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We are committed to creating a more inclusive business and society. We believe that no one can control or dictate what is beautiful. Building on this belief, we launched the Undefine Beauty campaign to change the definition of beauty in major dictionaries. We are building a Coty culture anchored in the value of fearless kindness, while we also use the reach of our company and our brands to undefine and unleash every vision of beauty.

Diversity, Equity & Inclusion

We celebrate diversity in all its forms and work to ensure our people feel empowered and supported to reach their potential. Our approach to Diversity, Equity & Inclusion (DE&I) focuses on embedding inclusive policies and practices, building a diverse talent base and fostering a culture of inclusion.

We use our recruitment practices to build a talent base that is representative of all ethnicities, abilities, backgrounds, gender identities and sexual orientations. This includes forming local partnerships with organizations which help us to source and attract a diverse workforce. We also use voluntary and anonymous candidate self-identification, which allows employees to share more about how they identify, to better tailor initiatives to meet our associates’ needs. If you are interested in joining Coty find out more here.

Our “Change the Conversation” DE&I curriculum has been rolled out across Coty, and we have introduced Employee Resource Groups (ERGs) as voluntary employee-led spaces for supporting and empowering employees of all different backgrounds.

Diversity and Inclusion is formalized in our Board Remuneration and Nomination Committee Charter. The Committee is responsible for reviewing and assessing Coty’s strategies and policies relating to company culture, human capital and talent management and diversity and inclusion. The Committee is also responsible for monitoring strategic initiatives associated with the Company’s people and culture, and setting appropriate goals and disclosures.




We are proud of the strides we’ve taken to promote gender equality across our business. Our Board of Directors and Executive Committee are majority-female, and we are working towards 50% of our leaders being women (FY23: 47%). We pay equitably for similar roles and performance, regardless of gender (gap of 2% or less), and have a global gender-neutral parental leave policy ensuring all employees have access to a minimum of 14 fully paid weeks of parental leave.


We strive to unleash every vision of beauty, using the power of our brands and our own voice to act on our values externally.

We are disrupting beauty standards. Our #UndefineBeauty campaign is a call to English language dictionaries to change the outdated and binary definitions of the term beauty. Join us and sign the petition. Coty's brand marketing efforts are guided by our Responsible Marketing Policy and supporting guidelines, which set out a playbook for diversity and inclusion in advertising and product creation.

We look to support initiatives where Coty can create societal value through our expertise and product offering. Since 2021, our Monaco plant has been working with Agence du Don en Nature (ADN). ADN collects new non-food items (unsold and obsolete products) from partners and distributors, to redistribute them to a large network of non-profit organizations across France fighting exclusion and poverty.

For over 30 years, Coty has been a corporate founding partner of DKMS, an international non-profit fighting blood cancer and blood disorders. Over the last three decades, Coty has raised funds to support the cause and encouraged our audience to join the donor registry, including 2,200 Coty associates worldwide, some of which have gone on to be donors.





On International Women’s Day 2023, we announced a two-year partnership between Max Factor UK and UNICEF to support Skills4Girls. The Skills4Girls programme is designed to unlock the potential of girls by providing training in STEM and digital skills, along with valuable life skills. Over the next two years, Max Factor UK will support UNICEF to provide young girls with the tools and resources they need to reach their full potential and become the next generation of successful leaders, entrepreneurs, and change-makers.

UNICEF does not endorse any company, brand, product or service.


We recognize that our success depends on our ability to identify, hire, train and retain our employees. We strive to attract and retain the best talent by creating opportunities for our associates to develop skills and advance their careers.
We have an annual performance review process, during which associates work with their manager to build customized development plans.

Employees set time-bound goals and meet regularly with their manager during the year to discuss their progress.
Our learning platform, Coty Academy, and community of trainers help employees build their personal and professional skills.

Health, Safety & Wellbeing

At Coty, we strive to provide a safe and supportive working environment, whether at home or across our corporate sites. Our global Health and Safety Policy governs the management of work-related health and safety risks across all our sites, including corporate offices.

We manage the risk of accidents at our supply chain sites using our Six Key Elements Audits (6 KEA) program. Under the program, all supply chain sites are required to complete an internal safety audit annually and set out an action plan for improvement. A risk assessment program is implemented at all supply sites, and completed regularly, covering both working areas and tasks. We track action plan completions and site risk assessment completions and report progress to top management monthly. All sites also complete an internal Legal Compliance audit on a yearly basis and undergo an external ENHESA HSE Legal Compliance expert audit on a three-year schedule.

Coty’s R&D sites track HSE performance via a monthly scorecard. Each R&D site also has a local risk assessment program in place, with remedial action taken as necessary, and a supporting localized training program with regular training aligned to local need. Our R&D centers complete ENHESA audits or ensure local regulatory compliance via an internal audit and monitoring programs.

In our corporate sites, our focus is on training our associates and equipping them for a safe office environment. Each of our sites is responsible for ensuring risk assessments and emergency protocols are in place. We also operate an 'Omni-Working' Policy, a hybrid workplace flexibility model that gives our associates the option to work up to 50% of the week remotely.

The overall success of our health and safety management approach is assessed using a Total Recordable Incident Rate (TRIR).


Ethical Behavior

Our global compliance program, Behave Beautifully, is designed to detect and prevent unlawful behavior and promote a culture of ethical business practice. Behave Beautifully sets out our standards across a number of areas, including (but not limited to) anti-bribery and corruption, competition law, data privacy, preventing workplace harassment, and discrimination.

Our associate Code of Conduct sets out the behavior we expect from our associates and outlines the reporting process and protocols to follow if they have any concerns related to ethics and compliance. Training on the Code of Conduct is provided to all new associates at the time of joining, with additional training provided globally every two years.

The Code highlights our dedicated Ethics and Compliance ‘hotline’ and good faith reporting approach. Coty encourages employees and people within our supply chain to raise any potential concerns or suspected violations of the Code. Coty does not tolerate retaliation against anyone who makes a good faith report of known, or suspected ethical or legal misconduct.

Key Goals & Targets

our goals & targets


in leadership positions by 2025


for similar roles and performance, regardless of gender, by 2022


equity and inclusion training for all associates by 2025


to complete annual compliance training by 2025