Accor recognizes that every employee is different and that overall performance depends on the skills of each individual. Our commitment to diversity is structured around formalized undertakings and priorities for 2015 in the following areas:
Gender equality in the workplace
The target of 35% women hotel General Managers has been set 2015, with a view to achieving gender parity in this key position in the longer term. The percentage of women General Managers increased by one point between 2012 and 2013.
The commitment to increasing the percentage of women across the organization is also reflected in the December 2012 launch of Women at Accor Generation (WAAG), an international women’s network open to both men and women employees of any Accor brand. Through its eight regional networks, WAAG is committed to fighting against stereotypes and the self-censorship of women, primarily by mentoring women employees, encouraging experience sharing and facilitating networking.
In France, the Integrating the Disabled Project (MIPH) is an integral part of the diversity action plan. It is governed by a Group-wide agreement concerning the hiring and retention of disabled employees, which covers the three-year period from 2012 to 2014. In 2013, 25 employees were able to keep their jobs despite a disability and 31 disabled employees were hired, mainly on permanent contracts, representing 2% of all permanent new hires in France for the year (owned and leased hotels). As a result, disabled employees represented 4.97% of the workforce in France in 2013, compared with 4.15% in 2012.
People with disabilities
In 2013, 1,265 disabled people were employed in owned, leased or managed hotels worldwide, representing 1% of the total workforce. However, given the difficulty in obtaining accurate figures in some countries, the real number of disabled employees is probably higher.
Equal opportunity resources
Two main channels are used to guarantee equal opportunity and eradicate stereotyping – training modules and the sharing of best practices already being applied in the Group.
The “Managing Diversity” e-learning module initially developed in France was deployed across Europe in 2013, after being aligned with European legislation and translated into English.
The diversity intranet site created in January 2011 describes best practices and provides links to international reference documents, like the Group’s International Diversity Charter, and to such resource documents as European directives on non-discrimination and diversity and a recruitment guide in six languages.
A guide for recruiters and managers has been available on the Diversity intranet since 2013 in English, French, German and Portuguese.
Anonymous résumés have been used on the AccorJobs website in France since 2010 to ensure equal opportunity during the recruitment process, by precluding even subconscious discrimination due to age, gender or origin.Discrimination alert plans have also been defined locally so that anyone experiencing discrimination knows who to contact and how.