PUTTING PEOPLE AT THE HEART OF OUR GROWTH

Workplace well-being is a powerful driver for employee engagement. A safe environment where employees can grow in a climate of trust and respect fosters an innovation-friendly dynamic that makes companies more productive over the long term. A bold, assertive human capital policy has a direct link to value creation for a company. For example, employee satisfaction can help reduce absenteeism and turnover.

Today, 52% of our teammates say they enjoy coming to work every day.

In 2017 Decathlon France unveiled action plans on various themes relating to Quality of Life at Work (QVT), designating leaders for each topic and expanding the role of the QVT Specialists. Thanks to our well-defined and comprehensive processes, all matters are handled at the most local level possible, guided by regional priorities. Our goal is to break down silos and encourage experience sharing among different geographies.

Diversity efforts focusing on gender equality, age discrimination, disability and flexitime have been put in place so that every employee can achieve their full potential throughout their career at Decathlon.

Human at Decathlon
in 2017

SUMMARY

Our teammates enjoy coming to work more ever than ever.

Efforts to increase diversity in terms of disability and gender equality have been stepped up in France.

We are committed to ensuring that each and every teammate in France is satisfied with their work schedule.

TEAMMATES ENJOY COMING TO WORK

As part of our active commitment to our employees, Decathlon measures the satisfaction of our teammates across the world with an anonymous annual company barometer. This tool provides insight into how satisfied employees are with their work. The indicators are tracked each year in order to analyse where progress is being made and so that, if necessary, we can quickly implement action plans to correct any areas where we are falling short. Questions are asked about themes that are part of the ABCs of human resources at Decathlon: freedom to be oneself, shared values and a sense of purpose, and personal growth through empowerment.

Results are reported for each team, so that they can discuss them and find collective solutions that will help ensure that each individual increasingly enjoys coming to work.

Focus
« No. 1 in the Great Place to Work rankings »

Decathlon France has been part of the Great Place to Work rankings in France for the past eight years in the category Best Workplace with over 5,000 Employees category.

This is the leading organisation for ranking companies on their working conditions. An anonymous survey is sent out to a random selection of company employees, who are asked to evaluate their experience in key areas such as how much they trust management, their ability to act independently and whether they feel appreciated. The results are analysed by an independent panel of corporate human resources experts.

QUALITY OF LIFE AT WORK AMBASSADOR: A PIVOTAL ROLE FOR THE TEAMS’ WELL-BEING

With our 2017 restructuring of human resources based on the role of each individual, in addition to our updated Quality of Life at Work (QVT) agreements, we expanded the job of the QVT Specialist in France. The network, which is made up of 256 teammates and led by a human resources manager for each region, is essential for the implementation of best practices locally as well as practices identified through the DTMB.

The role of the QVT Specialist is to oversee the main themes for the Decathlon human resources policy in their area of responsibility and to ensure that preventive and corrective measures are taken. The QVT Department provides all the tools needed to address these issues. Each specialist devotes nearly 30% of their time educating, issuing alerts and working on diversity issues (gender equality, disability, age discrimination, etc.), workplace wellness, equal opportunity and the Foundation.

These contact people play a pivotal role in helping to communicate HR messages, which are best understood when shared between teammates. In addition, thanks to their understanding of local issues, the specialists know which topics should be prioritised to make a difference for their fellow teammates. The purpose of this approach is to develop the ambassadors’ skills, give them greater independence and boost the sharing of best practices between the regions.

Workplace well-being is simply the outcome of the work

our ambassadors do, each and every day. By focusing more on the local level, our liaisons are able to identify which issues are important to their fellow teammates and their sporting communities.

Marie Pinel
Marie Pinel
Decathlon France QVT Leader

PROMOTING EXPERIENCE SHARING WITH INTERGENERATIONAL AGREEMENTS IN FRANCE

With our 2017 restructuring of human resources based on the role of each individual, in addition to our updated Quality of Life at Work (QVT) agreements, we expanded the job of the QVT Specialist in France. The network, which is made up of 256 teammates and led by a human resources manager for each region, is essential for the implementation of best practices locally as well as practices identified through the DTMB3.

