4 . With its L’Oréal Share & Care programme, L’Oréal has universalised its social model in a manner that is consistent with its global dimension. This is a strong commitment that reflects the Company’s vision that sustainable growth necessarily goes hand in hand with a high level of social performance. The programme was launched in 2013, improved in 2017, and implemented collaboratively in all the subsidiaries. The Group’s ambition is three-fold: • establish a common base of social protection, i.e. minimum guarantees in all subsidiaries; • become one of the top performers in each local market, by going beyond the common base whenever local best practices offer more; • make each subsidiary a “social innovation laboratory”. Through local initiatives, the subsidiaries are encouraged to set up initiatives adapted to the expectations of their employees. Updated in 2021, the programme strengthens the existing frame while adapting it to a changing world. It offers new perspectives, particularly in terms of personal ecology and flexibility at work, with measures that reflect the changing needs of employees. The essential components of the L’Oréal Share & Care programme have now been deployed in all Group subsidiaries and new components are being rolled out with implementation targets that vary between 2021 and 2023, based on the priority accorded by the programme. The four pillars of the L’Oréal Share & Care programme This large-scale social programme consists of commitments revolving around four pillars that were updated in 2021 and implemented in all countries: social protection, healthcare, work/life balance and the working environment. Pillars Objectives Main commitments achieved or in progress in all countries  PROTECTION ( Welfare schemes ) Providing employees and their families with financial support in the event of unexpected life events, by allocating appropriate assistance. 24  months’ salary, or equivalent pension, in the event of natural or accidental death. 24 months’ salary, or equivalent pension, in case of total permanent disability. A welfare scheme aligned with the best practices in each country HEALTH (Healthcare) Providing employees and their relatives with access to a high-quality healthcare system as well as prevention measures, placing greater emphasis on mental and emotional health, in order to create a new global approach to “personal ecology”. Reimbursement of at least 75% of medical costs in the event of major risks (hospitalisation, surgery, drugs prescription for chronic and severe diseases), Prevention and information campaigns on mental and emotional health, with individual measures (medical check-ups) and collective campaigns (melanoma, diabetes, obesity, HIV, etc.) for physical health. EAP (Employee Assistance Programme) in all subsidiaries where this service is available. Training/awareness/prevention initiatives regarding ergonomics. A local policy in each subsidiary aimed at protecting victims of domestic violence. BALANCE (Work/life balance) Enabling all employees to fully experience milestones in life such as maternity and paternity and demonstrat ing flexibility in working organisation for a better work/life balance. At least 14 weeks’ maternity leave fully paid. At least 6 weeks’ paternity leave fully paid. A hybrid working policy in all subsidiaries, including working remotely for up to two days per week, on a voluntary basis, for eligible employees, in agreement with line manager and in accordance with team organisation. WORKPLACE (Working environment) Offering the best working environment thereby enabling employees to work in a pleasant, appropriate and effective way, and, depending on their activity, to meet, share, learn, collaborate, create or concentrate. New premises easily accessible by public transport and by people with disabilities. According to leading global standards, L’Oréal offers high-quality working spaces, thanks in particular to the on-site services offered to employees. (1) Permanent employees of the Group (Cosmetics) excluding, in some countries, part-time contracts of <21 hours a week, casual contracts, beauty advisers and store employees, knowing that the integration of recent acquisitions and new subsidiaries is gradual. In 2021, 93% (1) of the Group’s permanent employees had access to financial protection in the event of unexpected life events (including death or permanent disability). 238 L ’ ORÉAL I UNIVERSAL REGISTRATION DOCUMENT 2021 L’ORÉAL’S SOCIAL, ENVIRONMENTAL AND SOCIETAL RESPONSIBILITY Policies, performance indicators  and results