Social Impact

People, the real driving force of Luxottica 


Developing people is the focus of the Group’s growth strategies. In this context, diversity in thinking is a source of cultural enrichment and is therefore promoted and rewarded. Having qualified, motivated and engaged employees is crucial for its long-term success. Whatever the geographical region, site or subsidiary, employment at Luxottica is regarded first and foremost as an opportunity for professional and personal fulfillment, rather than a duty or right.

Community with purpose. Those who work at Luxottica are not just part of a company but a genuine community where they are able to fulfill their professional and personal ambitions. Community is much more than just a value for the Group. Over time, Luxottica has strengthened its company welfare system and made an effort to listen to people in order to improve their lives at work and at home.

This is because the Company recognizes that every employee is a person that needs to feel a sense of satisfaction and accomplishment. The aim is therefore to make them feel part of a strong community and company that protects their interests, passions, dreams and needs in the most concrete way possible.

Nonetheless, diversity is a distinguishing trait of the entire organization, that is extremely varied in terms of culture and identity and, as such, is able to meet the needs and expectations of equally diverse and global consumers. Within the company, everybody has the same employment and professional growth opportunities. No individual characteristic - whether it be gender, age, religion, origin, marital status, disability or sexual or political orientation - will ever be used to discriminate against somebody during their career within the company.

With almost 60 years of history, the Company has an incredible youth employment rate, as employees under 35 years of age accounts for over 55% of the workforce. And women cover over 40% of the managerial roles.

Being part of a true community also means feeling rewarded and appreciated for the value each employee brings to the table as part of a meritocracy. This concept is the base of the remuneration policy and performance assessment system and around it three organizational levers have been developed:

  • organization and integration of support functions for the various businesses;
  • a common company language that enables the various businesses to work in synergy;
  • quality of the recruitment process and of the training process to improve existing company expertise and strong focus on talent development.

Talent management. Working at Luxottica means growing in a company that invests in the future in an attentive and far-sighted way, introducing or developing new skills and expansive ways of thinking, as well as improving existing competences.

In 2019, approximately 1 million hours of training were provided to employees, managers and directors around the world through learning initiatives offered online and in a classroom setting, up by 52% from 2018. The growth was driven by the online training, as Luxottica University, which is the only incubator for all Luxottica’s training initiatives, continued to invest in the digital platform. The platform offers content in around 20 different languages and is accessible anytime, anywhere, to all employees in the offices as well as the Retail associates worldwide.

In addition, Luxottica University provides on-the-job training for specific retail competences, from selling techniques to soft skills on how to better serve the customer. Personal development and career growth are also provided through brief workshops strictly linked to the needs of the organization, like the on-boarding program for new hires and, in 2019, the launch of the new performance evaluation process for managers and their team members.