Policy on Diversity

The Company endeavours to ensure that the talents and resources of employees and workers are utilised to the full and that no job applicant, employee or worker receives less favourable treatment on the grounds of gender, sexual orientation, religion or belief, age, marital status, social class, colour, race, ethnic origin, creed or disability, or is disadvantaged by conditions or requirements which cannot be shown to be justified.
To this end, the Estée Lauder Companies will:


Fulfil their social responsibility towards their employees and workers and the communities in which they operate.

Recognise their legal obligations (and the legal obligations of all their employees and workers) under the Equality Act 2010 (“the Discrimination Legislation”).

Review periodically the selection criteria and procedures to maintain a system where individuals are selected,
promoted and treated on the basis of their merits and abilities which are appropriate to the job.

Take reasonable steps to ensure that job applicants, employees and workers with a disability will not be placed
at a substantial disadvantage in comparison with applicants, employees and workers who are not disabled.

Ensure all recruiters of employees have been issued with guidelines on discrimination and will attend appropriate training to ensure they are aware of and understand the implications and their responsibilities under the Discrimination Legislation.

Seek to give all employees and workers equal opportunity and encouragement to progress within the Estée Lauder Companies.

Distribute and publicise this policy statement throughout the Estée Lauder Companies and elsewhere as is from time to time appropriate.

Provide facilities for any employee and worker who believes that inequitable treatment has been applied to him.

All employees and workers have a responsibility to accept their personal involvement in the practical application of this policy, but specific responsibility falls upon Managers, Supervisors and employees professionally involved in recruitment, employee administration and training. This policy outlines best practice and is non-contractual.
The Company reserves its right to amend or withdraw this policy. January 2011.