Content :

Combating discrimination - Actions

 

• Providing objective H.R. processes
• Strengthen awareness on anti-discrimination laws
• Continuous In-house communications

Providing objective H.R. processes

Introduction of the anonymous C.V on the Group's recruitment website and human resource managers training.  

Introduction of the anonymous C.V on the Group's recruitment website

In order to strengthen our recruitment process and ensure that the initial selection of candidates is made entirely on the basis of objective criteria such as experience and skills, sanofi-aventis has adapted its new recruitment software to accommodate the anonymous curriculum vitae (C.V). In addition, awareness about this new means of selection was increased among recruiting agents. 

Communications initiatives were organized for the network of recruiting agents in France (approximately 150 people) and training was provided to all users of the recruitment software that manages the anonymous C.V (approximately 250 people). Lastly, the Group posted information about this approach on our website.  

Training human resources managers

A one day training session called "Encourage diversity" was launched in late 2007. Nearly 40 H.R managers have already been enrolled in this programme which will be implemented in all the departments during 2008.  

Strengthen awareness on anti-discrimination laws

To ensure that local regulations against discrimination are better understood at every stage of Human Resources management, sanofi-aventis has taken steps to continuously inform employees about this topic.

In Europe, where European directives were recently transposed in all countries, an initial awareness process was initiated.

In France, a brochure about French anti-discrimination laws was distributed to 5,000 H.R managers. In Germany, information meetings were held.  

Continuous In-house communications

Sanofi-aventis ensures that managers uphold the Group's commitment to diversity and apply it in their managerial practices by:

• including the fight against discrimination and the promotion of diversity among the Group's major responsibilities;
• including them in institutional communication initiatives;
• creating a diversity section on the Group's Intranet site;
• awareness-building for international managers during the "Discover" seminars for newcomers (approximately 150 managers and some 40 nationalities each year);
• providing access to a Diversity e-mail address for all employees.