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Social responsibility
Action programs
Ensuring employees are committed to their
In France, Carrefour renewed its profit-sharing agreement in 2013 for
responsibilities and goals
a period of three years. Carrefour encourages employee savings in
company mutual Funds by offering a Group savings plan (PEG) and a
For employees to be truly committed, responsibilities must be clear and
Group collective retirement savings plan (PERCO). There are six
specific and targets must be perfectly understood. These are set
dedicated funds, one of which is an employee stock ownership Plan:
annually in accordance with each employee’s scope of responsibility;
Carrefour Actions. At December
31, 2015, Carrefour employees held
they must be clear, target the relevant priorities and be communicated
1% of the Company’s share capital through the Group savings plan.
early in the year.
Since July
2014, Carrefour’s employee savings plan has also offered
Carrefour encourages managers to provide regular feedback to their
staff a second, socially responsible Fund: Carrefour Prudence Solidaire,
employees throughout the year. The main assessment tool is the where they can put their money to work while helping others.
annual performance appraisal. The appraisal is an opportunity for
Creating an environment that
2.3.1.3
employees and their manager to discuss the performance over the
year, how they would like their career to develop, and their training
helps employees to achieve
needs.
fulfilment
Remunerating employees fairly
In every country, the annual remuneration review is designed to ensure Carrefour wishes to provide all its staff with the opportunity to be
the consistency and fairness of internal remuneration levels: proposals
fulfilled in their work. To achieve this objective, the Group is careful to
for changes are analysed by each entity to ensure that they are create the most favourable conditions by encouraging social dialogue,
consistent with the responsibilities and performance of each listening to staff and providing a high-quality working environment.
employee, and that they are based on a principle of fairness.
Strong, regular social dialogue encouraged by
In every country, the level of employee remuneration is analysed in
comparison with both the general market and the retail market
high-quality social relationships
through surveys carried out by specialist firms.
A culture of social dialogue at Group level
Recognising individuals’ contributions through
The Carrefour group has long been committed to consultation through
variable pay
high-quality internal and external social dialogue in support of
All the Group’s managers are eligible for variable annual remuneration,
individual and collective development.
the amount of which varies in line with the economic results of their
The agreement signed in 2001 with the UNI (Union network
entity and their individual performance in relation to the objectives set
international, now the UNI Global union) reflected Carrefour’s desire to
initially, and then assessed by their line manager in relation to the level
ensure respect for basic rights in the workplace in its various activities.
and manner in which they have been achieved.
In September 2015, a new, more comprehensive global agreement “to
Over 57% of the Group’s employees are today eligible for results-based promote social dialogue and Diversity and to ensure the protection of
incentive schemes in addition to their basic salary and, if applicable,
fundamental rights in the workplace” was signed on behalf of Carrefour
their annual variable remuneration. In some countries, these plans are by Mr.
Georges Plassat, CEO, and by Mr.
Philip Jennings, Secretary
specific to store directors and their management teams.
General of the UNI Global Union, in the presence of Mr.
Guy Ryder,
General Director of the ILO. The purpose of this agreement is to
Offering benefits for employees and their families
continue the Group’s historic culture of social dialogue and promote its
Carrefour is a responsible employer that offers benefit schemes to all
practices with regard to respecting fundamental rights in the
employees in the countries in which it operates. The types of benefit
workplace. The fight against discrimination and the promotion of
are adapted to respect local practices and obligations and to meet the diversity – particularly through respect for gender equality in the
needs of employees and their families.
workplace and the welcome of people with disabilities – represent a
In Brazil, the aim of the CarrefourPrev pension plan is to supplement
major part of this agreement. The joint declaration on gender equality
the legal regimes applicable in the event of retirement, disability or
signed by Carrefour and its European works council in 2012 is
death. CarrefourPrev supplements payments even for lower-paid appended to the agreement.
employees. Membership in the plan is optional; in 2015, 78% of those
eligible chose to participate in the programme.
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2015 REGISTRATION DOCUMENT