Present at BR’s recent Inspiring Voices #EqualFuture conference, Alina Mihaela Gamauf, Executive Committee Board Member for HR, CSR and Corporate Affairs at CARREFOUR Romania, talked about the inclusive organizational culture and how it translates at CARREFOUR Romania, and also about the initiatives, plans, and projects undertaken by the company in this regard.
“The Carrefour world is about people, we are today around 18.000 colleagues and we believe that we have an organizational culture primarily based on open communication. We communicate a lot with our employees, we try to design for them individual development programs, because (she smiles) Yes, we are all different. We maximize the potential of each and every one of us and we try to bring our colleagues together through the projects we launch. We believe that by involving them directly, we will ensure their success, but also their sense of belonging and inclusion, both in our projects and in the Carrefour world.” Alina Gamauf started off her intervention.
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“We are involved in many projects, and this year I can say that we have accelerated our involvement in D&I projects. We want to become better and better and reach our D&I goals, that’s why we’ve recently launched a partnership with Angajez 45+. In Carrefour, today, 72% of our colleagues are women and we take a lot of pride in this. I believe we can help change the labour market together with Angajez 45+. We are still at the beginning, but we want to get better and better results.
Another project I want to mention is a partnership with Lead Network which has the ambition to promote gender diversity, specifically Women in Leadership. Last but not least, internally, we involve as many of our colleagues as possible in the projects we run. We are going to launch a project called Women Empower Women, an initiative that has been welcomed with open arms at company level. Here we have colleagues with rich experiences, both professionally and personally, who became mentors for our colleagues who want to further develop themselves.
How CARREFOUR applies D&I principles in its HR strategy
In recruitment, when we talk about D&I, we do absolutely everything by involving our colleagues. We think they are the best ambassadors for future colleagues.
When we talk about recruitment, we pride ourselves on this extremely open, colleague-oriented organisational culture. Every approach we have in mind, not only when we talk about recruitment, is to practice being open to D&I topics, on the whole range, day by day, in the work that each of us does. So far we are very proud of the results and successes we have achieved.” Alina Gamauf concluded.
