In 2007, Casino Group solicited a test to assess the influence of the recruitment criteria that it then had in place. The first results revealed differences in the way candidates were treated, depending on their hypothetical origins. The Group therefore put in place an action plan to reduce the risk of discrimination when hiring, and subsequently obtained Frances’s Diversity Label in 2009.
Four years later, Casino Group asked ISM Corum to again measure and assess its recruitment practices through a second solicited test, the specifications of which were very similar to that of 2007.
The new test showed that the risks of discrimination when hiring had fallen since 2007.
The results of the second testing exercise carried out by ISM Corum, summarised below, showed that significant progress had been made between 2007 and 2011.
The results of the second test were as follows:
- For overall new hires, the difference in treatment of candidates seen in 2007 was down 19% in 2011, which ISM Corum described as a significant improvement in recruitment practices
- The reduction in different treatment of candidates was even greater for employees hired to work in hypermarkets (down 38%), or when two CVs showed a beginner level (down 28%), or at “large” entities (down 47%), or at entities with long-standing employees (down 36%)
- Lastly, as in 2007, for management positions, there was no significant difference in the treatment of candidates on the basis of their origins.
Casino Group is committed to continue and strengthen its actions to combat discrimination.
Casino Group has been committed since 1993 to combat all forms of exclusion and discrimination, and implements a diversity promotion policy that aims to encourage the recruitment of people from varied backgrounds and promote job equality and opportunities.
Casino Group was the first retail company to obtain France’s Diversity Label in 2009. The label was renewed in April 2012 for four years.
As part of its policy of combating all forms of discrimination, Casino Group commits to:
- Raise awareness among its employees, through its network of 56 diversity correspondents
◦ In 2010–2011, more than 1,400 people received training in how to prevent discrimination
◦ 454 supervisory and management staff were made aware of disability issues through the Franchir le Cap du Handicap (See Beyond the Handicap) programme.
- Recruit in areas that form part of France’s national urban policy for disadvantaged neighbourhoods
◦ In 2012, 850 people, 500 interns and 150 young work-study trainees will be hired by the Group under the National Corporate Commitment for jobs in priority neighbourhoods, signed on 27 February 2012
◦ In four years, the Group has hired 4,440 people, offered 2,547 training courses, and concluded 760 work-study contracts in neighbourhoods listed in the national urban policy.
- Make more widespread use of the simulation recruitment method, in close partnership with the Pôle Emploi job centres. This guarantees that candidates are selected based on the skills they show in dealing with simulated situations
◦ Since 2008, 2,508 people have been hired using this method.
- Pursue its efforts to diversify recruitment by putting in place partnerships
◦ For example, the convention signed with Acsé, the national agency for social cohesion and equal opportunity, in April 2012 to hire 500 apprentices at Casino
◦ Another example is the in-house Charter for “Service Civique” (Volunteer Civic Service) signed in March 2011.
- Carry out audits of establishments using an internal assessment tool that checks that the Diversity Label guidelines are being applied
◦ More than 200 audits have been carried out since 1 January 2012 by the Diversity Correspondents.
- Take its approach a step further by combating other forms of discrimination, in particular those relating to religious beliefs and sexual orientation
◦ A Guide to Religious Diversity was distributed in 2011 and a review on discrimination on the basis of sexual orientation is currently under way.
A new testing procedure will be carried out in three years’ time to analyse the results of the measures being taken.
For Yves Desjacques, director of human resources of Casino Group, “This second solicited testing exercise has shown the progress we have made in reducing the risk of discrimination on the basis of origins in our recruitment practices. The momentum created by the Diversity Label obtained in 2009 enabled us to boost our action plans and policies in favour of diversity. However, we must remain vigilant and continue to hammer home the idea that hiring is based on skills and skills alone.”
* The discrimination tests involve sending in two fictitious candidatures for the same job. Both candidates have the same skills and professional experience and differ only in terms of their origins. Any eventual influence of the candidates’ origins on the recruiter’s choices can then be measured.
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