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Nona Source

A veritable revolution in sourcing, Nona Source offers emerging creatives and brands in Europe access to high-quality fabrics and leathers at competitive prices to encourage creative re-use of materials.

Designed by experts from LVMH via its DARE intrapreneurial program (Disrupt, Act, Risk to be an Entrepreneur), Nona Source supports LVMH’s environmental strategy by rethinking sourcing and supporting the circular economy.

These experts in materials sourcing and digital transformation designed a game-changing platform to re-use deadstocks, the “sleeping beauties” stored in the warehouses of exclusive LVMH Fashion & Leather Goods Houses. Developed with a sustainable vision, Nona Source favors local distribution. Because stocks are located in France, the platform will for the time being deliver within Europe (including the United Kingdom).

An all-digital experience, Nona Source provides an innovative solution for creatives. The catalogue proposes a wide variety of prestigious materials, from lace to leathers in different compositions, weights, colors and patterns. Only exclusive patterns or branded fabrics are not available. All materials are carefully selected and re-valued at competitive prices. Product characteristics are presented in minute detail thanks to high-quality visuals, videos to translate the touch and feel experience, plus displays on wooden mannequin’s for fall and drape visualization. Thanks to high-fidelity color data and a digital sensorial experience to faithfully characterize these luxury materials, professionals can purchase rolls, skins or panels, depending on available quantities, without cutting or sampling.

Nona Source is a concrete solution to address the challenges and opportunities of circularity, a key pillar of LVMH’s environmental strategy articulated in the LIFE 360 program (LIFE: LVMH Initiatives For the Environment). This future facing creative solution for more sustainable fashion derives its name from one of the three Parcae goddesses of Roman mythology. Nona, the youngest, spins the thread of life, Decima weaves it and Morta cuts it. Nona Source thus embodies the re-use of materials so that the thread is never cut, but on the contrary revitalized with fresh creativity.

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Maison/0

© Benjamin Benmoyal

For Earth Day 2021, Central Saint Martins, a world-renowned arts and design college based in London, and LVMH, the leader in luxury, launched “Maison/0 for regenerative luxury”. Its main goal is to harness the power of collaboration between talents from different backgrounds to design a better, more sustainable future. From addressing global warming to protecting biodiversity, this partnership will inspire and encourage students in their projects through creative education.

This partnership offers a multidisciplinary scheme for the next five years through five pillars:

1. LVMH Scholarships: supporting creative and environmentally-engaged artists, designers, and makers.

2. R&D for LVMH’s LIFE 360 environmental programme: prototyping regenerative luxury through design research, in line with the LVMH environmental strategy, LIFE 360 tackling biodiversity, circularity, and transparency.

3. Disruptive Curriculum: to inspire and educate the next generation of creative talents on the challenges of the biodiversity footprint and also to put action plans in place, notably through regenerative agriculture.

4. The Challenge Fund: nurturing an ongoing dialogue between LVMH and Central Saint Martins students and graduates to generate new ideas to respond to environmental issues with pioneering practices in terms of sustainable innovation.

5. Two Maison/0 Awards: the “Green Trail” highlights the best nature-positive graduating projects across design disciplines and for 2021, “This Earth Awards” celebrate the power of artistic practice to advocate for nature with the Art programme.

 

This is a new phase of a long-lasting partnership with Central Saint Martins.

LVMH has been partnering with Central Saint Martins since 2011, across a variety of initiatives to build bridges between the professional and academic worlds. The purpose of this collaboration was already to inspire and educate tomorrow’s young talents about sustainable development in the luxury industry. During the first year of the partnership, five scholarships, called “LVMH Grand Prix Scholarships”, were created to award top students, and the Lecture Theater, a multi-purpose space in the heart of the school that hosts a wide range of events and conferences, has been named in tribute to LVMH.

In 2017 a new partnership was launched on “Sustainability & Innovation in Luxury | Fostering Creativity”, with the ambition to promote young talents’ creativity and give them the means to imagine new solutions to face the environmental emergency in the luxury sector.

The Maison/0 grew out of this ambition. Its name evokes “version 0” of prototypes, to express the common objective to innovate from scratch and rethink models. This initiative showcases ways in which design can be a powerful agent for sustainable innovation.