The role of the QVT Specialist is to oversee the main themes for the Decathlon human resources policy in their area of responsibility and to ensure that preventive and corrective measures are taken. The QVT Department provides all the tools needed to address these issues. Each specialist devotes nearly 30% of their time educating, issuing alerts and working on diversity issues (gender equality, disability, age discrimination, etc.), workplace wellness, equal opportunity and the Foundation.

These contact people play a pivotal role in helping to communicate HR messages, which are best understood when shared between teammates. In addition, thanks to their understanding of local issues, the specialists know which topics should be prioritised to make a difference for their fellow teammates. The purpose of this approach is to develop the ambassadors’ skills, give them greater independence and boost the sharing of best practices between the regions.

WOMEN AT DECATHLON

Equality for men and women in the workplace is a diversity and equilibrium challenge that directly impacts our company’s economic performance. It is also a means of fostering a better working environment for everyone. In France, women continue to be hit hardest by inequality in the labour market, with employment rates that lag behind those of their male counterparts by 10%, part-time employment rates that are 20% higher and an unexplained 12% wage gap4. At Decathlon, we believe it is vital for everyone to be able to fulfil their ambitions, to have an equal opportunity to drive company performance, and to work in an environment founded on authenticity and respect. Currently, we have 4,713 women managers at Decathlon, accounting for 36% of all managers.

Alexia Brasseur
Meeting with Alexia Brasseur

QVT Leader in charge of Gender Equality

How far has Decathlon come in advancing gender equality?
On the whole our teams in France are fairly diverse, but the further up the ranks we go, the fewer women we see. This is the famous glass ceiling. I believe there are three main reasons for this: male biases, women holding themselves back and work-life balance, which can be difficult to manage in retail. When it comes to equality, we all have a role to play!
What measures have been implemented?
We have developed a "female leadership" training programme solely for women. Any of our female teammates are welcome to sign up for this three-day course. In it we talk about self-confidence, self-promotion, the importance of networks, career development and work-life balance. There is also a personal development angle, to help these women attain greater self-awareness.
In 2017 we trained 160 women in France. For those who are interested, we also have a mentoring system. The mentors, who are men and women in positions of responsibility, provide support and advice, and they challenge to women who want to jumpstart their careers. That is what empowerment looks like.

SUPPORTING EMPLOYEES WITH DISABILITIES

Once again, the QVT Specialist plays a vital role, as it is in the store that repeated absences or problems experienced by the teammates can be identified and messages can be shared about recognising and transforming what could be seen as a drawback into a true strength with different skills.

My store employs 10 teammates with various disabilities. Some of these are visible, while others are not (limited mobility, dyslexia, Crohn’s disease, scoliosis, etc.). These employees are fully integrated into our team and receive daily support. I fully believe that having a diverse range of people in the store brings many benefits and provides real growth opportunities for all of us.

Vincent Estève
Thonon-les-Bains (France) Decathlon Store Manager, Mission Handicap Ambassador and QVT Specialist

ORGANISING WORK SCHEDULES: WHEN EMPLOYEES CHOOSE TO WORK PART-TIME

In 2017 Decathlon had 7,425 part-time employees on

permanent contracts in France.

In 2016 we conducted a survey to find out if our teammates were satisfied with their hours. It found that nearly 30% of our teammates would like to change their work schedules.

Knowing that unwanted shifts can cause dissatisfaction and problems day-to-day, Decathlon France made some changes to our part-time policy in 2017, taking steps to ensure that employees’ hours were chosen rather than imposed.

During the hiring process, the candidate’s desired work schedule is noted so that the future teammate’s needs and career plans are taken into account. Then over the course of the working relationship, the manager regularly checks to see how the employee’s short-, medium- and long-term plans are progressing. We will continue to improve on our action plans in 2018 so that the number of teammates who are satisfied with their part-time work schedules increases each year.