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2.1. OUR COMMITMENTS

Accor’s stated ambition is to establish itself as the hospitality industry’s uncontested global benchmark. Progress towards that objective is underpinned by our unwavering corporate commitment , as reflected in our core values of innovation, spirit of conquest, performance, respect and trust. Our human resources policies are designed to attract talented individuals and to continuously develop the skills and capabilities of our

CHALLENGES

employees, who are the primary drivers of our success. The PLANET21 sustainable development strategy, which focuses on environmental and social responsability issues, has reaffirmed the need for responsible growth that creates value for everyone. Lastly, the Accor Foundation is helping to expand our employee-led community outreach initiatives around the world.

Accor’s responsibility to employees means ensuring that each one enjoys a healthy working environment and a fulfilling quality of worklife, in compliance with local legislation, human rights principles and the freedom of association.

This commitment is embodied in our day-to-day operations by our managers with the support of the Human Resources Departments, which keep them constantly aware of best practices. Application of these principles in employee relations is regularly tracked via opinion surveys, annual performance reviews and other tools. Lastly, our investor, hotel owner and franchisee partners are also actively encouraged to practice socially responsible management, for the greater benefit of everyone working under an Accor banner.

Distribution of the Group’s core corporate social responsibility documents, such as the Accor Management Ethics Guide and the Management Values is helping to instill these practices across the Accor brand base.

The hospitality industry faces the constant challenge of attracting and retaining talented people. This is an area where the quality of hotel management practices plays a critical role, by demonstrating Accor’s employer promise on the job every day. While extremely diverse, our employees are all united by a set of shared management principles:

a innovation, which takes us off the beaten path – the only way for us to maintain our market leadership;

a a spirit of conquest, because growth is impossible without boldness and a willingness to take risks;

a performance, or the ability to meet, as effectively as

possible, our self-assigned objectives, both individually and

as a company;

a respect, which stems from our belief that it is the very

diversity of our employees, customers and partners around

the world that stimulates us and keeps us moving forward;

a trust, without which initiative would not be possible.

Accor’s ethical and integrity policies were formalized in 2009 with the publication of the Accor Management Ethics Guide, which consolidates all of the major principles that every employee is expected to respect. As such, it serves as a common foundation for all of our employees in every host country, who receive a personal copy.

In accordance with the principles of the United Nations Global Compact, which Accor has pledged to support, the Guide is built around three closely related points:

a management principles;

a the commitment to integrity and compliance with legislation;

a environmental and social responsibility.

In general, it describes our corporate commitment to complying with or exceeding prevailing legislation and standards in each country, and to integrating this compliance into a comprehensive ethics process. It encourages employees to maintain awareness of the legal environment, request information from legal experts and never leave any compliance issues unresolved.

It also emphasizes the necessity of getting employees to share the Accor vision and fostering close ties between everyone in the corporate community. This process is primarily based on fighting discrimination, embracing employee diversity, recognizing talent, nurturing trust and dialogue, and driving a dynamic sense of co-destiny.

The Guide is also intended to promote integrity, and in particular to prevent bribery. In this way, it provides clear definitions of bribery of public officials and the active or passive bribery of private individuals, with real-world examples of situations in which employees could find themselves and how they should respond.Accor pledges that no commission will be paid directly or indirectly to any elected or appointed public official or elected representative with regard to the Company’s contracts or its relations with French and foreign government agencies. It further pledges to take all reasonable measures to avoid the use of bribes with regard to both its purchasing and sales procedures. Given the large number of countries in which it