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34 2014 Registration Document
Social responsibility
2
Action plans
In 2014, Carrefour France continued its mission to prevent psychosocial
risks in all of its entities. Carrefour France has also launched a major
campaign to educate and train staff on how to identify and alert when
an employee appears to be at risk:
■
the hypermarkets piloted a psychosocial risk analysis method in
several stores with a view to expanding this to all sites which will
then independently define and implement their own action plans;
■
the supermarkets initiated an action plan with three priority areas:
prevention of psychological or sexual harassment, support for victims
of antisocial behaviour and aggression, and prevention of workplace
stress;
■
the logistics action plan includes measures to prevent workplace
strain and psychosocial risks in management;
■
since 2013, the head offices have raised manager awareness of
psychosocial risks over the course of 27 sessions attended by
312 people.
After Carrefour signed an agreement with CRAMIF in January 2013, the
two entities joined forces to create a training curriculum for Professional
Risk Prevention Coordinators. Some 20 sessions have been held across
France.
The managers who took this training in 2014 earned their certificate for
Proficiency in Risk Prevention.
In Carrefour stores in France, training courses on stress management
and SOS Conflict courses to help employees manage sometimes difficult
situations with customers (from basic dissatisfaction to verbal and physical
aggression or hold-ups) continued in 2014:
■
596 hypermarket and supermarket employees and store managers
were given training in stress management to identify stress linked
to the workplace, and in managing and adapting working methods to
optimise performance and improve the quality of working life;
■
3,862 employees took part in the SOS Conflict course in supermarkets,
hypermarkets and the Supply Chain. More than 30,000 people have
followed the course since 2004.
Romania offered training for its check-out assistants as part of a general
programme for the improvement of organisation and working conditions:
“Small gestures for great business” provides reminders of the right
attitudes to adopt, the keys to successful communication and how to
manage conflict situations with certain clients.
OVERVIEWOF AGREEMENTS SIGNED ON HEALTH AND SAFETY AT WORK
The following table shows some of the agreements and supplementary agreements signed in 2014 with trade unions or staff representatives on
workplace health and safety. The list is not exhaustive. Clauses added to previous agreements are not included.
New in 2014
Collective Group agreement in France to introduce an additional guarantee for reimbursing healthcare costs for the entire workforce
Occupational health agreement at supermarkets in France covering prevention of professional risks, prevention of workplace strain and
prevention of psychosocial risks
Agreements to protect women in China
◗
Protecting the work/life balance
To ensure that all employees flourish in their professional activities,
Carrefour is committed to promoting work/life balance.
In 2008, Carrefour was one of the first 30 groups in France to sign the
Parenthood Charter and to commit to introducing concrete initiatives.
Since then, Carrefour has also been a member of the Observatoire de
la parentalité en entreprise (corporate parenthood monitoring group).
Promoting a work/life balance is one of the four components of the
Women Leaders programme (see below). A number of measures have
been implemented within the Group, benefiting both women and men.
In Argentina, for example, all members of the Executive Committee
signed the Meeting Charter in April 2014 which was then circulated to
all directors. Its goal is to promote a better life balance, one of the main
obstacles preventing women from advancing. Since April 2014, women
managers within Carrefour Argentina have had the option of working part-
time after their maternity leave while continuing to receive their full salary.
Carrefour Romania has launched a programme called FAST (Flexible,
Agile, Simple, Time) to improve work organisation and achieve a better
work/life balance.
In France and Spain, agreements on gender equality mean that employees
have more opportunity to balance their working and family life. Measures
include adjustments to working hours, inter-company day-care centres,
adjustments to paternity leave, assistance in financing childcare, etc.
In 2014, the members of the Carrefour France Executive Committee
signed “15 commitments for a balanced life”, a text drawn up by the
Observatoire de la Parentalité (parenthood monitoring group) and the
Ministry of Women’s Rights.
Work-schedule pooling (see page 28) also helps ensure a better work/
life balance.
◗
Innovative actions for a better working life
Having a better working life is at the heart of current social thinking so
Carrefour is implementing programmes to improve the work environment.
In Spain, the Carrefour Life programme, a social project aimed at
employees and their families, offers a range of benefits, training courses
and group activities designed to help people combine their private and
working lives. In 2014, over 39,220 people took part in group activities,
including
La Vuelta
(an indoor football tournament), a padel tennis
tournament, Christmas celebrations and a staff lip dub competition.
Thanks to Carrefour Life, 1,200 of the staff’s children attended summer
camps at the country’s biggest sports clubs.
Carrefour Argentina launched a programme in 2014 called
Vivir Mejor
,
offering different activities each week to promote a more balanced life,
nutritional advice, and sports coaching.