Carrefour Market earns AFNOR Diversity Label for its commitment to diversity and equal opportunities

Carrefour Market earns AFNOR Diversity Label for its commitment to diversity and equal opportunities

Boulogne-Billancourt, 2017-Apr-03 — /EPR Retail News/ — Carrefour Market has been committed to diversity and equal opportunities for more than 10 years now, and was awarded the AFNOR Diversity Label on 27 March in recognition of its commitments and its concrete initiatives to promote diversity and gender equality and tackle all forms of discrimination.

Diversity and equal opportunities: one of the mainstays of Carrefour’s HR commitment
As the leading private employer in France, Carrefour is keen for its 115,000 employees to reflect the society in which the group operates. This aim is part of the company’s very DNA. Carrefour advocates diversity in all its forms (origin, age, physical appearance, gender, disability, etc.) so that the country’s population is represented in the teams in stores, warehouses and even the head office.

This long-standing commitment resulted in the AFNOR certification in 2014, awarded in recognition of the initiatives implemented by Carrefour Market for its employees. Carrefour has now been awarded the Diversity Label which rewards and encourages diversity among employees in terms of profile, origin and expertise, as well as initiatives designed to promote social mobility.

Concrete initiatives to promote diversity and equal opportunities
Under  the Diversity Charter that Carrefour signed in 2004,  Carrefour Market has been implementing major, innovative initiatives for more than 10 years, all designed to promote diversity and equal opportunities for its 30,000 employees in all its 500 consolidated stores.

Since 2005, an agreement promoting professional equality between men and women has brought the share of women managers up to 34% in 2016 (vs. 22% 10 years ago), and increased the number of women store managers to 131.

As of the end of 2016, 6.71% of Carrefour Market employees have some form of disability. The retailer celebrated the 10th anniversary of the signing of the “Mission Handicap” agreement which is designed to raise employees’ awareness of disabilities and provide disabled employees with support on a day-to-day basis.

Thanks to the action plan for the over-50s that was implemented in 2010 and the first intergenerational agreement entered into in 2014, Carrefour Market employees over the age of 50 accounted for 19% of employees as of the end of 2015 (vs. 17% at the end of 2012).

Helping young people establish a foothold on the job market is also one of the priorities of the retailer’s HR policy. For many years now, it has been creating ties with partners involved in helping young people who have had difficulty finding employment. These include the Restos du Cœur, Permis Sport Emploi, the Fondation Agir Contre l’Exclusion, l’Ecole de la 2ème Chance (“Second Chance School”), the Fondation des Apprentis d’Auteuil and the Nos Quartiers ont du Talent (“Talent in our Neighbourhood”) association. For example, 14 beneficiaries of the Restos du Cœur interested in working as butchers joined Carrefour Market to train for their Professional Qualification Certificates in butchery.

SOURCE: Carrefour

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