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EllesVMH

“Diversity is a tremendous source of complementary skills and wealth, making it a key success factor for LVMH and its Maisons. We have an amazing pool of talent at LVMH. Providing inspiring career growth opportunities for these ambitious women and men is essential to let us meet the challenges we face today and in the future.” Chantal Gaemperle, Group Executive Vice President Human Resources & Synergies.

LVMH continually reaffirms a commitment to diverse teams, reflecting the reality of its businesses and creating an invaluable source of performance. This commitment to diversity inspired the creation of the EllesVMH initiative in 2007.

With EllesVMH, the Group initiative for Gender Equity, LVMH encourages the professional development of women through a variety of actions.

Parity
50% of women in Group key positions by 2025

Equity
Ensuring and monitoring salary equity globally

Transmission
Leveraging the collective power of EllesVMH networks around the world

These ambitions are championed through various initiatives fostering Gender Equity with tangible results: since 2007, the percentage of women in key positions at LVMH rose from 23% to 46%. Moreover, 65% of our Executives & Managers are women and 18 women are CEOs.

To foster Gender Equity, LVMH has developed initiatives at Group level, including training, coaching and mentoring. Salary equity is monitored through an annual audit covering its entire ecosystem. Regional networks provide LVMH talents with opportunities to share their experiences, support each other’s development and take part in local events and initiatives tailored to the specificities of each market. Each Maison also deploys actions aligned with its culture, values, and strategic priorities. They are captured each year through the Inclusion Index, the Group’s internal observatory for D&I initiatives covering 6 reporting categories: Gender Equity, LGBTI+ Inclusion, Disability Inclusion, Origins (national and social), Generations & Inclusive culture.

LVMH talents have access to EllesVMH.com, the Group’s internal platform, featuring inspiring career stories, coaching tips from professional experts and self-development tools. EllesVMH.com also includes EllesVMH Collective, the Group’s digital mentoring program supporting women’s careers and connecting all talents across functions, Maisons and around the world.

In 2023, based on the results of the consolidated LVMH companies in France that employ more than 50 people, the Group achieved a Gender Equality Index score of 93.3/100. The Group uses the French government’s Gender Equality Index to assess pay inequalities between male and female employees. The score is based on five criteria: wage gaps, pay rise differences, promotion discrepancies, the percentage of employees given a pay rise on returning from maternity leave, and the number of women in the top 10 highest-paying jobs.

LVMH is a signatory of the United Nations Women’s Empowerment Principles (WEP).

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Fighting Covid-19

Production of hand sanitizer

The LVMH Group initiated large-scale actions to assist public health authorities, mobilizing production units at its Perfumes & Cosmetics Maisons to make large quantities of hand sanitizer gel.

Parfums Christian Dior, Guerlain and Parfums Givenchy all retooled their facilities to make tons of hydroalcoholic gel and distribute it free to healthcare establishments, local municipalities, non-profits and other important stakeholders (Préfecture de Police de Paris, Air France, supermarket chains, etc.).

Production of masks and gowns

With a shortage of medical materials in France and around the world, civil society quickly stepped up to help stem the spread of Covid-19. LVMH Maisons and volunteer staff contributed to this wave of solidarity.

Several Louis Vuitton workshops in France produced non-surgical masks, approved by authorities. Over 300 leather goods artisans worked at 12 workshops at the Marsaz and Saint-Donat (Drôme), Condé (Indre), Saint-Pourçain (Allier), Ducey (Manche), and Sainte-Florence (Vendée) sites.

Dior reopened a workshop in Redon in Brittany (normally specialized in Baby Dior clothing) where volunteer staff made personal protection supplies essential to slowing the spread of the virus.

Masks were given first to vulnerable people or workers in contact with the public whose presence was essential to allow the country to continue functioning (supermarket checkout staff, retailers, staff at government offices, etc.).

In addition, Louis Vuitton’s Paris workshop produced medical gowns for staff at Paris hospitals.

Support for local communities

Moët Hennessy also marshaled its forces to fight the pandemic. With an international network of staff and production sites, the Wines & Spirits division of LVMH assisted hospitals and medical staff in all its host regions worldwide.

Among its many initiatives, Moët & Chandon donated essential equipment (hand sanitizer, gloves, goggles, etc.) to the Auban-Moët hospital, delivered breakfasts each morning and helped fund cleaning and disinfection of the hospital by one of its contractors. It also opened housing used by grape harvest workers in Pierry to healthcare staff at the hospital, giving them a nearby place for much-needed rest.

