Equal treatment

Except in countries where access to such individual rights is denied by the local regulations, the DELTA PLUS GROUP ensures compliance with the provisions of the fundamental ILO conventions applicable to employees of all its subsidiaries throughout the world.

Measures taken for equal treatment of men and women

We remind you that an agreement on occupational equality between men and women was concluded in 2012 in our French subsidiaries. A new agreement was concluded on 20 November 2014 for a period of three years.
Women constitute 39.5% of the DELTA PLUS GROUP’s workforce. If one excludes the two particular situations of the subsidiaries established in India and the United Arab Emirates (in which women constitute only 5% of the workforce), in the rest of the Group 45.1% of the employees are women.
All of our subsidiaries give women and men, without distinction, equal opportunity to apply for any job openings, except for the subsidiaries in India and the United Arab Emirates, where local  customs do not permit such an approach.
Nevertheless, as a practical matter, some types of jobs are still held much less frequently by women than by men, particularly jobs in our warehouses and plants where the handling of weights exceeding twenty kilos and work with dangerous machinery and equipment are daily tasks.
 
 

 

Measures taken to employ handicapped persons

The hiring of handicapped persons in a company is monitored only subsidiary by subsidiary in consideration of the locally applicable legislation. Because of the significant differences in the various local laws applicable in the countries where the Group is present, the DELTA PLUS Group has not established an overall system for the monitoring of data related to the hiring of
handicapped persons.
In France, handicapped persons constitute 6% of our companies’ workforce, who are hired through direct employment, through outsourcing, or through the provision of services via sheltered-employment agencies, in accordance with the Act of 10 July 1987. Hence, in our French companies, we have four employees who are declared handicapped workers, and we use a vocational
rehabilitation centre (known in France as CAT) throughout the year for the reconditioning of certain products. Also, for dissemination of our job offers, we are in contact with, and solicit the  services of, agencies that assist handicapped workers in their search for employment.

 

Anti discrimination policy

The DELTA PLUS GROUP has not established an overall system for antidiscrimination. The consolidation of such data would not be significant because of the differences in the various local laws and the means of implementation in the countries where the Group is present.
It is to be noted that, in France, the employees of companies that are members of the DELTA PLUS Economic and Labour Unit (ELU) (known in France as UES) have the benefit of an agreement for equal treatment of men and women (renewed at the end of 2014 and continued in 2017). In 2017, a similar agreement was concluded in the companies that are members of the VERTIC ELU. Hence, the “equal pay for equal work” principle applies to men and women working in the French subsidiaries that are members of an ELU.