Translations

Including disabled employees into the DECATHLON workforce

2. Human Rights

Diversity, equal opportunity, and fighting discrimination

Sector Business / Distribution

Year 2016

Country France

Transmitter

Context

Decathlon is a network of retail firms specialized in sports and leisure items; it encompasses the entireproduct life cycle, from research and development through retail sale, including design, aesthetics, production and logistics. The articles produced by its own labels (b'Twin, Quechua, etc.) are marketed through stores belonging to the network (e.g. Decathlon, Koodza).

For the past 12 years, Decathlon France's campaign in favor of the disabled has been underway in conjunction with partner labor organizations, in an approach to raise workforce participation of the disabled. Two project managers are assigned to implement this policy and activate a network containing 125 referral agents distributed throughout France and across all company divisions.

At present, over 500 disabled individuals are working at Decathlon outlets.

Objectives

Offer access to work opportunities and development paths to the greatest number of people
Promote recruitment and integration of the disabled onto company teams
Maintain the disabled on the job thanks to reconfiguring work shifts
Enrich the company through diversity, exchange and shared experiences

APPROACH

The fourth and most recent corporate agreement on this topic was signed for the period 2011-2013 and established the target of 3.5% disabled employees among the company's personnel. The agreement focuses on four work themes: hiring, job retention, awareness and integration, protected environment (ESAT or EA assistance programs)
This agreement stipulates that should the company fail to reach the quota of disabled workers, then the sum that would have been paid as social contributions on behalf of the targeted number of employees must, instead of being paid to the administration, be reinvested in the company to reconfigure the workstations of disabled personnel already on the job. In this manner, the agreement allows staggering hiring objectives and constructing a real social insertion policy.
In order to identify applicants for recruitment, Decathlon has created ties with disabled sports clubs and the "Cap Emploi" national network, and moreover disseminates information in its stores and on its Website.

In all cases, recruitment policy is consistent and targets sports fans. Promotional operations are run in-house to build employee awareness and smooth integration of disabled staff members: wheelchair basketball competitions, "live my life" campaigns, etc.
As part of a new hire or job retention procedure, workstation redesign (ergonomic seats, hearing aids, sign language interpreters, etc.) and special training compensate for employee disabilities whenever necessary. Since January 1st, 2012, a total of 55 workstation redesigns have been conducted and 6 customized tools developed by an ergonomic specialist, in conjunction with the occupational physician (computer furniture, adjustable platform top, electric foot control, etc.).
Moreover, Decathlon has expanded the number of its partnerships with ESAT social services for workforce integration and EA offices for workplace adaptation.

Best Practice awarded in 2002 by Réseau Alliances and updated in 2013.

CONTRIBUTION TO COMPANY PERFORMANCE

In 2012, Decathlon hired 238 disabled staff (51 on permanent work contracts, 151 on a temporary basis and 30 internships)
Ratio of disabled employees in the workforce as of December 31st, 2012: 3,15 (2.79% in 2011)

Benefits

Ethical aspect to this hiring project
Diversity of workforce profiles, with all employees benefiting from the breadth of experience of their fellow workers