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2013 ANNUAL ACTIVITY AND RESPONSIBLE COMMITMENT REPORT
CHALLENGES
Youth employment
Carrefour acts as a professional and social
ladder for its employees, as evidenced
through its recruitment and training of young
unqualified or under-qualified people. Every
year in Brazil, for example, 1,400 young
people start their very first job at Carrefour
within the framework of the
“Jovem
Aprendiz”
programme. The Group also
nurtures partnerships with schools and
universities, such as in Romania, with
training courses in the food professions.
In France in 2013, Carrefour recruited
500 young people on the “
Contrat d’avenir
“
future contracts (to rise to 1,000 by the
end of 2014) and 5,000 on work/study
contracts (to rise to 15,000 by the end
of 2015), trained internally by a network
of 3,000 tutors. Carrefour France also
provides access toemployment specifically
for young people from disadvantaged
areas, as can be witnessed by its long-term
investment alongside the
“Nos Quartiers
ont des talents”
(talent in our neighbour-
hoods) association.
Integrating
disabled people
The Group constantly follows a policy to
provide access to employment for disabled
people, who in certain cases require specific
working conditions (in terms of ergonomics,
safety, etc.). It is therefore important to
consider how they are received and support-
ed within the company. In France the
“Mission Handicap”
disability agreement,
instigated in 1999 and renewed in 2011,
is built around three key commitments:
recruiting employees with disabilities,
integrating them into the workforce under
the best conditions possible and helping
them maintain their employment, in par-
ticular by adapting workstations. In Brazil,
Carrefour has also deployed a specific
programme,
“Eu pratico a inclusão”
, which
notably led to twice as many disabled
people being recruited in 2013 in compar-
ison with 2012, complemented by the
“Meu
amigo e especial”
programme to encourage
internal integration. In Poland, Carrefour
encourages the use of assisted contracts in
partnership with the Ekon association,
having led in this way to the recruitment of
150 mentally disabled people.
Gender equality
The proportion of women in managerial
positions is rising steadily thanks to a proact-
ive policy to promote gender equality at
all levels (recruitment, development, salary,
etc.) in all countries via the “Women
Leaders” programme in particular. In Poland
for example, women hold over 50% of
managerial positions. Measures are continu-
ally implemented in every country: aware-
ness-raising in stores, training and coaching,
adjustments to working hours, etc. Along
the same lines, the recruitment of young
women as managers was a priority of the
“Jóvenes Profesionales”
programme in
Argentina, which aims to integrate young,
high-potential graduates. The Group also
showed its commitment in 2013 by signing
the “UNWomen’s Empowerment Principles”,
drawn up by UN Women and consisting
of seven action principles to encourage
equality in the workplace.
Experience at
the service of retail
Expertise, skills and passing on know-
ledge… At Carrefour, experienced
employees are supported by the company
via collective agreements and targeted
action plans: recruitment, tutoring, man-
agement of the latter stages of a career, etc.
In Argentina, for example, the stores
have launched
“Yo Trabajo”,
a dedicated
recruitment and support programme for
those over 40 years of age. In France, the
inter-generational agreements signed
during the second half of 2013 include
several priority areas including the recruit-
ment of over-50s, the prevention of strenu-
ous working conditions, the development of
senior tutoring or facilitating the end of a
professional career. Elsewhere, in Belgium,
Carrefour initiated in 2013 the imple-
mentation of a personalised action plan to
be offered to all employees over the age of
45, aiming to support them through training
programmes, skill development and the
adjustment of working hours and conditions.
Combating and
raising awareness
of discrimination
Beyond the main principles of its policy, in
all countries Carrefour carries out specific
activities in accordance with local situations
to raise awareness among its employees
and customers of the fight against discrim-
ination: training and “ambassadors for
diversity” in Brazilian stores, equal treatment
and combating social exclusion in Spain and
an internal campaign against discrimination
in Argentina, for example. In Poland,
Carrefour has also taken a step forwards in
the recognition of its equal opportunities
commitments by signing in October 2013
the Diversity Charter, an international initiat-
ive promoted by the European Commission.