Download the file. - Groupe Seb

Diversity - a proactive approach
As a signatory of the Diversity Charter in France, the Group aims to increase the diversity
of our teams in many ways - gender equality, mixing of ethnic and social origins, places allocated to
the young as well as the elderly, integration of disabled people. We reinforced and structured this
approach in 2010 by adopting a Diversity action plan, which gained momentum in France throughout
2011. A set of indicators has been defined to measure progress in the different areas. The Group has
also committed to a partnership with the LICRA*, which will support the Group with advice and training
in this field.
Making it easier for women to access technical positions
A collective agreement for gender equality was signed in France in December 2011.
This agreement formalises and contractualises the actions that have been in place for several years,
especially in terms of salary and appointed jobs. As well as remuneration, professional development and
training, the agreement also deals with working conditions and achieving a work/life balance. One of
the objectives is to improve the gender mix in technical positions, both for management and production
posts. Across all divisions, the proportion of women is increasing in managerial positions. Women now
represent 33% of managers worldwide compared with only 20% in 2002.
TWO ORGANISATIONS DEDICATED TO DIVERSITY
At the end of 2011, Groupe SEB decided to set up its Diversity Council, which is available to employees for advice or
mediation. This is a structure with equal representation from the unions and management and which also includes a
LICRA* representative, in a spirit of openness towards external stakeholders. The Diversity Council gives advice on issues
linked with diversity and with any kind of discrimination for which local Group organisations have not been able to find a
solution. In addition, the Diversity Monitoring Commission, set up at the beginning of 2011, monitors the implementation
of the diversity action plan. This is composed of fifteen or so employee representatives, including union delegates.
* Ligue internationale de lutte contre le racisme et l’antisémitisme (International league against racism and anti-Semitism)
62 Business and Sustainable Development Report 2011