PUTTING PEOPLE AT THE HEART OF OUR GROWTH

Our teammates’ workplace well-being is one of Decathlon’s primary concerns. Our company strives to implement labour and human resources policies in line with our values. At Decathlon we believe that happy, engaged employees contribute to a company’s performance over the long-term.

In 2018 the Quality of Life at Work (QVT) team continued expanding their efforts in France with help from their network of local specialists (316 QVT specialists in 2018). The goal is to have one specialist at each site who can oversee the following issues: disability, inter-generational cooperation, gender equality and quality of life at work, psychosocial risks and social engagement.

This year 50% of teammates around the world stated that they enjoy coming to work (total responding “yes, absolutely”). This indicator, which is central to our human resources policy at Decathlon, is measured using an in-house barometer that helps our teams take stock of the current situation and implement suitable action plans to ensure that everyone enjoys coming to work.

Decathlon once again topped the Great Place to Work rankings for France, coming in first in the “Best Workplace with more than 5,000 employees” category. This ranking, a benchmark recognizing the companies employees like to work for, confirms our teammates’ satisfaction.

2018 ESSENTIALS IN FRANCE:

Decathlon launched a sexism prevention campaign called blow the whistle.

The decathlon mission handicap team continued working to recruit, retain, raise awareness about and collaborate with disability-friendly work centres.

Decathlon showcased the skills of senior employees through the work knows no age project.

GENDER EQUALITY: ENSURING EVERYONE HAS A VOICE AT THE COMPANY

Knowing that diverse teams drive innovation and performance, we have made diversity a top priority.
Achieving a balance between men and women in the workforce is part of this.
The purpose behind the project led by our Decathlon France teams is to ensure that everyone can achieve their goals and play a genuinely active role in the company, all within a caring and respectful environment.
Three training programmes have been developed to achieve this: Female Leadership and Boost’elles are both women-only programmes created to help female employees gain self-confidence and develop career goals. The Work-Life Balance When You’re Expecting training programme is open to both men and women.

In 2018 we launched our Blow the Whistle campaign to prevent sexism in the workplace. The goal is to encourage people to speak up and to raise awareness. Some of the topics covered include telling the difference between jokes and sexism, and between flirting and sexism. The campaign calls on teammates to be mindful of their reactions.

SÉBASTIEN BERNARD
Meeting with SÉBASTIEN BERNARD

HUMAN RESOURCES LEADER IN THE IT DEPARTMENT

WHAT MEASURES HAVE BEEN IMPLEMENTED IN THE IT DEPARTMENT?
Our department is not very diverse, so it is vital that our teams get the message about gender equality at Decathlon. In 2018 all our managers received training about sexism through the Blow the Whistle workshop. We want to take care of our people, as they are at the heart of our ambitions and our values.
WHAT EFFECT DID THIS CAMPAIGN HAVE?
The campaign helped managers and teams tackle the thorny issue of sexism. This is reassuring for everyone, because they understand the issue and they have information they can refer to. Everyone got the message very quickly thanks to the clear frame of reference and easily identifiable contacts.