Promoting Diversity

Committed for the past 30 years towards promoting Diversity and fighting all forms of discrimination, Casino Group is convinced that the diversity of its staff is an asset for each and everyone of us as well as a source of performance for the company.

Casino Group’s signature "Nourishing a world of diversity" is therefore a reminder of the commitment towards keeping Diversity alive in all its forms: diversity as regards store formats, diversity of products, diversity in suppliers but also diversity among staff.

As the first Retailer to have obtained the Diversity Award and the Award for Professional Equality, Casino Group wishes to share its actions to fight against discriminations.

Click on the visual above to read the whole Policy in favour of Diversity (French version).

Casino Group has been a signatory to…


A convention with the City Ministry since 1993

This agreement aims at helping the professional integration of a priority public and especially neighbourhood residents.

The Group reiterated its commitment in 2021.


The parenthood Charter since 2008

This Charter aims at promoting parenting in the company.

 The Diversity Charter since its creation in 2004

This Charter is opened for signature for any company, whatever its size. It prevents discriminations in employment.

The Group reiterated its commitment in 2023.

The commitment Charter for valuing and promoting Civil service in companies since 2011

This Charter values skills acquired in Civil service with companies so that this experience can be perceived as an asset in professional life.

The Charter of commitment of companies for equal opportunities in education since 2007

This Charter aims at bringing closer schools – companies.

The LGBT Charter since 2013

This Charter fights against discrimination linked to sexual preferences.

The Group reiterated its commitment in 2022.

The manifesto on the inclusion of people with disabilities in economic life at the initiative of Sophie CLUZEL signed in November 2019.

The commitments of Casino Group:

In Casino Group, everyone gets a chance. What counts are the skills of the employees, far more than what they may have done before.

The Group uses different tools to ensure a recruitment based only on skills and it makes available to recruiters a “Good practice guide for recruitment”, recommending the use of a recruitment grid based only on skills. It uses a Simulation Method for Recruitment (SMR) and has signed many partnerships, especially with Pôle Emploi, Missions locales or even Mozaik RH to diversify its recruitments.

Committed since 1995 to the integration of disabled workers through an initial agreement signed with employee representative organizations, the Group reaffirmed its commitment in 2015 by signing the ILO (International Labor Organization) “Business and Disability” global network charter, and more recently by signing the manifesto for the inclusion of disabled people in economic life.

The Casino Group pursues a proactive policy on disability with three objectives:

  • Recruitment and integration of people with disabilities: all positions are open to people with disabilities; new employees are supported from the moment they are hired (mentoring, workstation adjustments, etc.). Partnerships with players in the fields of professional integration, training and education continue to be developed.
  • Training: building partnerships with prestigious schools, universities and vocational retraining centers to train and professionalize disabled people and give them access to training tailored to the needs of Group entities.
  • Job retention for people who declare a disability during the course of their working lives: support with administrative procedures; anticipation of situations of unfitness; co-construction of professional projects; technical and organizational adjustments; making certain work premises and IT tools available to employees accessible.

Over and above the legal obligation alone, the Group has repeatedly affirmed its desire to perpetuate its commitment to disabled employees, as demonstrated by the signing of three-year agreements on the employment of disabled employees for the period 2023-2024-2025. This is the 9th such agreement for Casino, the 7th for Monoprix and the 1st for Franprix. Cdiscount is also pursuing its commitments through a 3rd agreement on the employment of disabled people.

In 2023, the Casino Group continued to welcome disabled people, and in France counted nearly 2900 disabled employees among its workforce.

The Group is also stepping up its initiatives for Group employees, inviting them to take part in a range of training modules designed to make it easier to welcome people with disabilities. These include a generic module, one dedicated to welcoming people with autism, and another on hearing disabilities and an introduction to French sign language (LSF).

Among the many associations supported by the Group is Handichiens since 2015, which thanks to this partnership has been able to finance the training of 30 assistance dogs subsequently given free of charge to people with disabilities.
By 2026, the Group and its brands are committed to:

  • Recruit 130 new employees and welcome 120 disabled trainees,
  • Accelerate the use of work-study programs in all our business lines,
  • Manage job retention situations and support each employee throughout his or her career,
  • Encourage and facilitate administrative procedures such as RQTH (Recognition of the status of disabled worker),
  • Continue to raise employees’ awareness of hearing disabilities and finance sign language training,Deploy actions to facilitate digital accessibility,
  • Pursue and develop initiatives to welcome customers with disabilities,
  • Continuing to work with sheltered workshops (ESAT and EA),
  • Reinforce initiatives to welcome customers with disabilities.

