03/ SOCIAL
03/
OUR
COMMITMENT
TO OUR
PEOPLE
AT STALLERGENES GREER “WE INVEST IN OUR PEOPLE AND EMPOWER THEM TO UNLEASH THEIR FULL POTENTIAL”.
The social pillar of our corporate responsibility approach includes five key programme commitments which illustrate our responsibility towards the well-being of our people and our engagement to foster their success and development.
We are committed to creating a safe work environment and the right conditions for our people to thrive and collaborate.
We celebrate the diversity of our colleagues, provide resources for continued learning and professional development, and encourage people to take initiative.
Our contribution to the UN SDGs
ONE/
BE A SAFE PLACE TO WORK
Strong safety performance
Health and safety in the workplace are paramount for Stallergenes Greer. In compliance with local laws and regulations, all our sites implement action plans and preventive measures applicable to both employees and onsite contractors. Our Occupational Health and Safety Charter guarantees a safe and healthy working environment for all and guides our practices.
In 2022, we reported less than 10 workrelated accidents, representing a 50% decrease versus the previous year. Our Group-wide objective is to report 0 workrelated accidents with lost workdays by 2025.
Implement an Environment, Health and Safety governance body
In 2023, Stallergenes Greer will implement a global Environment, Health, and Safety (HSE) committee to oversee all HSE issues and assess occupational health and safety measures. In 2023, in Antony (France) our the HSE committee will be supported by security correspondents in each of our buildings. They will be progressively appointed across the organisation.
TWO/
BE THE RIGHT PLACE TO WORK
Quality of life at work
In addition to the implementation of processes to prevent the arising of situations due to organisational constraints or to protect employees throughout the recent health crisis, we are committed to ensuring the well-being of our colleagues in the workplace. A Group-wide survey will be carried out to gather feedback on employee needs and expectations to further improve working conditions and employee well-being.
Our values
To strengthen the sense of purpose that guides our actions, in 2023, Stallergenes Greer will work on the development of corporate values. Our values will form the bedrock of our culture, drive how we do business, instil alignment across the organisation and contribute to our performance.
Work organisation
With the shift of work organisation brought by the pandemic, Stallergenes Greer has, when possible, implemented a flexible work organisation for employees globally. In line with our ways of working, and to sustain work-life balance, managers and employees are responsible for establishing the optimal work organisation within their team (use of collaborative meeting tools, needs of colleagues for social interaction in the workplace, flexibility, etc.).
THREE/
INVEST IN TRAINING AND PROFESSIONAL DEVELOPMENT
Group-wide lean management training
To develop the growth of our people, we initiated a Group-wide “Lean Six Sigma” continuous improvement programme. The programme, coordinated by Stallergenes Greer’s Human Resources department and the Project Management Office, is being rolled out on all sites. The Lean Six Sigma training programme aims to help employees to gain skills in analysis and methodology, better assess situations and determine solutions, and implement and execute action plans.
Skills development courses for all employees
Our objective is for each employee to follow one training course per year in 2025, to maintain or develop the skills of each individual. The training programmes will focus on technical, organisational, managerial or individual development.
FOUR/
UPGRADE OUR TALENT PROGRAMME TO ANTICIPATE TOMORROW’S MUST-HAVE SKILLS
Broadening leadership training
In 2021, Stallergenes Greer initiated a global talent management programme with INSEAD. The five-week training programme, “Developing Emerging Leaders”, focuses on management and leadership skills and is tailored to the various profiles and functions of the participants. Beyond skill and leadership development, the programme also aims to strengthen and develop a shared corporate culture and participants will be included in the thought process to build the future of Stallergenes Greer. To date 36 colleagues from eight countries have already received their diploma and the programme will be broadened to an increasing number of colleagues going forward.
FIVE/
FOSTER A DIVERSE AND INCLUSIVE WORKPLACE
Mentoring people with disabilities
In 2022, our French affiliate initiated a pilot programme for the mentoring of people with disabilities at its Antony site. Colleagues volunteered to accompany and counsel persons with disabilities regarding their job search and share their expertise in their respective sectors. The duos were designed for the mentor’s area of expertise to match the mentee’s search profile. The pilot programme, which is ongoing, allows employees to lend a helping hand while providing an opportunity to engage with people from different backgrounds, exchange ideas and to open up to others.
Recruiting, developing, and retaining talents without any distinction
Individual differences make us stronger, and we are committed to fostering a culture where people are celebrated for who they are regardless of ability, ethnicity, race, religion, culture, gender, gender identity, sexual orientation and age. We aim to create a work environment where each person is respected and empowered to fulfil their potential.
“Stallergenes Greer’s diverse and inclusive culture, where colleagues are respected for who they are, makes us who we are. Attracting, developing, and retaining people from all backgrounds makes us stronger.”
JÉRÔME TILLY
Senior Vice President,
Human Resources