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CORPORATE AND SUSTAINABLE DEVELOPMENT REPORT 2007
ATTRACTING YOUNG TALENT
With its eye to the long term, Groupe SEB conducts an annual review of its human resources by core business and
geographic zone. This allows it to prepare for its future needs, identify key posts and draw up succession plans that take
account of the career ambitions of each individual. In addition to this internal mobility, recruitment of new staff is also
of vital importance. As part of its effort to project an attractive image as a future employer, the Group has developed
partnerships in recent years with top-level educational institutions. In 2007, it hired almost 100 young managers in
marketing and in research & development.
R&D – Steam irons, France
Brazil – Arno factory
DIVERSITY
By signing the Diversity Charter in France in 2005, the Group
undertook to combat discriminatory practices. In 2007, several
internal awareness-raising campaigns were organized (posters,
events, brochures, etc.), and 55 managers were given training
on this topic, with special emphasis on non-discrimination in
recruitment. Improving the gender balance in management posts
is also one of the Group’s objectives. Women represented 28.9%
of managers worldwide last year, compared with 20.1% in 2002.
The Group also took steps in certain areas to redress any pay
differences that still existed between male and female staff.
TRAINING: A NON-STOP EFFORT
Training provides leverage for upskilling at every level of the
company. In 2007 the training budget represented 2.3% of the total
payroll, compared with 2% in 2004. The Groupe SEB Academy
provides international training courses on management and strategic
skills in such areas as marketing, finance and logistics.
These modules also cover various sustainable development topics
such as the environment and diversity. Two new programmes were
added last year – an in-house course on product development, and
a course on efficient business planning adapted to different
continents, organized in partnership with the International
Business School in Paris (ESSEC).
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In addition to these international programmes, local
training is provided for all the Group’s employees.
Each year, the Group Human Resources department
defines training priorities in a document which is sent
to all the Group’s entities throughout the world.
This provides a general framework for use by each
subsidiary to devise a training programme adapted
to its needs. A global reporting system ensures
feed-back on all the Group’s training courses.