Legrand Legrand

By actively working towards gender equality, representation of ethnic diversity and the inclusion of people with disabilities, among other things, Legrand demonstrates its day-to-day commitment to non-discrimantory practices throughout its units and HR processes. This commitment is shared by each of the Group's entities in light of their own specificities.

Promoting diversity


This policy forms part of the structuring directions that shape the Legrand Group's CSR policy.

PROMOTING DIVERSITY: USING OUR DIFFERENCES TO ACHIEVE A UNIFIED GROUP

Combating all forms of discrimination and promoting diversity are among the Group's major commitments, outlined in its Charter of Fundamental Principles and incorporated into the CSR Roadmap for 2014-2018.
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Diversity, in other words the variety of human backgrounds, constitutes a boost to innovation, efficiency and the quality of life within a company.

For the Group the efficient deployment of a diversity policy requires taking stock, formally framing commitments and tracking their achievement by measuring the attainment of specifically set targets. These targets were enshrined in the CSR Roadmap 2014-2018, in which the Group expressed its commitment to fostering diversity among its teams and acting to prevent all forms of discrimination.

Among these goals, providing training and awareness-raising are prominently placed. Communication initiatives aimed at drawing attention to diversity issues and the importance of complying with principles of non-discrimination reach out to increasing numbers of employees on various occasions, including new staff induction sessions in France. Local management and human  resources managers are also kept informed regularly about the Group's diversity policy and the tools at their disposal to help manage their teams in a way that provides equal opportunities for all.
In order to avoid any form of discrimination, the Group also ensures that its HR processes are managed in an open and transparent manner, based on the objective and non-discriminatory assessment of skills. This applies especially to key processes such as hiring and pay review.
 

Encouraging the access of women to management positions and ensuring better working conditions for women.

As part of its workplace equal opportunity policy, the Group has set up a commission entitled "Elles By Legrand", chaired by the Executive VP Human resources, to provide inputs to mobility committees in the form of potential female applicants.
In 2012, a women's network was also set up, tasked with raising the profile of women's contributions and helping to shape the Group's thinking on measures to be taken to increase their representation on decision-making bodies and in the various professions throughout the Group.
Also in 2012, the Group continued its drive towards improved working conditions with the signature of an agreement on workplace gender equality, which applies at the Group level throughout France. In particular this agreement provides for changes to the organisation of working hours and intensified career monitoring for female personnel.
 

Disability mission, for greater diversity

In France in 2012, all of the trade union organisations signed a fresh agreement on measures to prevent handicaps and integrate people with disabilities, covering the 2012-2014 period.It includes recruitment, integration and training plans, provides for workstation adaptation and a job stabilisation scheme. A disability task force was also set up to supervise the implementation of these measures and work towards raising awareness both inside and outside the company.
Access to employment and job retention have become two universal concerns, and they involve the adaptation of work stations. Awareness raising measures are also conducted for the benefit of management, designed to facilitate better integration of people with disabilities and more equal career advancement and promotion prospects.

 

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