The health and well-being of our colleagues are primary conditions for us to truly embody our purpose and ensure our organizational effectiveness. We therefore build on occupational health and safety, respectful labour relations, talent management and an ethical, inclusive, respectful and positive work environment.
Our ambition is to strengthen our actions to support an equitable, diverse and inclusive work environment that reflects the customers we serve. We also aim to provide customers with a shopping experience with which they identify in terms of product offer and customer service. We want our initiatives to be a driving force to accelerate the transition to a society rooted in ED&I values.
Objectives
For information on our key performance indicators, see our 2022-2026 Corporate Responsibility Plan (PDF)
Our ambition is to strengthen our actions to support an equitable, diverse and inclusive work environment that reflects the customers we serve. We also aim to provide customers with a shopping experience with which they identify in terms of product offer and customer service. We want our initiatives to be a driving force to accelerate the transition to a society rooted in ED&I values.
To learn more
We believe in an inclusive culture that values, respects and builds on our employees’ differences.
We also believe in a team that represents the broad diversity of the customers and communities we serve.
Our Equity, Diversity and Inclusion Policy aims to:
Employee resource groups
To strengthen our organizational culture and help employees from minority groups access specific tools adapted to their realities, we support and encourage employee resource groups within the company. Each group is supported by a Vice President of METRO.
Last year, we invited our office employees to complete a voluntary self-identification survey. In 2022, colleagues from all food banners were invited to participate, as well as employees in distribution centres. The data collected will be used to develop initiatives that foster equity, diversity and inclusion at METRO.
In our administrative centres and distribution centres, excluding Adonis, Phoenicia and Première Moisson.
Target for women's representation on the Board of Directors: 30%.
For more details on our initiatives, see our Corporate Responsibility Report 2022 (PDF)
The health and well-being of our colleagues are primary conditions for us to truly embody our purpose and ensure our organizational effectiveness. We therefore build on occupational health and safety, respectful labour relations, talent management and an ethical, inclusive, respectful and positive work environment.
In a context of continuous business growth and changing consumer expectations, METRO strives to attract and retain the best talent, now and for years to come.
We do this by offering numerous training and professional development programs and working to strengthen the commitment and recognition of our colleagues.
Since 2020, more than 50,000 colleagues at METRO have access to the Employee and Family Assistance Program (EFAP), which provides psychological, legal, financial, nutritional, and work-life balance support. Managers also have access to a digital health and wellness platform that offers a range of tools to better support their teams, with topics ranging from physical and mental health to skill development, leadership, and child and elder care.
To consult our human resources reference documents, click here.
To work at METRO is to evolve within a major organization that asserts its leadership in food and pharmacy in a responsible manner.
We offer a complete range of employee benefits, as well as professional development and career advancement opportunities.
For more information on our work environment and employment opportunities, visit the Careers section of our website.