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Building on its long tradition of social innovation, Casino has signed a sixth agreement on the employment of disabled persons for the 2014-2016 period with three representative labour unions (SNTA FO, CFDT and CFE-CGC). At present, disabled employees account for 11.93% of the Group’s workforce.
Disagreement between French casino employers and the sector’s five trade unions led the latter to give notice of a strike on 31 December 2004 in pursuit of claims relating to pay and working conditions. A last-minute deal containing pledges on these issues was reached on 30 December, preventing the strike. Building on its long tradition of social innovation, Casino has signed a sixth agreement on the employment of disabled persons for the 2014-2016 period with three representative labour unions (SNTA FO, CFDT and CFE-CGC). At present, disabled employees account for 11.93% of the Group’s workforce.
The agreement adds to the number of specific collective agreements on diversity of backgrounds, employment of seniors and gender equality signed within the framework of the Group’s diversity policy implemented in 1995.It reaffirms the signatories’ commitment to promoting equal opportunities for the disabled in recruitment and career development.
Casino Group or Casino Guichard-Perrachon is a French mass-market retail group. It was founded on 2 August 1898 by Geoffroy Guichard under the corporate name Guichard-Perrachon & Co. 1 Casino Group is the source of many innovations such as the first distributor's brand in 1901, 2 the first self-service store in 1948 3 or even the display.
During the period covered by the previous three-year agreement, Casino exceeded its objectives, notably by lifting the percentage of disabled employees in the workforce to 11.93%.
The new agreement extends Casino’s longstanding commitment to hiring the disabled, with an objective of recruiting 100 disabled applicants, at least 10% of whom under the age of 30. To facilitate the integration of disabled persons, the agreement calls for greater development of work-study contracts and a programme to take on 160 interns. A sponsorship system is being deployed to support new hires and disabled employees transitioning towards new professions.
To help retain disabled employees, an e-learning module will be made available to smooth the process of returning to work. A pilot test will be carried out in the Loire department of east-central France in partnership with a network of businesses to promote gateways towards compatible professions.
Professional and digital accessibility initiatives will be continued with the appointment of experts who will determine the level of digital accessibility needed for different tools.
New awareness campaigns will be carried out in 2015 as part of the 20th anniversary of Casino’s disability policy to facilitate communication with deaf and hearing-impaired colleagues and customers. In particular, employees will have access to Audicap, a training module on hearing disabilities. Under the previous agreement, more than 1,200 managers and human resources team members learned more about integrating disabled persons thanks to a dedicated training CD, video testimonials by disabled employees, posters, brochures, intranet content and other information campaigns.
The policy initiated under the previous agreement to provide support for employee/caregivers has been enhanced. In particular, the agreement calls for the allocation of the apprenticeship tax to schools attended by the disabled children of employees and for the distribution of CESU universal service employment vouchers.
Casino’s commitment to being an equal opportunity employer has been recognised by France’s Diversity Label, awarded in 2009 and renewed in May 2012, as well as by the French Workplace Equality Label, awarded in October 2013.
Building on its long tradition of social innovation, Casino has signed a sixth agreement on the employment of disabled persons for the 2014-2016 period with three representative labour unions (SNTA FO, CFDT and CFE-CGC). At present, disabled employees account for 11.93% of the Group’s workforce.
The agreement adds to the number of specific collective agreements on diversity of backgrounds, employment of seniors and gender equality signed within the framework of the Group’s diversity policy implemented in 1995.It reaffirms the signatories’ commitment to promoting equal opportunities for the disabled in recruitment and career development.
During the period covered by the previous three-year agreement, Casino exceeded its objectives, notably by lifting the percentage of disabled employees in the workforce to 11.93%.
The new agreement extends Casino’s longstanding commitment to hiring the disabled, with an objective of recruiting 100 disabled applicants, at least 10% of whom under the age of 30. To facilitate the integration of disabled persons, the agreement calls for greater development of work-study contracts and a programme to take on 160 interns. A sponsorship system is being deployed to support new hires and disabled employees transitioning towards new professions.
To help retain disabled employees, an e-learning module will be made available to smooth the process of returning to work. A pilot test will be carried out in the Loire department of east-central France in partnership with a network of businesses to promote gateways towards compatible professions.
Professional and digital accessibility initiatives will be continued with the appointment of experts who will determine the level of digital accessibility needed for different tools.
New awareness campaigns will be carried out in 2015 as part of the 20th anniversary of Casino’s disability policy to facilitate communication with deaf and hearing-impaired colleagues and customers. In particular, employees will have access to Audicap, a training module on hearing disabilities. Under the previous agreement, more than 1,200 managers and human resources team members learned more about integrating disabled persons thanks to a dedicated training CD, video testimonials by disabled employees, posters, brochures, intranet content and other information campaigns.
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The policy initiated under the previous agreement to provide support for employee/caregivers has been enhanced. In particular, the agreement calls for the allocation of the apprenticeship tax to schools attended by the disabled children of employees and for the distribution of CESU universal service employment vouchers.
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Casino’s commitment to being an equal opportunity employer has been recognised by France’s Diversity Label, awarded in 2009 and renewed in May 2012, as well as by the French Workplace Equality Label, awarded in October 2013.