The Diversity Label, which is awarded by France’s Ministry of the Interior in partnership with the country’s AFNOR Certification organisation, rewards companies whose practices in combating discrimination are deemed to be exemplary. Casino Group obtained this label in 2009, following a campaign by AFNOR Certification to introduce the label and the decision of a panel made up of representatives of several government ministries and trade unions.
Casino Group has been involved since 1993 in combating all forms of exclusion and discrimination, and now implements a diversity promotion policy that encourages the hiring of applicants from a wide range of backgrounds and fosters equal opportunities.
This company policy forms part of a continuous effort to pursue constructive dialogue with all union organisations.
Yves Desjacques, director of human resources for Casino Group, said: “The renewal of the Diversity Label highlights the work of our Group, which has for almost 20 years conducted a determined and innovative policy to promote diversity. Combating discrimination, promoting diversity and taking into account different cultures and attitudes is a day-by-day approach that is of great importance to our employees, our social partners and our general management. It’s a long-term approach and, for all our employees, the renewal of the Diversity Label is very satisfying.”
Through its corporate baseline, Nourrir un Monde de Diversité (Nourishing a World of Diversity), Casino, which has always been a pioneer in this field, has made the promotion of diversity part of its DNA. Its current policy is based on the following areas:
- Equal opportunities: origins, public territory, priority categories of job-seekers
◦Under the French government’s Hope for the Suburbs plan, Casino Group has, in the space of four years, hired 4,440 people from disadvantaged neighbourhoods under permanent or fixed-term contracts, and offered 2,500 training courses and 750 work-study contracts to young people from these neighbourhoods
◦To incorporate the combat against discrimination in its recruitment practices, since 2008 Casino Group has been using the simulation recruitment method (candidates are selected based on their performance in simulations of real-life situations, and not on the basis of their CV). A total of 2,500 employees have been hired using this method, in partnership with the Pôle Emploi job centres.
- Disabilities and support for employees who are carers
◦The employment rate for disabled workers at Casino France was 10.71% in 2011 (the legal requirement is 6%). The Group committed in 2011 to hire 180 people with disabilities by the end of 2013
◦Casino Group offers assistance to employees who need to adapt their vehicle to their own disability or to that of a family member (driver’s seat, rails for wheelchairs, etc.)
◦As part of its Aidons les aidants (Assist the carers) campaign, and in order to raise the awareness of all employees, in early May 2012 the Group distributed a booklet offering advice to family carers of elderly or disabled people.
◦Women represent 37.5% of managers (against 34% in 2008)
◦A company-wide agreement signed in November 2011 committed the Group to make progress on improvement plans identified in five main areas: recruitment, training, pay, career development, and parental issues
◦In 2012, a working parent handbook was written and distributed, listing all the measures put in place by the Group to assist employees with children (e.g. flexible working hours, career development, etc.).
The Group has set up the C’avec elles network to put women managers in touch with each other so that they can propose innovative new ideas to the general management. The network currently has 400 members.
◦Through the signature of a company-wide agreement in September 2009, Casino committed to hire 500 older employees in the 2010-2012 period. The rate of employees aged over 55 increased 15.10% between 2010 and 2011.
- Respect for religious diversity
◦A Guide to Religious Diversity was distributed in 2011 to all managers.
- Combat discrimination on the basis of sexual orientation
◦A review was launched in 2011 and will lead to action plans to combat discrimination based on sexual orientation. As part of this approach, a guide for managers will be written and distributed by the end of 2012.
Press contacts
Casino Group
Frédéric Croccel / fcroccel@groupe-casino.fr / + 33 1 53 65 24 39
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Karine Allouis / kallouis@image7.fr / +33 1 53 70 74 81