While France’s employment obligation for disabled workers is set at 6%, Casino banners employ 10,44% disabled people.

In 2013, Casino obtained the Professional Equality Award which was renewed in 2019.

Beyond the legal obligation, the Group has asserted many times its wish to sustain its commitment in favour of employees with a disability as proven by the signature of its 8th Handipacte agreement for the 2020-2022 period.

The Group’s commitments as regards professional equality are structured around 5 priority areas:

  • Equal wages,
  • Access to key positions for women,
  • The fight against sexism,
  • Parenthood,
  • Partnerships.

In 1993, the Group signed its first national commitment called “Entreprises et Quartiers” (Companies and Neighbourhoods) which got renewed in 2008, 2012, 2014 and 2018.

Casino Group is committed to recruiting each year over 800 workers living in sensitive Urban Zones. It also implements, every three years, tests requested in order to check that there are no discrepancies in the recruitment processes based on the supposed origin of the candidate.

In 2013, Casino Group signed the LGBT Commitment Charter. It aims at ensuring a non-discriminating environment for Lesbians, Gay, Bisexual and Transgender people. The Group watches out for equality of Rights and treatment between colleagues, whatever their sexual preferences may be.

Casino Group wished to offer a work environment based on the respect of differences and the living together in order to favour well-being and personal development.

Physical appearance is the second criteria mentioned by employees who say they have witnessed acts of discrimination, according to the barometer of the Commissioner for Human Rights in January 2014. If surveys and tests carried out in the past ten years show that this is a common discrimination criteria, this subject is seldom addressed in the workplace.

Physical appearance is therefore a stake in the workplace during recruitment and in business life on a daily basis.

The criteria of physical appearance is one of the 25 discrimination criteria recognised by Law. It is therefore integrated within the framework of the Policy for the promotion of Diversity and the fight against all types of discriminations.

The Group has implemented, since 2010, a guide designed for managers on the way to unite collective interest and the personal requests of staff as regards religious practices. It also provides elements relating to legal requirements, information to understand the different religious practices and examples of concrete situations.

France is a secular Republic: the Republic doesn’t recognise any religious cult. This principle of secularity translates into an obligation of neutrality for civil servants who cannot display their religious opinions in their position. In a private company, as reminded by the Law, the employer must make sure that no discrimination may arise because of the religious opinions of staff.

Casino Group wishes not only to respect the principles of non-discrimination linked to religious beliefs as defined by Law but also allow some arrangements compatible with running the company, living together and the safety of staff.

Casino Group wishes to offer a work environment based on the respect of differences, caring and team cohesion.

Casino implemented an agreement regarding knowledge transfer in order to boost employment within young people and seniors, as well as skill transfer and know-how. In France, it employs over 1850 alternants “students” and organises every year “the unmissable day for apprentices” in order to promote the role of mentors and apprentices. It is a partner with the organisation “Le Réseau” and “l’Institut de l’Engagement”. Within the Group, over 37% of the staff are under 30.

The Policy of Casino Group is based on a fundamental belief: stereotypes, in whichever way they are expressed, are at the root of all discriminations. Stereotypes are shared beliefs maintained on personal characteristics, personality traits or behaviours of the members of a group of people. They generalise and anchor a belief about them. They can therefore be applied to people belonging to the same generation, even though generations remain abstract categories which naturally gather very different individuals with their own characteristics.

121 205

staff members in Casino Group


of staff are under 30


of staff are over 50


of executives are women


of female executives in France


of recruitments in permanent contracts are dedicated to the youths

Over  3 300 people from underprivileged neighbourhoods recruited every year

Casino Group is the first retailer to have received both the Diversity and Professional Equality awards. Obtaining these awards requires the implementation of resolute actions at all levels within the company.

The Diversity Award obtained in 2009 and renewed
in 2012, 2016, 2019, 2023

This certification was obtained after an AFNOR audit and awarded by an inter-ministerial commission. This award highlights the firm commitment of the company as regards equal opportunities, the prevention of Discriminations and the promotion of Diversity.

The Professional Equality Award between women and men obtained in 2013 and renewed in 2019 and 2023

Awarded by a joint commission and steered by the Ministry of Women’s Rights in partnership with AFNOR, it highlights the company’s commitment towards Equality between women and men.

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