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  • Our CSR approach

      • OUR CSR APPROACH:

        BAKING GOOD BETTER

        PILLAR #1

        PLANET

        PILLAR #2

        PEOPLE

        PILLAR #3

        PRODUCT & KNOW HOW

Pillar #2: People

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.

For years now, 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. 

 

Today:

• -40% of accidents since the launch of the CARE programme in 2015.

• Implementation of a policy for remote working and on the worklife quality

 

OUR TARGETS

An accident frequency rate divided by 2 between 2021 and 2025 and 80% of our sites without lost-time accidents each year

100% of employees trained to psychosocial hazards in the integration process by 2025

Boost employer's brand and nourish the talents of our teams 

OUR COMMITMENTS

With more than 3,000 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.

Training is one of our main focus: in France, more than 80% of our employees have received at least one training action in 2022. We plan to keep improving this figure in France and to assess the training at Délifrance’s global scale and then set precise targets.

One of our action plans is to keep favouring internal staff mobility for job openings.

 

 

OUR TARGETS

3% of the payroll dedicated to training by 2025 (French scope)

80% of our employees receiving at least 1 training / year by 2025

Promote diversity and inclusion

OUR COMMITMENTS

We are deeply convinced the diversity of profiles and expertise within our teams are a great asset to the company. Promoting the integration of diverse profiles helps us move forward and share opportunities will all. 

  • Regarding gender equality, in 2023 our equality index in France reached the score of 94/100. We are working to improve it and go even further. We will extend this equality index to all our major sites and subsidiaries outside France.
  • We want to contribute to the integration of young people into working life by having more interns or apprentices joining Délifrance.
  • The inclusion of people with disabilities is key to Délifrance: 4.96% of our employees in France are people with disabilities. We intend to work to have again a rate higher than 6%.
  • The inclusion of people from the LGBTQIA+ communities is one of our commitments. In June 2023, we signed the United Nations Standards of Conduct for Businesses Tackling Discrimination against LGBTQIA+ People and, in September 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.

     

OUR TARGETS

At least 40% of women among the senior executives by 2030

At least 50% of apprentices and 6-month interns hired with a long-term contract by 2025

The implementation of a specific action plan relevant to Délifrance including the training of managers and the release of a best practice guide for everyone in the company

Interview of François Barenton

Our HR Director answers a few questions on our priorities for people at Délifrance:

What do you see as the main challenges in terms of well-being at work?

Quality of life at work is fundamental. It has always been one of Délifrance’s values. After the COVID-19 pandemic period, we set up a remote work agreement. We also launched our first survey on psycho-social risks. The results are quite good and actions are being implemented.

Overall, employees say they feel good in the company and get on very well with their colleagues. This is crucial. That is why we have stepped up management training and developed targeted coaching. These issues will also be addressed following the engagement survey.

 

How is Délifrance positioning itself on the subjet of gender equality in the workplace?

It is a crucial issue: ensuring that women are well represented in our teams and that there is gender equality at work is one of our values. In a historically maledominated sector, it is a challenge, but we are working hard to meet it: we are paying particular attention to recruitment, pay and promotions. For example, 50% of the managers we recruited in 2022 were women in France.

 

Are there any special initiatives in place to deal with disability?

In theory, all our jobs are open to people with disabilities.

Beyond recruitment, the challenge is to help our employees be open-minded about disabilities. In November, we relaunched Disability Week, which was put on hold because of COVID-19.

Reed more about our commitments

Pillar #1:

Planet

Limit the impact of our activities on the planet

Pillar #3:

Product & know how

Make quality products for all, today and tomorrow