Carrefour - 2017 Registration Document

CORPORATE SOCIAL RESPONSIBILITY Carrefour’s human resources policy 2017 REGISTRATION DOCUMENT | CARREFOUR 2. 80 In addition to work equipment, Carrefour is looking into ways to improve furniture. Findings have shown that the more health factors are integrated upstream, the more effective the impact is on working conditions. Two examples include: a joint review conducted by the Design teams, Health teams and ● CRAMIF to develop a fruit and vegetable rack adapted to worker posture that would reduce the risk of occupational accidents and illnesses during shelf installation; a change made to the design of furniture used to stock mass ● retail products to reduce the stress on workers’ posture when stocking shelves. As such, depth was reduced to 600 mm on all shelves and even further for lower shelves. These improvements were made at all hypermarkets and supermarkets. As part of the Vitamin C programme, Carrefour Belgium has offered all staff over 45 a personal assessment of physical imbalances, muscular pain caused by one-sided loads, muscles used very frequently and poor posture. They can also receive advice and recommendations from a coach. In 2017, this programme was available in 12 hypermarkets and 12 supermarkets, covering almost 1,400 employees. Carrefour Belgium also published a guide entitled “Good health in the workplace” which was distributed to all of its hypermarket and supermarket employees. Preventing stress and psychosocial risks Over the past 15 years, stress has emerged as a major psychosocial risk faced by companies. The Carrefour group’s preventive approach aims to assess the main risk factors and develop appropriate action plans. Numerous actions have been taken at the local level at the instigation of countries and entities: stress management training, a free remote listening and psychological support system and in-store risk assessments followed by corrective action plans. In 2015, Carrefour France introduced a new toll-free social support service to provide solutions suited to the situations of individual employees. A team of social workers helps employees with their personal or professional problems (financial difficulties or changes of situation such as divorce, separation, move, etc.). This support service was highlighted in 2017 in communication to all France Market employees on preventing gender-based violence. Carrefour France continued with its efforts to prevent psychosocial risks in 2017 across all of its entities. Methodology for analysing these risks was designed by the French Health department in 2014 and offered to the Group’s hypermarkets. Forty-five hypermarkets rolled out the methodology, which helps to analyse risks and develop an action plan to deal with them. Safety managers who are also in-store health representatives will all be trained in the use of this methodology in 2017 and 2018. Overview of health and safety agreements Prevention policy in France is shared with trade unions to develop a collective agreement for each entity. The list below includes some of the main agreements signed in 2017 with trade unions on workplace health and safety. The list is not exhaustive. Clauses added to previous agreements are not included. Agreement on health and quality of life in the workplace at ● hypermarkets and SDNH (Société des nouveaux hypermarchés). Agreement on quality of life in the workplace at Carrefour ● Proximité convenience stores. Protecting work/life balance To ensure that all employees flourish in their professional activities, Carrefour is committed to promoting work/life balance, which is one of the four focus areas of the Women Leaders programme (detailed in Section 2.5.4). Measures benefiting both women and men have been implemented within the Group. In 2008, Carrefour France was one of the first 30 groups in France to sign the Parenthood Charter and to commit to introducing practical initiatives in this field. Since then, Carrefour has been a member of the corporate parenthood monitoring group (Observatoire de la parentalité en entreprise) and signed 15 commitments on work/life balance. Employees at Carrefour France headquarters in Massy have had access to an on-site nursery since 2015. In 2016, the Carrefour Management nursery was merged with the Group’s HQ nursery in Boulogne. The pooling of work schedules and remote working (detailed in Section 2.5.1) are helping employees find a better work/life balance. Working towards preventive management of digital tools On July 7, 2017, Carrefour and its trade unions signed an agreement on the application of the right to disconnect from digital tools at Carrefour group companies in France. These days, it is widely accepted that the role of information and communications technology has an important impact on: employees’ day-to-day professional duties; ● Company organisation and operations. ● In many ways, these tools enhance relations by providing a platform for discussion and access to information, but they should be used reasonably, with respect for individuals and their work/life balance. Carrefour has therefore made strong commitments to ensuring digital tools best practices are put into use. These commitments are designed to protect employees’ health by guaranteeing good working conditions and work environment. Special care is given to the conditions of use of digital tools so that they do not infringe on employees’ personal lives.