Commitments

Recruiting with diversity in mind

Different jobs mean different profiles. Our employees come from a great variety of cultural and professional backgrounds. Our recruiting policy (hyperlink to Talents/Our recruiting policy) is founded on three principles:

• Promoting the hiring of handicapped people through the Mission Handicap project, coordinated in France by the PPR group. This inter-brand, pluridisciplinary work group comes together around a dedicated project manager.  Its role is to set common directions and commitments based on best practices.  Its objectives include achieving a target of 6% handicapped employees in France by the end of 2008.

• Improving gender parity, particularly at senior management level. There is thus at least one woman on each of our executive committees.

• Increasing job offers for minorities by raising awareness in recruiting agencies as well as in the company's human resource departments.

Interchange and dialogue

• The opinion poll "What's the weather like where you are?"
  This survey, conducted every two years in each company of the PPR Group by an external firm for the sake of neutrality, consists in anonymous questionnaires, in the local language. Its objectives: to take a photo of the social climate within the PPR group, assess management quality and stimulate pertinent human resource policies.

• Agreements with trade unions
  Their purpose includes the fair treatment of personnel representatives.  At the end of their term in office they can undergo a skill assessment, which illustrates our determination to build modern relations with our personnel.
  

Managing risks, health and safety

The spearhead of occupational risk management is the Prevention Management System (SMP). This system was initiated in 2003 in France then extended to all of our brands. It comprises two phases: firstly raising our employees' awareness of the risk of industrial accidents, occupational disease and absenteeism.  It then encourages them to act in a preventive way.

Other initiatives have been set up within the scope of the Prevention Management System, to prevent incapacity and occupational disease:

• mapping out work stations in terms of ergonomics

• defining career paths that make it possible to limit risks through the management of appropriate job transfers.