Our commitments to take care of our teams
Délifrance could not be the unique company it is, delivering the best products, without the people who work with us every day.
Their safety and well-being is our priority, together with growing their talents, and making all of them included in the company.
Guarantee safety and well-being in the workplace
OUR COMMITMENTS
Safety and well-being at work, for all our teams, are a top priority. This is why, in our all our production sites and offices, we take care of our teams and work to improve our practices, by facilitating discussions with all.
Since 2015, we have been developing a true safety culture, CARE, based on prevention and training of the teams.
It also goes with the creation of a work environment that favours a balance between professional and personal lives and an understanding of psychosocial risks and the results are clear.
• This year, we recorded the lowest number of lost-time accidents in our history!
• -30% of lost-time accidents between 2025 and 2015.
• 70% of Delifrance sites have had no lost-time accidents for over a year
• 83% of our employees took part in Safety Week 2025, (+6% vs 2024).
• 100% of French management teams are aware of psychosocial risks
OUR TARGETS
A 30% reduction in lost-time accidents between 2025 and 2026
100% of our management teams worldwide aware of psychosocial risks by 2030
Boost employer's brand and nourish our teams' talents
OUR COMMITMENTS
With about 3,500 women and men across the world, nourishing our talents and reinforcing the employability of our teams is part of the positive impact Délifrance wants to create for today and tomorrow.
In France, 95% of our employees received at least one training action in 2024 - with an average of 25 hours of training per person. (+4h compared to 2023)
We also plan to keep favouring internal staff mobility for job openings.
The Manufacturing Academy: Excellence in production
In 2025 we launched an integrated training programme designed to meet our customers' expectations, support our industrial ambitions, and develop our teams’ key skills. Rolled out simultaneously across all sites, it aims for operational excellence by combining a core curriculum with business-specific modules tailored to each job profile. More than just a training programme, the Manufacturing Academy makes skills a sustainable driver of collective performance and commitment.
OUR TARGETS
>90% of our employees receiving at least 1 training / year by 2030
An average 40 hours of training per year for each employee by 2030
100% of our managers trained on climate change through the AXA Climate School by the end of 2026.
Promote diversity and inclusion
OUR COMMITMENTS
Because at Délifrance we firmly believe that diversity is an asset, we have been pursuing a resolutely proactive inclusion policy since the launch of Baking Good BETTER. Our action plans are progressing and gradually being rolled out internationally:
- Gender Equality: in 2024 our equality index reached the score of 94/100 in France, 91/100 in Italy, 90/100 in the UK and 86/100 in Germany. Also, 28% of senior managers are women.
- Young people integration: 42% more work-study contracts in France in 2024 vs 2023.
- Employees with disabilities: 5.38% of our employees in France in 2024 (+ 1 point vs 2023)
- LGBTQIA+ inclusion: In 2023, we signed the United Nations Standards of Conduct for Businesses Tackling Discrimination against LGBTQIA+ People and, in 2024, we signed the LGBT+ Charter of Commitment of L’Autre Cercle, the French leading organisation working for the inclusion of LGBTQIA+ people in the workplace. Delifrance now has its own network of LGBTQIA+ ambassadors, contributing to supporting our employees and to training managers.
OUR TARGETS
At least 40% of women senior managers by 2030. A Professional equality index above 90/100 in France, Italy, Germany and the United Kingdom
6% of employees with disabilities in France by end of 2026
100% of managers trained ion LGBTQIA+ inclusion by the end of 2026.
Having a positive impact on society
- Every year, our call for CSR projects shines the spotlight on important causes that are close to our employees' hearts. This is an opportunity to broaden the scope of Baking Good BETTER and strengthen our social commitments!
The fight against violence against women is gaining momentum.
The initiative launched during our first call for CSR projects is expanding and developing internationally.
- In France, violence advisors trained by La Maison des Femmes to listen to and advise any victims or witnesses, both in the professional and personal spheres;
- Annual awareness-raising conferences addressing several forms of violence against women (cyberviolence, economic violence...): products sales and a corporate donation, which raised €1,785 for the Maison des Femmes in 2024.
- In Italy: 64% of employees trained through a dedicated training programme.
- In Spain: signing the government agreement "Companies for a society without gender-based violence," which commits Délifrance to relaying national prevention campaigns and carrying out awareness-raising actions.
Let's get started with Volunteer Days!
Winner of the second edition of our call for CSR projects, this civic engagement programme, which employees take part in during working hours, is being rolled out gradually, first in France, then across all our European sites by the end of 2026.
In our French headquarters at Ivry-sur-Seine,
- "Clean walk" with Surfrider France: 19 volunteers collected 43.5 kg of litter from the city streets.
- Food distribution with La Mie de Pain( France's largest emergency shelter): 20 volunteers distributed more than 500 meals a day for a week.
In our French sites of Bethune and Harnes. - Food distribution with Secours Populaire France: 10 volunteers
OUR TARGETS
To propose communitty initiatives each year for our main european site by the end of 2026.
Interview of François Barenton
“We are accelerating progress on several issues.
We now have a Charter and a disability ambassador in France. She regularly organises awareness-raising activities and runs a monthly helpline open to everyone. These initiatives create a climate of trust and contribute to an increase in the number of employees recognised as disabled workers, bringing us closer to the goal set at the launch of Baking Good BETTER.
We are also making progress on the inclusion of LGBTQIA+ people with the signing of L'Autre Cercle's Charter of Commitment , the appointment of a dedicated HR representative, the training of our managers, the creation of a network of ambassadors, the distribution of a guide to best practices and the organisation of awareness-raising conferences.
We are also considering new avenues of work on parenthood, and to encourage employees to declare their dependents with their mutual insurance fund..."