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Conflicts of Interest Disclosure

Conflicts of interest can arise when an employee or their family/household member has a direct or an indirect ownership or other interest, whether as a director, officer, partner, proprietor, employee, consultant, agent or stockholder in 1) any supplier of goods or services to the Company, 2) any customer of the Company (such as a salon or retailer), or 3) any business that competes or is preparing to compete with the Company (such as a start-up venture). To that end, please disclose in the space below (a) any known interest you or members of your family or household have in L’Oréal suppliers or customers, and (b) any members of your family or household who are employed by a business that currently or is preparing to manufacture, market or distribute beauty, hair care, hair color, or personal hygiene products. There is no need to disclose non-material personal investments in publicly traded companies that might work with or compete against L’Oréal. Should you have nothing to disclose, please write “Not Applicable” in the space below.

EEO Disclosure

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class. Provision of the following information is voluntary and a refusal to provide such information will have no effect on the company’s employment decision. Applicants are considered for positions without regard to a person’s actual or perceived race, color, creed, age, national origin, religion, alienage or citizenship, gender, sexual orientation, disability, pregnancy, genetic predisposition, marital status, veteran’s status, or any other consideration made unlawful by applicable law, or association with someone in these groups. Government agencies may require periodic reports on the sex, ethnicity, disability, and veteran status of applicants. This data is for analysis and affirmative action only and will be kept in a file separate from an employee’s personal file.

VEEVRA Voluntary Self-Identification

This employer is a Government contractor subject to the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA), which requires Government contractors to take affirmative action to employ and advance in employment: (1) disabled veterans; (2) recently separated veterans; (3) active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans. These classifications are defined as follows: • A "disabled veteran" is one of the following: i. a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or ii. a person who was discharged or released from active duty because of a service-connected disability. • A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. • An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. • An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Protected veterans may have additional rights under USERRA - the Uniformed Services Employment and Reemployment Rights Act. In particular, if you were absent from employment in order to perform service in the uniformed service, you may be entitled to be reemployed by your employer in the position you would have obtained with reasonable certainty if not for the absence due to service. For more information, call the U.S. Department of Labor’s Veterans Employment and Training Service (VETS), toll-free, at 1-866-4-USA-DOL. Veteran Status Are you a Protected Veteran? Protected veteran means a veteran who is protected under the non-discrimination and affirmative action provisions of the Act; specifically, a veteran who may be classified as a "disabled veteran", "recently separated veteran", "active duty wartime or campaign badge veteran", or an "Armed Forces service medal veteran", as defined by this section. If you believe you belong to any of the categories of protected veterans listed above, please indicate by checking the appropriate box below. As a Government contractor subject to VEVRAA, we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA.

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Voluntary Self-Identification of Disability

Form CC-305 OMB Control Number 1250-0005 Expires 05/31/2023 Why are you being asked to complete this form? We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years. Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp. You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition. Disabilities include, but are not limited to: - Autism - Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS - Blind or low vision - Cancer - Cardiovascular or heart disease - Celiac disease - Cerebral palsy - Deaf or hard of hearing - Depression or anxiety - Diabetes - Epilepsy - Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome - Intellectual disability - Missing limbs or partially missing limbs - Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS) - Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

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Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. (1) Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp. PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.