Key actions Nuanced understanding of root causes In 2007, LVMH conducted an initial assessment of gender balance within its workforce. The analysis revealed that while over 70% of the company’s employees were women, only 23% of key positions were held by them. The main challenges identified included a lack of career development conversations and opportunities, insufficient collaboration between female senior and junior staff across different business units and regions, and unconscious bias hindering women’s progression. LVMH recognized the importance of representing diverse talent at all levels within the company. Externally, it was equally crucial to demonstrate this commitment to gender parity in the markets where LVMH operates, aligning with the diverse, and predominantly female clientele across more than 80 countries. To achieve its targets, LVMH has been developing solutions that address the root causes of the imbalances since 2007 when it initially launched the EllesVMH initiative. First, LVMH reviewed its HR strategy, focusing on identifying gender gaps per level, implementing corrective measures and ensuring women’s representation in succession planning. This also included embedding inclusive hiring practices and offering group-wide training programmes. Additionally, the company launched an internal digital platform aimed at empowering women’s careers with resources such as: 1) self-development courses on personal branding, entrepreneurial mindset, negotiation skills and career growth; 2) information on gender equity events taking place globally; and 3) digital spaces for the company’s 14 local networks, enabling over 10,000 employees to build a supportive community. Furthermore, LVMH recently introduced a global mentoring programme, EllesVMH Collective, across all business functions, regions and brands. This AI-powered digital platform matches participants based on their expertise and interests, fostering meaningful connections that transcend the organizational silos. With over 5,000 participants 1 Meaningful definition of success LVMH set a clear ambition to reach gender parity among key positions by 2025, as well as ensuring salary equity globally and launching the largest corporate networking community in the world supporting women’s careers.2 Accountable and invested business leaders This initiative has been established as a core business priority, supported by the highest levels of leadership, including the entire Executive Committee members of the Group. It is overseen by the Diversity and Inclusion team, which reports directly to the Executive Committee. The company’s female CEOs actively contribute to promoting gender equity globally and take on mentoring roles across various programmes. LVMH hosts the annual Women CEO Lunch, bringing together female CEOs and senior leaders to foster community building, shared learning and mentorship. Each CEO also brings one guest to reflect a spirit of sisterhood and solidarity.3 Solution designed for context 4To measure success and track progress, LVMH uses a key metric, percentage of women in key positions. This is closely tracked annually by the Diversity and Inclusion team, which maintains close communication with each brands’ D&I representatives and local Employee Resource Groups (ERGs), which can intensify efforts if progress towards parity falls behind. Additionally, to ensure salary equity between genders, the company conducts an annual global audit to measure gender pay gaps and incorporates some market-specific metrics like spending of diverse suppliers in the United States and the Professional Equality Index in France.Rigorous tracking and course correction 5 LVMH emphasizes the importance of strong leadership commitment, conducting regular audits to track progress, and pursuing both systemic change and individual talent development. The company also highlights the need to create regional networks that address local contexts and leverage digital platforms for broader engagement and support. Looking ahead, LVMH remains focused on achieving its 2025 goals, which include ensuring that 2% of its workforce consists of people with disabilities and attaining 30% representation of the Black, Indigenous, and people of colour (BIPOC) community in key positions in the United States.Advice for others and next area of focusalready enroled, the programme aims to become the world’s largest mentoring network, expanding access to mentorship opportunities that have a proven impact on career growth and mobility. 24 Diversity, Equity and Inclusion Lighthouses 2025

Diversity Equity and Inclusion Lighthouses 2025