Leveraging on diversity

Autogrill is inspired by the highest international standards (International Labour Organization), implementing the principles established in its Corporate Governance in all circumstances, and the Group is committed to reducing to a minimum any obstacles to equal opportunity and the proactive promotion of numerous activities to encourage and enhance diversity. In all the geographical areas in which it operates, it shuns the use of child or forced labor, pursuant to the main international legislation, such as the UN Convention on Children’s Rights (UNCRC) and the Human Rights Act of 1998.

Autogrill has promoted concrete actions in relation to the differently able, including the elimination of physical barriers, store design that complies with current applicable regulations in the matter of making their stay more comfortable and particular attention to differently able employees.

Regulations in the matter of disability and labor differ from country to country and the Group companies are committed to scrupulously complying with the pertinent laws.

What’s going on in Food & Beverage?

In accordance with trade unions and in compliance with the legislation in force, Autogrill employs differently able individuals where possible, or stipulates collaboration contracts with outside companies, employing them for service activities in line with its needs.
In Italy, 474 differently able people and individuals belonging to the so-called “protected” categories are currently employed by the organization.
HMSHost, too, has drawn up guidelines for the hiring, training, integration and management of individuals with various forms of disability, according to the regulations issued by the Equal Employment Opportunity Commission and consistently with the requirements set out in the American Disabilities Act of 1990. Many locations in the United States directly collaborate with local organizations to employ differently able individuals. As a result of this commitment, both parties periodically carry out accurate appraisals to ensure that employees are given a position that guarantees their health and safety on the one hand, and, on the other, the productivity of the post for the organization.
In France, in 2010 an agreement was stipulated with Agefiph (the French association for the management of funds for the professional integration of differently able individuals), envisaging a development plan, called “Mission Handicap”, for the employment of differently able individuals).

What’s going on in Travel Retail?

World Duty Free Group in Spain has increased its engagement with the differently able through an agreement signed with the non-profit organization Afanias Jardes. 70% of the Association’s workers are differently able, and they provide cleaning services at the airport of Madrid Barajas as well as at the Company’s offices. In the UK differently able individuals were hired in compliance with the internally defined policies to ensure equal opportunity and personal dignity at work (“Dignity at Work Policy” and “Long-Term Sick and Capability Policy”) pursuant to the British Equality Act 2010.