goals is to ensure that individual will work in harmoniously no matter what their

Snell, S., & Bohlander, G. (2013). Chapter 3: Equal Employment Opportunity and Human Resources Management. In Managing human resources (16th ed.). Mason, Ohio: South-Wester

Equal opportunities – Approach should be ethical and legitimate by ensuring discrimination does not occur. For example, all candidates should receive the same treatment and the process structured the same way for each candidate.

Equal opportunity is a very important subject. In today's world every employer is required to not to discriminate in anyway when selecting employees to work for them. Over the course of our nations evolution it was noticed that employers didn’t always follow that mindset. So in turn the EEOC was created which is The U.S. Equal Employment Opportunity Commission.

These could be the benefits for the employer if equality and diversity procedures are followed in a business environment:

The aim of this piece of work is to examine the nature of equality and diversity initiatives implemented by employers and their effectiveness. In the first section I will look at what equality and diversity programs are used by employers and what effects they have on diversity and inequality. Once I have established the nature of diversity and inequality I will explore the extent to which they are effective. Finally I will critically evaluate the use of equality and diversity programs as to how they affect not only equality and diversity but also how they affect performance.

It is of the utmost importance that corporations offer and protect equal employment opportunities. All-encompassing laws are established to protect employee’s rights. These laws are put in place to ensure that all potential or current employees are protected from discrimination. The laws protect the constitutional right that all people are equal. Unfortunately, in some cases these laws are not followed thoroughly.

Continuing research and innovation in the interest of beauty which assures that the L’Oreal Cosmetics offers

Providing equal opportunities is a very important theory in organizations for many aims such as attraction, retention, valuing, and for developing productivity (Newell, 1995, p.145). The Human Rights Commission has done a great job in 2010 when new policies were established to protect employees from being treated unfairly. The equality act of 2010 has signified a commission for racial equality and equal opportunities for both employers and employees (Acas, 2015). However, for any HRM to avoid discriminations and keep fair work environment there are some suggestions such as:

The pharmaceutical activities of L’Oreal are also handled by Sanofi-Aventis. These divisions and subdivisions ensure the quality that the L’Oreal Group offers to its customers. To further add to the enumerated strengths of the company, L’Oreal’s advertising strategy also plays a major part to its growth. Through adapting to the culture of their target market as the main tool of their advertisement, the Company brought L’Oreal products within reach of other women from different parts of the world.