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LVMH Heart Fund

This global assistance program is available to the Group’s 196,000 employees in more than 80 countries. Its aim is to help them deal with critical personal situations as well as challenging day-to-day issues. It will be endowed with an initial allocation of €30 million. A free, anonymous and confidential support hotline available to all staff.

The Group considers that as an employer, it has a responsibility to provide a safe, fulfilling work environment for its employees. With the LVMH Heart Fund, LVMH offers them support during the most difficult periods of their personal lives. This fund is yet another example of the Group’s engagement, the attention it pays to each and every individual, and its desire to make a positive contribution to society, of which the Group’s employees are also a reflection.

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Health & Safety Charter

The Group has therefore committed to developing and maintaining stringent standards of occupational health, safety and well-being that integrate a high level of responsibility and respect for others.

This belief requires the implementation of a comprehensive approach across all operations in order to develop a “zero accident” culture.

This approach is based on five pillars:

 

1. Identify health and safety risks. Risk assessment is the foundation of any effective and long-lasting approach. It can be used to identify health, safety and well-being priorities to prevent risks and take appropriate action in every situation.

Commitment: each Maison structures its health and safety approach.

 

2. Establish a health and safety action plan. Providing responses to the identified risks relies on the implementation of roadmaps to prevent (through objectives and action plans), analyze and manage (through accident analysis, monitoring, corrective action plans and continuous improvement) those risks. These roadmaps will also address employee well-being.

Commitment: each Maison regularly reviews its health and safety approach.

 

3. Manage the health and safety approach. Each Maison’s Management Committee will incorporate health and safety into their decision making and governance; it will also be a focus in their strategic reviews.

Commitment: each Maison’s Management Committee analyzes its health and safety performance annually, with a particular focus given to the evolution of the accident frequency rate.

 

4. Ensure all employees have an active role in health and safety. Employees at every level of the LVMH group are trained in health and safety and incorporate that knowledge into their behavior, attitudes, activities and professional relationships.

Commitment: raise all employees’ awareness about risk prevention and first aid.

 

5. Maintain a virtuous culture for a safe environment. Within each Maison, various stakeholders (including, depending on the Maison and country, employees, managers, occupational health services, employee representatives and purchasing departments) work to improve health, safety and well-being. At Group level, a network of experts meet regularly to guide the practical application of the Policy.

Commitment: the Group dedicates one day per year to promoting health, safety and quality of life at work.

 

Signature of the health and safety charter by the members of the LVMH Executive Committee on the occasion of the World Day for Safety and Health at Work, April 28, 2021

Chantal Gaemperle (EVP Human Resources and Synergies, LVMH)
& Antonio Belloni (Group Managing Director, LVMH)
© Gabriel de la Chapelle

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LIVE

Inspiring new vocations

LIVE – L’Institut des Vocations pour l’Emploi has put together an innovative program, specifically developed to help people back into work after long-term unemployment. LIVE gives people wishing to build a new future for themselves the opportunity to cultivate their talent and realize their potential.

The LIVE approach to education seeks to enable students to both effectively make us of their existing skills as well as acquire new knowledge, while offering support to restore and bolster their confidence.

LIVE favors a comprehensive approach designed to define and develop a career path that reflects the abilities and aspirations of every student.

LIVE is also a supportive environment which helps students gain an appreciation of the breadth of opportunities out there, expand their network and gain new skills so as to increase their chances of success.

How LIVE was born 

Finding your way back into work after long-term unemployment, whether by choice or circumstance, can often be difficult, and it is even harder without support.

That is why Brigitte Macron, with the help of Olivier Théophile, an Educational Committee and the LVMH Group, founded LIVE – L’Institut des Vocations pour l’Emploi.

The institute

The Institute was set up to give people aged 25 and over who have not been in employment, education or training for at least 12 months (irrespective of their entitlement to benefits) the opportunity to find a vocation, develop a career plan and either return to employment, start their own business or get back into training through LIVE’s tailored support programs.

How can enroll

To be eligible to enroll at LIVE — L’Institut des Vocations pour l’Emploi, people must be aged 25 and over and:

Want to join the active population and pursue a career plan. After being out of employment, education or training for a considerable period of time, they must want to break back into the labor market.

