The Caisse d'Epargne has a historical tradition of retail banking based on humanistic values. It does business by fighting against all forms of exclusion, including disability. It acts within the framework of an agreement from 2009-2013 which sets out its commitments at the national level to continuously advance the employment rate of disabled people. For 2011, the ratio of disabled employees in the workforce increased by 13% compared to 2010.
The Caisse d'Epargne Nord France Europe promotes the employment of disabled people in the company
2. Human Rights
Diversity, equal opportunity, and fighting discrimination
Staying true to a historical vocation founded the company values while meeting the challenges of tomorrow. The CENFE is committed to deliberately accelerate and make more effective its guiding policy and the integration of disabled employees to:
- Behave as a socially responsible employer
- Be socially comitted
- Make banking accessible to all
The CENFE has built an action plan in three areas:
1) The job retention: educate employees on how to recognize "disabled workers", in relation to those identified with health professionals (physicians, ergonomists, social workers, etc) and continue planning policy positions for disabled employees.
2) Recruitment: recruit 10 training contracts each year with a target of at least 5 permanent employees at the end of the contract, participate in employment forums, especially during the employment week for disabled people, developing partnerships schools / universities , foster placements for students with disabilities.
3) Purchases from the protected area:
- The CENFE references products and offers to internally protect the purchases and appeals for the protected sector;
- A systematic consultation of the adapted and protected sector when preparing bids in eligible fields;
- Inclusion of local purchasing policy within the PHARE Group project framework, as the Group's responsible procurement policy must become a lever for promoting policy favoring disabled integration, especially by appealing to the adapted and protected sector, which combines institutions and companies assigned to oversee professional insertion of the disabled. The PHARE project achieves two key Group objectives, namely: social responsibility, and cost control;
- A regional market observatory on job offers proposed by the adapted and protected sector, in particular via the Head of Diversity Policy and participation by the Purchasing Director;
- The sales revenue figure ascribed to the adapted and protected sector amounted to €140,000, with 14 suppliers originating from the protected sector.
Best Practice selected by World Forum Lille in 2011 and updated in 2012 for its evolution.
CONTRIBUTION TO COMPANY PERFORMANCE
- Positioning of the company as a key CSR player in the area
For year 2011, as an illustration:
- Recruitment of 8 employees (2 permanent contracts, 6 temporary);
- Work-study training concerning 8 professional contracts (3rd year running);
- Recognition of the quality of workmanship by disabled staff, specific to 21 personnel, 35 shift changes or working conditions;
- 4.42% of the workforce are disabled.