There is limited information available to indicate that Decathlon considers the fair representation of women in the workplace. With a workforce that is 47% female, the company nearly maintains a gender balance – 40-60% women – among its middle managers (38%). However, no information was found regarding the gender balance of the company’s board of directors, senior executives or senior management. Neither were details available about the gender composition of its workforce across occupational function or the gender breakdown of employee turnover or absenteeism rates.
Decathlon offers professional development programmes with specific support for women through its Female Leadership training programme and the Boost’elles programme that helps women employees gain self-confidence and develop their career goals. It has also established a mentoring system to provide support and advice to women who want to further their careers.
In the supply chain, Decathlon addresses the systemic discrimination that women face by requiring its suppliers to have a non-discrimination policy that explicitly protects pregnant and married women workers. No details were available concerning gender equality in leadership in the supply chain or whether the company actively procures from women-owned businesses or takes specific actions to increase the procurement spend directed to these businesses.
Though no details were available regarding recognition agreements with local trade unions or collective bargaining agreements currently in place, the company expects suppliers to respect the rights of workers to establish and join organisations without risk of discrimination, harassment, interference or retaliation.