HELPING THE COMPANY TO GROW
It is our 10,000 employees in over 40 countries who take our values into the field and develop our activity on a daily basis. Recruiting, developing, training, providing a healthy life/work balance, winning employee loyalty: the human resources department assists with the growth of the company and its employees in the challenges of today and tomorrow.
Since our interns are tomorrow’s employees, we pay particular attention to selecting and integrating them.
We welcome over 300 interns every year.
APPRENTICESHIPS AND ALTERNATING TRAINING
For many jobs, particularly in the area of industry/logistics and marketing, the company makes apprenticeships a privileged means of recruitment. We have welcomed 87 apprentices in 2011.
SKILL DEVELOPMENT AND INTERNAL MOBILITY
The development of skills and internal mobility are priorities of our human resources policy. Procedures and tools have therefore been created to identify and evaluate skills, to provide employees and managers with visibility regarding possible career progression, and to accompany professional mobility. It relies on a training policy led mainly by the training programs of the Pierre Fabre University.
WORKERS WITH DISABILITIES
Since 1989, we have considerably invested in the integration and hiring of workers with disabilities. We continue and consolidate our policy by implementing a Handi’Cap agreement every 3 years, which is negotiated and signed by our social partners. The number of workers with disabilities is constantly rising (more than 4%) and puts us above the national average (3%), and far above the average in the pharmaceutical industry (1.5%).
Since 2006, our company has organized social forums for employees about housing, private health coverage and retirement. More than 10 social forums were organized between 2006 and 2012, and nearly 4,500 employees attended.
HEALTH AND SAFETY AT WORK
The company’s mission to provide safe and effective solutions in the field of health and dermo-cosmetics means that it places safety at the heart of its concerns. It is therefore logical that the company is committed to providing a healthy and safe environment to its employees by preventing accidents at work, as well as professional wounds and diseases.
An agreement was signed in 2009 regarding the employment of senior. This agreement, which goes beyond legal obligations, lasts three years. It is set to be reviewed at the end of 2012. The main objective of this agreement is that, after 3 years, the proportion of employees aged over 55 years will have increased by 5%.
EMPLOYEE SAVINGS PROGRAMS
Since the establishment in 1969 of a profit-sharing scheme, we have greatly enriched our employee savings system. In 1987, our company took the initiative by setting up a collective profit-sharing mechanism. In the spirit of these two programs, the Company Savings Plan was set up in 1988. By launching an employee-share plan, the year 2005 marked the culmination of an approach that united employees with the results of the company. The time-savings account and collective retirement fund are other aspects of this. They involve share purchase plans and provide employees with the possibility to achieve short-term projects, mid-term savings and long-term plans, especially for retirement.
- Training sessions on good sustainability practices at the office are organized every year for headquarter and industrial teams.
- Paper sorting has been set up on most of our sites in France.
- At certain sites, specific action has been taken, such as the provision of bicycles for traveling between different workshops at the Pau production site.
- A carpool website is available for employees at French sites.
- Environmental performance is one of the criteria used for listing vehicles in our car catalogue. Vehicles for medical and sales representatives have CO2 emissions of no more than 130 g per km. Each driver, when receiving the car, is given a brochure explaining sustainable driving practices.