Our commitments as a responsible employer
3.2 RESPECTING CAREERS 3.2.1 NON-DISCRIMINATORY, TRANSPARENT RECRUITMENT POLICIES The very structure of Accor’s businesses means that the hiring process is completely decentralised. It is therefore essential for the employees in charge of this managerial process to embrace the Group’s professional standards and method guidelines. These rules are applied prior to recruitment and hiring, enhancing efficiency while guaranteeing fairness in compliance with current legislation. Any candidate selection based on nonprofessional criteria (such as religion, age, gender, sexual orientation, disability, political opinions, ethnic origin, union membership,…) is prohibited, subject only to local regulations in a limited number of countries which require us to apply other specific criteria when recruiting.
reduce the stereotyping that fuels discrimination. The working environment, our past experience and our subconscious expectations can influence the way we feel about candidates and the questions we ask them.
Accor pledges: ̸ to comply with a selection process, applying the same criteria to every applicant for a given position; ̸ to base all recruitment decisions exclusively on professional skills and personal qualities, in line with our needs and the applicant’s own attributes.
Sensitivity training is essential if we want to YOU SHOULD ALWAYS ̸ ask questions that cannot be perceived as involving a direct risk of discrimination, for example: • how many years of experience do you have in this position? • how many years of experience do you have in a similar job?
YOU SHOULD NEVER ̸ ask questions that might be perceived as involving a direct risk of discrimination, for example: • how old are you? • when were you born? • we have a very young team. Do you think that you could fit in?
• what skills and expertise did you acquire through your previous job experience that could be useful in this new position?
IS THIS ETHICAL?
Situation: after meeting several prospective candidates, I overhear the colleague responsible for candidates selection making negative remarks discretely to another colleague about a prospective supplier based on his supposed religion. It is reasonable for me to believe that this assessment has resulted in this candidate being ruled out. What should I do?
Solution: selecting or not selecting a candidate based on religion or another such criteria is strictly prohibited. The employee making such a decision, and Accor may be liable to severe penalties and sanctions. You should immediately inform your manager, Legal Department or Talent & Culture representative. You can also report the matter using the Group’s Whistleblowing Hotline.
43
