Training and Career Management

Casino Group has long been committed to the professional development of its employees, convinced that skills development is a key driver of sustainable performance and employability.

Prevention of workplace incivility and harassment

The Group has implemented several measures to prevent and address workplace violence and harassment.

A dedicated programme focuses on preventing incivility, in particular through:

  • targeted training for exposed teams;
  • corrective measures following incidents;
  • psychological support offered to employees affected by potentially traumatic events.

To strengthen a respectful management culture, the Group has defined Managerial Attitudes and Behaviours (MABs). These criteria are integrated into the variable remuneration of executives and supervisory staff.

Casino Group has also implemented a system to combat sexism and sexual harassment, based on:

  • the appointment of dedicated referents;
  • an e-learning training programme available to employees.

Since 2024, a management training programme, developed with the support of a physician specialising in workplace well-being, has been rolled out for managers. An internal network also helps identify employees in difficulty, foster engagement, and direct them towards the appropriate support channels, including occupational health services, managers, HR, mutual insurance providers, and specialist organisations.

TRAINING PLANS

Training teams deploy structured training plans aligned with the Group’s strategic, regulatory, and social priorities.

These plans include:

  • health, safety, and quality training, in line with occupational health and safety policies;
  • compliance training, related to regulatory requirements under the Sapin II law and the GDPR.

The training policy also integrates an ESG dimension. Tools such as the Climate Fresk and the 2 Tonnes workshops were widely deployed in 2025 to raise employees’ awareness of climate transition challenges. For example, 350 Cdiscount employees took part in the 2 Tonnes workshop.

INNOVATION AND ARTIFICIAL INTELLIGENCE

The development of professional skills is a key lever for strengthening team expertise. In this context, and in line with the Renouveau 2030 plan, the Group has rolled out:

  • Dedicated training programmes for franchise professions, including the Franchise Performance Pathway developed in partnership with the French Franchise Federation;
  • Training programmes on artificial intelligence, in particular generative AI at Cdiscount, to support teams in performance improvement and change management.

Managerial Training and Quality of Working Life

Casino Group develops training programmes focused on:

  • customer service, a strategic pillar of the Group;
  • managerial behaviours and leadership.

As part of the agreement on Workforce and Skills Planning (GPEC), an online training course dedicated to managers has been designed to support them in conducting high-quality annual performance reviews.

QWL (Quality of Working Life) training programmes support HR policies and employee well-being, while soft skills training (communication, problem-solving, emotional intelligence) helps develop cross-functional capabilities.

Dispositifs de formation

To design and roll out training plans, the Group relies on both internal and external resources, coordinated by Human Resources departments and their internal “corporate universities”:

  • “Campus Casino” for support functions, Supply Chain, Franprix and Monoprix headquarters, Casino and Cnova Pay Group;
  • “Mandarine Academy” for the Franprix network;
  • “Cezanne Training Centre” for the Monoprix scope.

These structures ensure the co-development of skills development plans and their operational implementation. Training is delivered both in-person and remotely via the MyCampus platform, which centralises online learning modules across all professional topics.

In stores, training is primarily delivered by internal trainers, with the possibility of involving external instructors when needed.

Focus on diversity and inclusion training initiatives

The agreements signed with trade unions include a wide range of training initiatives dedicated to diversity and professional equality, particularly between women and men.

These initiatives include:

  • A “Recruit without discriminating” training programme for employees involved in recruitment;
  • Training designed to encourage women to apply for management positions;
  • The “SI ELLES Pathway”, aimed at developing leadership skills, combating self-censorship, and addressing the glass ceiling effect.

To learn more :

See Chapter 3 of our 2024 Universal Registration Document, dedicated to our CSR policy.