Pillar #2: Women & Men

Our commitments to take care of our teams and cultivate our unique culture.

Délifrance could not be the unique company it is, delivering the best products, without the women and men 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:

-60% of accidents between 2016 and 2021

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

 

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

 

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, 2/3 of our employees have received at least one training action in 2021. In the following year, we plan to keep improving this figure in France and to assess the training at Délifrance’s global scale and then set precise targets.

We also plan to define a specific strategy for Délifrance to attract and retain the best talents by the end of 2022. We already know we will keep favouring internal staff mobility for job openings.

 

 

OUR TARGETS

3% of the payroll dedicated to training by 2025

 

3% of the payroll dedicated to training by 2025

 

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

 

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 2021 our equality index in France reached the score of 89/100. We are proud of this score and 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: 6.84% of our employees in France are people with disabilities, which enables us to be part of the 34% of companies that meet their obligation exclusively through the direct employment of workers with disabilities.

OUR TARGETS

At least 40% of women among the senior executives by 2025

 

At least 40% of women among the senior executives by 2025

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

 

 

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

Cultivate our cooperative DNA and bring life to a Group’s culture 

OUR COMMITMENTS

Belonging to VIVESCIA makes us part of a community of women and men committed to take care of the grain, from farm to fork. Being part of this community is one of our strengths and we want to develop a true sense of belonging to VIVESCIA.

Within the next few months, we will keep cultivating the Group’s values within Délifrance and sharing and highlighting our know-how. Specific targets and action plans will be precisely defined.

Interview of François Barenton

Our HR Director answers a few questions on our priorities for the women and men at Délifrance:

What are your main objectives on the Women & Men pillar?

We have been working for some months on defining our commitments and set our objectives for 2025 as a first step. We will focus on the 4 following items:

-        Provide a safe workplace by preventing psychosocial hazards and creating a stronger safety culture

-        Boost employer’s brand and increase our people’s employability

-        Actively promote equality of opportunity, gender equality, diversity & inclusion

-        Promote a Group culture and cultivate our unique DNA

 

Safety is crucial at Délifrance, can you tell us more about the CARE programme?

With more than 3,000 employees and 14 production sites, health and safety is an absolute priority for us and a non-negotiable condition. It was with this in mind that the CARE programme was born in 2016. It aimed to raise employees’ awareness of the risks they may be exposed to in both their professional and personal lives, in order to change everyone's behaviour.

For the past five years, our CARE programme has helped us grow and learn how to improve our behaviours. We have reduced our number of accidents by 60%.

But lately, we felt that we needed a new impetus to significantly reduce the accident rate. That is the aim of CARE 2025, focused on 2 main pillars: controlling major risks in our businesses and developing a ‘just culture’.

We’re also working on the prevention of psychosocial hazards and are building action plans with the teams.

Post Covid-19 employees are also looking for a better work-life balance, is it something that is taken into account at Délifrance?

Covid-19 has been a catalyst for change. It has changed the way we’re working and has also set new expectations. We have listened and deployed a Teleworking charter in 2021 and all of the countries we’re operating in will also have their own charter by the end of 2022. Employees can work from home 2 days per week.

We also developed a women-men equality agreement applicable to our employees in France (and deployed also outside of France by 2023) to promote the principles of equal treatment and diversity at all stages of professional life and to promote a better work-life balance.