At ADEO, we firmly believe that our overall performance is based on the diversity and complementarity of our talents.
Ensuring that each person has a meaningful role and is fully recognized goes far beyond a human commitment; it is the driving force behind our collective success. To turn this conviction into concrete results, we have made professional equality a priority.
Women’s access to positions of responsibility reflects the fairness of our processes and the inclusiveness of our culture.
That is why we are rigorously monitoring a key indicator: achieving 40% female executives and site managers by 2027, wherever we operate.
1. Feminizing our pool of high-potential talent
Feminizing our talent pool is based on a twofold promise: empowering women to achieve their ambitions and transforming our talent detection mechanisms to make them more inclusive.
- Revealing, accelerating, and developing potential with the “Boost’her” program:
Launched in 2023, this personal development program enables our female employees to remove the barriers to their advancement so that they can take full control of their careers. Between 2025 and 2026, 94 participants from six ADEO companies benefited from this acceleration lever. - Identifying and supporting our future leaders in an inclusive manner:
We have refined our criteria for identifying high-potential talent. This more inclusive approach is bearing fruit: in 2025, 53% of the profiles identified were women.
2. Cultivating an inclusive environment
To ensure that every talent can develop to their full potential, we are taking action to shape our corporate culture.
Transforming intention into collective action means ensuring that the “soil” of our organization is fertile, respectfull, and equitable.
- International standards: We rely on the UN’s Women Empowerment Principles (WEP) to define an action plan and measure our progress transparently.
- Zero sexism: As a signatory to the #StOpe charter, we guarantee a healthy environment that takes a zero-tolerance approach to everyday sexism in the workplace.
- Global awareness: An e-learning course on diversity and inclusion is available to all our employees, supplemented by specific training for managers on unconscious bias.
3. Balance to promote equity
Work-life balance is a powerful driver of engagement.
We have defined an overall ambition, which is then adapted to local realities, particularly through two areas of focus.
- Developing flexibility: Because each country and each business has its own realities, we encourage our companies to be autonomous in testing agile solutions.
➜ At Leroy Merlin Spain, for example, 20 stores are experimenting with early evening closures and flexible Sunday hours to preserve personal time. - Supporting parenthood: we are rolling out concrete solutions based on a global study we conducted in 2024. A practical guide, accessible to everyone, provides information on their rights and facilitates internal dialogue. Among the initiatives led:
➜ ADEO Services has implemented a gradual return from parental leave, featuring a four-day work week at full salary.
➜ Leroy Merlin Brazil is extending the length of maternity and paternity leave beyond the legal requirements.