Commitment
Developing human capital and inclusion
Skills development for staff, along with a quality recruitment process and induction for new recruits, all play a key role in the performance and well-being of the people who make Laïta what it is today and in the future.
Promoting a management culture
At Laïta, developing a management culture and strengthening the skills of managers are priorities in our human resources strategy.
To this end we have established a common set of management guidelines for all managers, which sets out the principles of conduct expected of them across three areas:
- appropriate managerial approaches
- empowering organisations
- tools for management and continuous improvement
These guidelines allow managers to assess their performance and identify areas for personal improvement, and are accompanied by targeted training sessions aimed at sharing good practice and ensuring a consistent management approach throughout the Laïta organisation.
Heightening the appeal
Our aim is to encourage young talent to take up positions with us and ensure they are fully integrated into the company, through the AIF programme (Accueil, Intégration, Formation - Reception, Integration, Training). The jobs and careers we advertise are presented alongside our values of responsibility, simplicity and team spirit, both on the website and social media and during site visits and job dating initiatives.
We are consolidating our partnerships with various schools to introduce internships and trainee placements,and raising awareness among our tutors and supervisors to the rules for welcoming young people and ensuring they are well integrated and monitored throughout their time with us.
Promoting inclusion and taking account of difficult personal circumstances
Equal opportunities and equal treatment are the cornerstones of Laïta’s social policy. All human resource teams and managers are trained in inclusion, diversity and non-discrimination. We are vigilant in promoting employment to disabled workers and hold frequent awareness-raising exercises such as DuoDay. Special support measures are provided for staff members with disabilities and long-term health conditions; these can take the form of advice, special leave and/or CESU vouchers (help with personal and household care).
In addition, there are measures in place to support employees dealing with difficult personal circumstances - financial support for employees wishing to take time off to provide end-of-life care for a family member, in the form of a supplement to the AJAP (statutory end-of-care allowance), and employees who are statutory carers of close relatives, in the form of a supplement to the AJPA (daily carers’ allowance).
Promoting equity and ethical conduct
Our human resources policy aims to ensure equal pay for men and women and to uphold ethical conduct.
Our gender equality score has been over 90% for the last three years. Laïta also ensures that all employees with equivalent skills and experience are given the same opportunities for career progression.
Laïta also approaches the issue of parenthood with a focus on gender equality; parents of children up to 15 years old are granted parental leave whether they are female or male.
In addition, to encourage the concept of ‘living harmoniously together’, specific measures have been established to combat sexual harassment and sexist behaviour.
Explore our other commitments and testimonials
Our other pillars
Committed and passionate
All about our approach #committed
Because our environmental, human and social commitment is a daily reality, we place CSR at the heart of our actions.
