Caring for employees: The wellbeing index² measures employee satisfaction regarding their working environment, i.e. ALL is a loyalty programme that provides you with rewards and discounts. When prices do not include all taxes, the relevant taxes (VAT and/or city tax) will be stated in the following stages of the reservation process. Your request can only be processed if all required fields are filled. Our employees’ perceptions of our vales from where they are standing. Your codes will be automatically commutated the day after the order. Welcome to Accor Live ASIA. When prices do not include all taxes, the relevant taxes (VAT and/or city tax) will be stated in the following stages of the reservation process. Our new engagement survey has provided us with a solid and significant Group-wide CSR index, and now puts us in a position to track it. All Rights Reserved See the sales conditions for the rate. the e-learning program on diversity management; the handbook for recruiting officers and managers; Establish high-level corporate leadership for gender equality; Treat all women and men fairly at work, respect and support human rights and nondiscrimination; Ensure the health, safety and wellbeing of all women and men workers; Promote education, training and professional development for women; Promote equality through community initiatives and advocacy; Measure and publicly report on progress to achieve gender equality. See the sales conditions for the rate. The information is intended for ACCOR S.A., its subsidiaries, hotels and service providers, to manage your request. This extensive survey provides a 360° view of our options to nurture employee engagement. For all of these reasons, we are certain that caring about our employees, their working conditions and their work-life balance, is the best way to ensure we provide outstanding service. This is the first step to raise employee awareness of our commitment to sustainable development. 305 Our aim is to stay one step ahead of this trend. You are in the command area of the ALL Heartists program. User Name Password. Accor intends to promote diversity and equal opportunity, fight against discrimination and, in a nutshell, be an inclusive company – in particular for women. High engagement indexes and motivation levels influence performance indicators such as customer satisfaction, team productivity and sales. The Accor online booking website for travel agents, tour-operators, coach operators & wholesalers…. they find more meaning in what they do and their allegiance to their employer grows. It is a matter of trust, ethics and transparency:  We have inter alia developed an e-learning program available in 10 languages. It encompasses: 1. An innovative indicator when employees embark on a sustainable drive. Depending on the country, these prices may not include taxes, may include VAT only or may include all taxes (VAT and city tax). Empower hotel staff Commit to society Next. It takes place on or around April 22nd (Earth Day, and the date we kicked off our first Planet 21 program). We are intent on uniting and developing all of our teams around an ethical philosophy. We love that you’re different and we value it. The engagement rate for the 2017 edition of the global survey was 77%, up 5 points compared to 2016, confirming the positive dynamics targeted by Accor. : The Feeling Well@Work committee was appointed in 2015 for the corporate head offices in France. But we are aiming higher. IT IS ANONYMOUS AND CONFIDENTIAL. they also change tracks and expect their jobs to have meaning. Accor also provides a variety of resources aimed at refreshing and enforcing its commitment to diversity: By signing the UN Women’s Empowerment Principles, Accor has pledged to: As a signatory to the UN Women’s Empowerment Principles and a HeForShe movement Impact Champion, Accor is aiming to: We are going even further: asking our employees to tell us what they think about our CSR programs. If the rate listed on another website is listed in a different currency to the one of the rate booked on the Accor websites, the customer service team will convert the rate to the same currency as that of the rate offered on the Accor websites. Home > Search & book > Booking an individual stay Booking an individual stay. Our vision of diversity cascades into 4 goals: Our diversity policy stems from a series of uncompromising pledges: Accor won in France, the 2015 Grand Prix at the Trophées de la Diversité, organized by Diversity Conseil, a consultant. Creates a working environment that fosters fulfilment; Makes Accor a great place to work, and a great place to be! Explaining and training. of our managers are women, including 34% who are hotel general managers (2017). Calls to this number will cost 13 pence per minute plus your providers access charge (only for Accor hotels). The goal: Raise awareness among men employees and encourage them to foster gender equality; Encourage changes in attitudes in synch with changes in the hospitality industry; Roll out local action plans to foster diversity, tailored to each country’s cultural and legal environment, and backed by a toolbox to support implementation; Promote diversity through the Planet 21 In Action roadmap. The price is only guaranteed at the time of reservation. We will advance in this direction with the Planet 21 In Action roadmap for hotels. The goal is to measure employee engagement. Empower hotel staff Commit to society Next. Our business is all about human contact, and it is an established fact that employee engagement and performance are closely linked. It measures employees’ feelings as regards our Planet 21 drive and how earnest or otherwise we are about it. Andrew Langdon - SVP Development Asia Pacific. 22 countries. Firstly, because our CSR commitments apply to our employees and they are the cornerstone of our sustainable development policy. A Group dedicated to its employees, employees dedicated to our guests. Workshops on healthy eating and lifestyles; step up awareness of issues revolving around health and wellbeing at work, in particular among managers; mainstream best practices to blend them into country-level Talent & Culture policies; organize and channel health and wellness at work initiatives so that they reach as many people as possible; identify the opportunities to take action at the most relevant level, i.e.

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