Diversity and Inclusion

At the Casino Group, everyone is given an equal opportunity. What matters most is employees’ skills, rather than their past experience.

The Group uses a range of tools to ensure recruitment is based solely on competencies. Recruiters are provided with a “Best Practices in Recruitment Guide”, which recommends the use of competency-based assessment frameworks. The Group’s recruitment teams also rely on a wide variety of sourcing channels and take part each year in numerous job fairs and events, working closely with employment partners such as local employment agencies.

Since 1995, the Casino Group has pursued a proactive disability policy built around three key objectives:

Recruitment and integration of people with disabilities:
All positions are open to candidates with disabilities, with dedicated support provided from the moment they join (mentoring, workplace adjustments, etc.). The Group continues to develop partnerships with organizations involved in employment integration, training and education.

Training:
The Group builds partnerships with leading schools, universities and vocational rehabilitation centers to train and upskill people with disabilities, enabling them to access programs aligned with the needs of its business units.

Retention in employment:
Employees who declare a disability during their career are supported through administrative procedures, proactive management of fitness-for-work situations, co-development of career paths, and the implementation of technical and organizational adjustments. Efforts also include improving the accessibility of certain workplaces and IT tools.

Beyond legal requirements, the Group has consistently reaffirmed its commitment to sustaining employment for people with disabilities, as demonstrated by the various disability agreements implemented across its banners. Casino banners are currently operating under their 9th agreement, Monoprix under its 7th, while Franprix has signed its first. Cdiscount is also continuing its commitment through a third agreement.

In 2013, the Casino Group was awarded the Gender Equality Label, which was renewed in 2019 for both Casino and Monoprix. That same year, Casino and Monoprix also obtained the combined Diversity and Gender Equality Labels. In 2023, these labels were extended to Franprix and CNova (Cdiscount, C-Logistics). In 2025, the Group resumed the certification process.

The Group’s commitments to gender equality are structured around five key priority areas:

• pay equity,
• women’s access to key positions,
• combating sexism,
• parenthood,
• partnerships.

The Group also pursues a proactive policy in support of parenthood. It was among the first signatories of the Parenthood Charter in 2008 and is a partner of the Workplace Quality of Life Observatory. The Group reaffirmed its commitment to families by signing the new Parenthood Charter in 2021. In this context, the “Practical Guide to Parenthood in the Workplace” was updated in 2022.

Le groupe Casino est engagé, depuis 1993, dans la lutte contre toutes les formes de discrimination. Considérant la diversité comme un facteur de performance économique, le Groupe a défini une politique volontariste visant à favoriser le recrutement de profils variés et, par des processus non discriminants, à promouvoir l’égalité professionnelle à tous les niveaux et dans tous les processus de l’entreprise.

Cette politique repose sur plusieurs principes d’actions :

• La lutte contre les stéréotypes et préjugés à la racine des discriminations ;
• La co-construction des politiques avec les organisations représentatives du personnel ;
• Le fait d’adresser l’ensemble des critères de discrimination ;
• La mesure des actions mises en place.

Le Groupe est engagé tout particulièrement dans la lutte contre les discriminations liées à l’origine, la nationalité, la situation sociale, le genre, le handicap, l’âge, l’orientation sexuelle, la diversité religieuse, l’engagement syndical et l’apparence physique. Il lutte contre les 26 critères de discrimination définis par la loi française.

Since 2010, the Group has provided managers with a dedicated guide on how to balance collective interests with employees’ personal requests related to religious practices and beliefs. It includes reminders of applicable legal principles, insights into different religious practices, and practical case studies.

France is a secular republic: the State does not recognise any religion. This principle of secularism implies a duty of neutrality for public sector employees, who are not permitted to display their religious views in the course of their duties. In private companies, as set out by law, employers must ensure that no discrimination arises on the grounds of employees’ religious beliefs.

The Casino Group is committed not only to complying with legal requirements regarding non-discrimination based on religion, but also to enabling reasonable accommodations where possible, provided they are compatible with the smooth running of the business, workplace cohesion, and employee safety.