Promoting Diversity

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 towards the integration of workers with a disability, the Group confirmed again its commitment by signing in 2015 the ILO (International Labour Organization) Charter of the “Companies and Disability” global network.

Casino Group leads an assertive policy as regards disability with 3 objectives:

• The recruitment and integration of workers with a disability: all positions are open to people with a disability; new staff are accompanied as soon as they are recruited (mentoring, workstation organizing…). Partnerships with major players in professional integration, training and education continue to be developed.
• Training: partnership building with famous schools, universities and vocational training centres to train and professionalize people with a disability and enable them to access training courses adapted to the needs of the Group’s entities.
• Retention in employment for people who declare a disability during their professional life : support with administrative procedures ; anticipation of impairment situations ; co-construction of professional projects ; technical and organisational planning ; accessibility to certain work areas and IT tools made available to staff.

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 9th with unions on the employment of people with disabilities for the 2023-2025 period.

In 2022, Casino Group continued to welcome people with a disability and it counted 9133 employees with a disability among its staff.

Casino Group committed towards acting and communicating about the employment of workers with a disability thanks to: targeted actions such as EDEW (European Disability Employment Week); the Duo day, partnerships with Handi’chiens (Handi Dogs association) and the creation of managerial guides, practical fact sheets and e-learning training modules.

Casino Group is a signatory to the Manifesto for the integration of people with a disability in business life put forward by Sophie CLUZEL and signed in November 2019.

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.

Six strategic indicators are consolidated each semester in the Gender Equality Scorecard of the Group by the HR Depts of each branch and presented to the governance, CSR and Executive committee of the Group.

The Group is a signatory to the Parenthood Charter implemented by the Monitoring Centre for time balance and parenthood in the workplace in order to raise awareness and create optimal conditions for employed parents.

The feminisation of key positions means controlling the presence of women in recruitment and talent pools where they have represented 50% of the profiles identified over the past few years.

In 2020, Casino Group obtained a grade of 91/100 on the Index of Professional Equality, an official certified measurement which is over the legal minimal grade by 15 points.

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. It employs over 2 200 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.