Have completed their compulsory education.

Have been out of stable employment, education or training for at least 12 months.

Be sponsored by an employer, charity or social progress organization.

Support

Developed by the LIVE Educational Committee, the support provided at the Institut des Vocations pour l’Emploi spans an 18-week period, two weeks of which are spent gaining experience at a workplace.

The program enables participants to bolster their key skills, acquire new skills, and develop their career plan while benefiting from tailored guidance.

The Educational Committee 

Chaired by Brigitte Macron, the LIVE Educational Committee is composed of prominent figures renowned for their expertise and dedication to education, reintegration and equal opportunities.

To find out more about LIVE – L’Institut des Vocations pour l’Emploi, visit www.live-institut.com.

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LVMH Disability Inclusion

Our goals

Steadfast in the commitment to integrating people with disabilities into the workplace, LVMH has launched an inclusive program to enhance accessibility, recruit people with disabilities and provide them with the support that enables them to perform their best at work. The Group values the unique contributions of people with disabilities to the legacy of excellence championed by its Maisons.

In 2021, LVMH signed the International Labour Organization (ILO) Global Business & Disability Network Charter and fixed a target of increasing the percentage of people with disabilities in its global workforce to 2% by 2025. Currently, people with disabilities account for 1.4% of LVMH employees.

 

 

Our target : double the number of employees with disability globally by 2025.

 

 

Our actions

Since 2007, LVMH Disability Inclusion has coordinated the Group’s international approach and has helped to formulate its ambitions, supported by a network of 200 CSR and disability officers across the Maisons who meet regularly.

LVMH and its Maisons have created initiatives to best suit the needs of each region and the employees working within.

In the United States, since 2017 Sephora has worked to increase the percentage of people with disabilities working in the company’s five distribution centers, with a goal of reaching 30%. Following 109 hires during 2022, employees with a disability account for 10% of the distribution center workforce.

Since 2021, Louis Vuitton’s team in China has successfully recruited 40 employees with disabilities in Retail functions.

In France, a work‑linked training program was launched to promote the employability of people with disabilities. Since 2014, 102 people with disabilities have thus been offered a work‑linked training contract at the Group’s Maisons.

The Group is also honored to work with impactful partners to support the community of people with disabilities. LVMH supports Runway of Dreams, a non-profit that works toward the inclusion of people with disabilities in the fashion industry. Founded by Mindy Scheier, Runway of Dreams aims to change the way the fashion industry views people with disabilities by recruiting disabled models and designing clothing to suit them.

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Committed Companies Dinner

Sickle cell anemia is the world’s most widespread genetic disorder, affecting over five million people worldwide. It is estimated that 250,000 children are born with the disease each year. LVMH and its Maisons raise funds for teams at Robert Debré Hospital, helping support research and patient care.

This support culminates with the “Dîner des Maisons Engagées”, an annual fundraising dinner attended by numerous LVMH Maisons and their partners, sponsored by Antonio Belloni, Group Managing Director, and Chantal Gaemperle, Group Executive Vice President, Human Resources and Synergies. Members of the hospital’s medical team are invited to talk about the disease and share progress being made thanks to research.

Funds donated to the hospital since 2011 have enabled ongoing research and improvements in the quality of patient care.

“The continued support of LVMH is essential for us, making it possible to advance with our research and to improve the quality of care for our patients. LVMH also helps raise awareness of a disease that does not receive a great deal of attention, despite being very widespread around the world,” said André Baruchel, Head of the Hemato-Immunology Department of Robert-Debré Hospital.

The funds raised provide support for teams at the hospital, along with research into new effective treatments that can be made available to all patients with the disease.

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We Care For Models

The site reiterates the commitments made by the two groups and proposes expert advice for fashion models from nutritionists and coaches, encouraging them to play an active role in shaping their profession.

WeCareForModels.com drives momentum initiated by the Charter to promote responsibility, transparency and empowerment, reflecting the two groups’ active commitment to eliminating certain behaviors and practices that are not compatible with their values, while raising awareness among models that they have an active role to play in promoting these changes.

This initiative has strong support from the CEOs and creative directors of houses at the two groups, as well as other industry stakeholders such as Elle magazine. It is designed primarily for fashion models, but also for all those who play a role in their working conditions and well-being, spanning both the world of fashion and the public.

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