The Casino Group has been committed to combating all forms of discrimination since 1993. The Group believes that diversity is a driver of financial performance. It therefore pursues an assertive policy of recruiting people from diverse backgrounds, promoting professional equality at all levels and in all corporate processes, and fostering a sense of community.

Combating discrimination and stereotypes

This policy is based on several principles, including fighting the stereotypes that lead to discrimination, building policies jointly with representative trade unions, addressing all areas of discrimination and measuring the effectiveness of initiatives.

The Group’s actions focus on such key areas as origin, social background, gender, disability, age, sexual orientation, religious diversity, union membership and physical appearance.

In France, the Group combats discrimination and promotes diversity by drawing on tangible commitments and a network of more than 70 Diversity Outreach Correspondents and experts, who are in charge of implementing the policy. The policy’s implementation is overseen by the Group Diversity Committee, which is made up of seven employee representatives and seven senior executives.

The main banners – Casino, Monoprix, Cdiscount, Franprix and Leader Price – have all signed the Diversity Charter. The Group has also signed the LGBT Commitment Charter, pledging to ensure equal rights and treatment for all employees regardless of their sexual orientation.

In 2009, Casino was the first retailer group to obtain the “Diversity Label” awarded by Afnor Certification to companies pursuing an exemplary policy. Following an audit, the Diversity Label was renewed in 2012 and again in 2016; it was extended to Monoprix in 2016.

To combat stereotypes and prejudices, the Group undertakes numerous awareness-raising and training activities.

Several guides are available to employees, including:

  • “Managing Religious Diversity in the Workplace”;
  • “Changing our Perception of Young People”;
  • “Physical Appearance: Deconstructing Stereotypes, Overcoming Prejudice”;
  • “Sexual Orientation and Gender Identity: Best Practices in the Workplace”;
  • “Equality between Men and Women: Fighting Everyday Sexism”.

The Casino Group has been committed to combating all forms of discrimination since 1993. The Group believes that diversity is a driver of financial performance. It therefore pursues an assertive policy of recruiting people from diverse backgrounds, promoting professional equality at all levels and in all corporate processes, and fostering a sense of community.

In France, a “Tour de France of Diversity” was organised in 2016. Discussions facilitated by an external expert took place in the Group’s stores, restaurants and warehouses, bringing together the Group’s diversity teams, managers and employees.

Triennial testing on social background origin was conducted in 2016 and covered an additional item relating to sexual orientation.

Lastly, a discrimination counselling and advice unit offers the possibility for all Casino employees to blow the whistle, on a confidential basis, whenever they experience or witness actual or perceived discrimination.

The Group’s international subsidiaries have also rolled out policies to promote diversity while taking local challenges into account.

  • In Brazil, the GPA Diversity Promotion Commitment Charter launched in 2015 has enabled all subsidiaries to take action in favour of people with disabilities, young people and LGBT people. The Charter was extended in 2016 to include racial discrimination. In addition to the Charter, the GPA CSR department launched a Diversity programme under the name “GPA Iguais” in 2016. Aimed at managers, it is built on a guide setting out expectations in terms of managerial practice.
  • In Colombia, Éxito continued to roll out its “Población Vulnerable” integration programme aimed at people with disabilities, victims of armed conflict and their families, severely disadvantaged young people, and veterans returning to civilian life.


 Acting for the integration and retention of disabled workers

The Human Resources departments implement action plans in the various entities, with three underlying objectives:

  • hire people with disabilities;
  • offer training, notably in the form of combined work/study contracts and internships;
  • allow people with disabilities to retain employment throughout their working lives.

In France, the Group and its banners lay down commitments, action plans and performance targets within the framework of agreements with trade unions.

Casino, which has the equivalent of 13.22% of jobs filled by people with disabilities, has been implementing an assertive disability policy for more than 20 years. A number of employee awareness-raising and training initiatives have been established in stores. This year, Monoprix carried out a poster campaign on each of its sites, handing out two information guides, one for employees and the other for managers.

The Group ensures the retention of people with disabilities throughout their working lives by adapting workstations (applying technical, organisational and technological solutions), conducting ergonomic studies, performing professional reviews and offering training.

Outside France, all of the Group’s subsidiaries implement structured programmes.

  • In Brazil, GPA this year continued its commitment to recruiting and integrating people with disabilities by signing the Diversity Promotion Charter of the Brazilian Entrepreneurs’ Network for the Inclusion of People with Disabilities, with the support of the ILO.

The number of people with disabilities was up 16% compared with 2015.
To foster a commitment among managers, the increase in the number of disabled workers is one of the three quantitative CSR performance targets used by GPA in determining variable compensation.

  • In Colombia, more than 220 people with disabilities had been integrated into the workforce by the end of 2016 thanks to initiatives carried out as part of the “Población Vulnerable” programme initiated in 2006, and its partnership with Fundación para la Investigación y el Desarollo de la Educación Especial (FIDES), a foundation specialised in the integration of people with cognitive disorders.


Promoting gender equality

Gender equality is one of the Group’s flagship commitments.

Since 2002, Casino has sought to enhance the gender diversity of its teams at every level of the company through an assertive policy on gender equality across job categories, career management, human resources processes (pay, access to training, hiring and promotion) and parenthood.

The Casino Group was awarded the “AFNOR Workplace Equality Label” in 2013. In 2008, it signed the Charter of Working Parents’ Rights created by the Observatoire de l’Équilibre des Temps et de la Parentalité en Entreprise, a French monitoring agency that supports working parents in companies. In 2016, the Group adopted the Women’s Empowerment Principles backed by UN Women, and joined forces with France’s National Committee by signing an agreement to support the actions and awareness campaigns of this international organisation. So, the “He for She” campaign was deployed/spread out by rallying employees and Franprix supported the Orange Day to combat violence against women and girls.

The Group offers its employees concrete initiatives to encourage career development, equal pay, work-life balance and parenting support. Noteworthy action plans undertaken by the French entities in 2016 include training, (with the renewal of a mentoring programme for women managers), wages, (with the maintenance of a specific budget reserved for bridging any unjustified pay gaps between men and women) and parenting.

The “C’est avec elles” women’s network, created in 2011, brings together more than 700 managers. It has carried out numerous initiatives, including a mentoring programme since 2015 (60 beneficiaries), personal development workshops and talks by experts. Its efforts earned it a “No More Clichés” award presented by Communication & Entreprises, the LSA Diversity and CSR Award and the Diversity Award from Alliance pour la Mixité en Entreprise – a total of three tributes – in 2016.

Outside France, the subsidiaries roll out targeted initiatives to strengthen the representativeness of women in their organisations, notably by requiring recruitment firms to systematically present a female candidate.

  • In 2016, GPA, winner of the “UN Women Award”, held two “Women’s Forums” attended by about 200 managers, and implemented its policy for professional equality, with noteworthy support from its internal women’s network, “GPA Mulheres na Liderança”, set up in 2014. To foster a commitment among all managers, increasing the proportion of women in the management team is one of the three quantitative CSR performance targets used in determining variable compensation.
  • In Colombia, Éxito also ramped up its initiatives in favour of professional equality in 2016. Its programme is facilitated by a Professional Equality Committee, and focuses on five areas: hiring in leadership positions, training for women managers, career management, equal pay, support measures (telecommuting, maternity) and awareness raising. Three hundred employees took part in conferences and exchange groups to discuss best practices in the fields of leadership and communication, under the name “Mujeres de Éxito”, in Bogotá, Cali and Barranquilla.