Download the file. - Groupe SEB

More documents

Recommendations

Info

B U S I N E S S A N D S U S T A I N A B L E D E V E L O P M E N T R E P O R T 2010 EMPLOYEES: ALL TOGETHER AND DIffERENT OPEN TO DIVERSITY IN ALL ITS fORMS Groupe SEB has been promoting diversity within its workforce for several years, particularly in France where it is a signatory of the Diversity Charter. Following a diagnostic study, an action plan was initiated early in 2010, covering, for example: - Training. This aims to reinforce management training on the theme of diversity; in 2010, 140 managers benefited from this module. - Male-female job equality. The Group applies a policy of strict non-discrimination, particularly at the hiring stage. In 2010, it developed a programme to encourage female access to technical and management posts. Today, women represent 32% of Groupe SEB managers, for all entities. - Ethnic and social diversity. The Group extended its partnerships in this area with specialist consultants, including Mozaïk RH, and the equal opportunity network Nos Quartiers ont des talents. It set itself a target to recruit 10% of its trainees from deprived or immigrant communities. Temporary staff agencies were also asked to adopt this principle of diversity. A similar approach is being applied to the hiring of handicapped people. Canonsburg plant. Groupe SEB Brazil. CANONSBURG, A BETTER BALANCE BETWEEN WORK AND PRIVATE LIfE Dewayne Rideout, Director of Human Resources, Canonsburg site, USA “All-Clad products are manufactured at the Canonsburg plant. In 2010, in response to increased business, we hired 80 new production staff at this plant and introduced a three-shift system, where previously there were two. The number of overtime hours was thus significantly reduced, and overtime work became optional. This is in line with the Group’s values and is a follow-up of a Human Rights review we carried out in 2009 with the HRCA Quick Check* self-assessment tool. Plant staff are very pleased with the new arrangement which enables a better balance between work and private life. This development, and our close liaison with the Pennsylvania Department of Labor and Industry on job creation, earned us the title of ‘Employer of the Year’ in September 2010.” * See glossary, page 84
S U S T A I N A B L E D E V E L O P M E N T 76 - 77 ALL SUPOR AND SSEAC SITES CONDUCTED HUMAN RIGHTS SELf-ASSESSMENT STUDIES DESIGNED SPECIALLY fOR CHINA S TA K E H O L D E R S IN 2010, THE ACCIDENT fREQUENCY RATE* fOR ALL SITES WAS 5.83, COMPARED WITH 6.35 IN 2009, AND THE SEVERITY RATE* DROPPED fROM 0.22 TO 0.19 IMPLEMENTATION Of THE HEALTH & SAfETY PLAN After an initial phase concerned mainly with accident prevention, the second phase of the Group’s Health & Safety plan was put into effect to intensify efforts aimed to prevent muscular strain injury (MSI). In France, every factory and logistics site set up an MSI steering committee and appointed one or more MSI specialists to ensure that these risks are taken into account at every level, from product design to the monitoring of high-stress workstations or particularly arduous tasks. All layout designers and local managers will be given training in this area by the end of 2011 (250 were trained in 2010), and a special training module will be developed for operatives. This action plan, adapted to local circumstances, will be gradually extended internationally from 2011. PLAYING TOGETHER, AT WORK AND AT SCHOOL Ouria Belaziz, CGT trade union representative for Groupe SEB in France, a member of the CGT Metal Industry Federal Bureau, member of the Groupe SEB Diversity Committee “In 2010, the Groupe SEB Sustainable Development department asked me to visit classes at the Jacques Brel Lycée in Vénissieux, in what is considered a ‘sensitive’ neighbourhood. I accepted so that I could explain to young people that trade union delegates are key players in industrial labour relations. I used the analogy of class delegates to show that whatever the context, school or workplace, it is important to get involved in collective issues. There was lively debate at these sessions about why we should be concerned about collective life – some students were convinced of the need to be involved, while others were less so, though none were indifferent. These young people have limited knowledge of the world of work. Their goal is to get a job and a wage. They want to make their voice heard, but they don’t have much of an idea of working in teams and group relations. I hope our exchanges will have helped them to make progress on this point.” ACTIVE LABOUR DIALOGUE Groupe SEB signed 90 collective agreements around the world in 2010. These included two specific agreements in France. The first refers to the introduction of a collective retirement savings plan, and the second to psycho-social risks relating to stress, harassment or violence at work. fIVE MORE INDUSTRIAL AND LOGISTICS ENTITIES CERTIfIED OHSAS 18001* IN 2010 IN GERMANY, ITALY, CHINA AND BRAZIL Group’s brochure on avoiding muscular strain injury at work. An industrial first-aid worker at the Selongey site in France. * See glossary, page 84
Page 1 and 2:
BEYOND LIMITS B U S I N E S S A N D
Page 3 and 4:
B U S I N E S S A N D S U S T A I N
Page 5 and 6:
1 Chairman’s message A BUSINESS M
Page 7 and 8:
C H A I R M A N ’ S M E S S A G E
Page 9 and 10:
G O V E R N A N C E 04 - 05 ACTIVE
Page 11 and 12:
G O V E R N A N C E 06 - 07 THE GRO
Page 13 and 14:
G R O U P E S E B I N F I G U R E S
Page 15 and 16:
Page 17 and 18:
Page 19 and 20:
Page 21 and 22:
Page 23 and 24:
Page 25 and 26:
TRANSfORMATION G R O U P E S E B I
Page 27 and 28:
O P E R A T I O N S 22-23
Page 29 and 30: O P E R A T I O N S 24-25 T R E N D
Page 31 and 32: O P E R A T I O N S 26-27 B R A N D
Page 33 and 34: O P E R A T I O N S 28-29 20 EMBLEM
Page 39 and 40: O P E R A T I O N S 34-35 THERMO-SP
Page 43 and 44: O P E R A T I O N S 38-39 PRESENT I
Page 45 and 46: O P E R A T I O N S 40-41 I N T E R
Page 55 and 56: E X P E R T I S E 50-51
Page 57 and 58: E X P E R T I S E 52-53 WORKING IN
Page 59 and 60: E X P E R T I S E 54-55 OUTSOURCING
Page 61 and 62: E X P E R T I S E 56-57 O P E R AT
Page 63 and 64: E X P E R T I S E 58-59 O P E R AT
Page 65 and 66: E X P E R T I S E 60-61 H U M A N R
Page 71 and 72: S U S T A I N A B L E D E V E L O P
Page 75 and 76: E X P E R T I S E 70-71 E T H I C S
Page 79: S U S T A I N A B L E D E V E L O P
Page 89 and 90: ACKNOWLEDGMENTS This document was p
show all

Download the file. - Groupe SEB

Create successful ePaper yourself

Delete template?

Save as template?