PPR committed towards diversity a long time ago. The group was one of the first to sign the Chart of Diversity in 2004. Beyond its commitment in social responsibility, PPR believes that there is a real economic and competitive advantage for a company to integrate all the components of diversity in its teams (be it gender, age, origin or handicap). Furthermore, diversity can help promote social cohesion and internal dialogue.

PPR’s promotion of diversity is steadily affirmed in its 7 RSE strategic challenges and through its incorporation in the training programmes of its managers. This is a clear statement of PPR’ s ambition to promote diversity within the daily operations of its brands. As relays of the group’s diversity policy, managers are trained in managing diversity so as to anchor the group’s commitment in their daily management methods.

A prerequisite for any resolute policy concerning diversity is to build awareness on every level. PPR and its brands welcome any opportunity to exchange on the topic of diversity and develop numerous concrete actions. Equality in treatment is also one of the PPR’ s priorities. It is promoted in various performance appraisal processes and professional evolution such as annual appraisal meetings, employment and career committees with a consensual decision making process.

Multiplying the sources of recruitment and the implementation of various performance appraisal and professional evolution processes are suitable means to ensure equality in treatment within the group.

Diversity is a major topic in the dialogue with social partners, just as Senior, Professional Equality and Handicap agreements, which have been negotiated in the group can testify. PPR has in fact negotiated 2 charts with the European Works Council and this reinforces the group’s commitment to employ disabled individuals and seniors on the corporate level and on the brand level in Europe.