Carrefour - 2017 Registration Document

CORPORATE SOCIAL RESPONSIBILITY Carrefour’s human resources policy 2017 REGISTRATION DOCUMENT | CARREFOUR 2. 78 Main collective agreements Supplementary agreement to renew the agreement ● establishing the term of the Group union representative – France. Additional clauses to extend three Group agreements ● (human resources and skills planning, method and framework) by one year – France. Group agreement on the application of the right to ● disconnect from digital tools – France. Group agreement to support the career paths of ● employees elected or holding office as union representatives – France. Non-discretionary profit-sharing scheme – Carrefour ● group France. Agreements on the employment of workers with ● disabilities and maintaining them in the workforce at Hypermarkets, Supermarkets and in the Supply Chain – France. National framework agreement on protecting working ● conditions and compensation in the event of Sunday morning opening at Hypermarkets – France. Intergenerational agreements at Hypermarkets and ● Supermarkets – France. Gender equality agreements at Rue du Commerce and in ● the Carrefour Systèmes d’Information and Carrefour Administrative divisions – France. Collective agreement including clauses on equal ● opportunity and integration – Italy. Collective agreement at Financial Services – Spain. ● Agreement on wage negotiation – Poland. ● Collective agreement – Romania. ● Support for restructuring through social dialogue Historically and culturally, Carrefour supports its restructuring through social dialogue. Carrefour’s ECIC is therefore kept informed or consulted every year about operations in the various European countries where the Group operates. Depending on their practices or the regulations in force, a number of entities also support these operations during specific consultation phases with their social partners. This was the case in 2017 when the Eroski businesses in Spain were acquired and integrated by the Group. The Group agreement on human resources and skills planning (GPEC) renewed in 2015 and associated agreements (method and framework) support the restructuring and mobility programmes of Carrefour group entities in France. More than a simple document, the GPEC reflects a certain ethos shared among the social partners which is fully in keeping with the Group’s social dialogue policy. By anticipating the social consequences of implementing projects, the GPEC agreement will make it easier to find solutions for employee mobility and employees’ general long-term employability. The associated agreements provide support measures with a minimum level of social guarantees in the event of a voluntary separation plan or employment protection plan. An Employment and GPEC Committee is consulted on restructuring and projects with an impact on labour structure or the implementation of new technologies. It also ensures these agreements are applied correctly and, if necessary, suggests new or additional solutions. Mobility and Skills Spaces will also assist the employees concerned in determining and achieving their career paths. These agreements provided a framework for the support provided during the Carrefour Banque restructuring project launched in 2016 which continued in 2017. As a result of negotiations, these agreements were extended for one year at the end of 2017 and will support the Group restructuring process in France throughout 2018. Listening to employees Listening to employees and maintaining dialogue with them are key factors in building the trust needed to enhance Company performance. Every entity sets up procedures for listening to employees to identify their expectations and measure their feeling of belonging, engagement and degree of motivation. In France, the internal opinion survey developed on digital tablets measures employee satisfaction at headquarters, stores (hypermarkets and supermarkets) and integrated warehouses. In 2017, about 60 internal satisfaction surveys (in the form of focus groups) were carried out. Issues covered included the level of confidence in the Company, CSR commitment, the reputation of the site or store, management, internal communication and professional satisfaction (atmosphere and working conditions, training, social policy and job involvement). Each entity audited also had the option of completing and customising the permanent questionnaire. The surveys take the form of meetings attended by a representative panel of employees from varying levels of responsibility. Overall, 20% to 30% of employees from surveyed entities took part. These anonymous surveys are followed up with corrective measures. A total of 23 supermarkets, 26 hypermarkets, ten warehouses and the France Marchandises departments were surveyed in 2017, with nearly 3,000 participants. In Italy, more than 16,000 Group employees took part in a survey conducted in 2017. The response rate was 84%. The survey showed an overall engagement rate of 70%. For the diversity and integration sections, 77% of opinions were positive.