Promoting diversity: recruitment and training
Diversity, which provides access to a vast variety of profiles, helps to boost performance, innovation and the quality of life within the company.
To promote this diversity, the Group ensures that its HR processes are transparent, objective, based on the assessment of skills, and non-discriminatory. Our sole objective is to recruit talent.
And once past the recruitment stage, diversity is promoted and supported daily within the company.
Our approach is to make sure our vision is shared and work towards eliminating prejudice at all levels in the company in order to change attitudes. Training and awareness-raising campaigns are offered to staff (new or already in place) to encourage them to identify and overcome their prejudices.
Guaranteeing diversity: charters and conventions
The principles of diversity enshrined in the Group's Charter of Fundamental Principles were set out in the 2014-2018 CSR roadmap, in which Legrand committed to promoting diversity in its teams and preventing any form of discrimination.
The Group is also a signatory of several charters and conventions which guarantee respect for human rights within the company, both in France and its subsidiaries abroad:
- The 8 principal conventions of the International Labour Organization (ILO)on the freedom of association, collective bargaining, forced labour, child labour, equal remuneration and non-discrimination;
- The latest of these, signed by our Chairman and CEO in November 2017, is the charter of the ILO Global Business and Disability Network;
- The OECD Code of Professional Ethics;
- The Charter of 15 commitments for work/life balance.
Disability: targeted action
Today, it is everybody's responsibility to ensure people with a disability can access and remain in employment, by adapting workstations.
In France, an agreement for the prevention of disabilities and integration of disabled people was signed in November 2017.
This agreement has 3 parts to it: a recruitment plan, an integration and training plan (including workstation adjustments), and a plan to retain staff in the company.Awareness-raising actions are also developed to encourage management to improve the inclusion of disabled people in the workforce and offer them career management and promotional prospects.
Therefore, equal opportunities and job accessibility for people with a disability is not just a promise, but a reality.