CORPORATE SOCIAL RESPONSIBILITY

In the year 2018, Thermador Groupe embraced the United Nations' 17 Sustainable Development Goals (SDGs) within its corporate social responsibility (CSR) framework. Herein lies an overview of the specific SDGs that have been integrated into the Groupe's approach:

Suppliers

Aligning with the above-mentioned principles, Thermador Groupe involves its suppliers and subcontractors in the implementation of monitoring measures and, where applicable, corrective actions and invites them to share its commitment by signing this supplier code of conduct. You can consult the Supplier Code of Conduct.

Every year, 20 to 30 factory visits are carried out in order to develop and facilitate relationships with these partners, paying particular attention to employees’ working conditions. A long-term partnership has been established with 22% of our suppliers with whom we have collaborated for more than 40 years.

Employees

Quality of life at work is a real concern for the Groupe. Employees are regularly questioned on the subject, and thanks to the results of these surveys, management works on action plans to improve employees' satisfaction and well-being. The average length of service is 9.7 years. 81% of the employees have been trained in 2022 in order to improve their skills. Respecting diversity, 41.5% of women are in management positions in the Groupe.

Anti-corruption

From the very beginning, the founders of Thermador established rules of operation based on transparency, exemplarity and honesty. With the internationalisation of the group and the increase in the number of employees and legal structures, we felt it was necessary to better identify the risks of fraud and corruption and to put internal control procedures in place. In this context, 96.9% of employees at risk of exposure to corruption have been trained over the last 3 years in anti-corruption.

The group has developed the formalisation of its practices following the December 2016 regulation on transparency, the fight against corruption and the modernisation of economic life, known as "Sapin 2" law.

Environment

With the help of a Life Cycle Assessment consultant, some of our subsidiaries have implemented an eco-design approach for products in order to reduce the environmental impacts over the entire product value chain.

Sferaco set up a design office to contribute proactively to the eco-design of its products and Sectoriel proposes its own reparability index based on the same criteria as the official index. Waste management is also an important environmental measure, 95% of the Groupe's waste being sent to specialized streams for recycling or recovery.

In the context of corporate social responsibility, Syveco, as part of Thermador Groupe, implements a number of measures and support employee initiatives. Our actions relate to the environment, solidarity, employee well-being and governance respecting ethical principles and compliance. That's what we call Syveconsciousness!

Conscious of the climate change and greenhouse gas emissions generated by our transport, we have been working on assessing our carbon footprint linked to employee travel. Thanks to the involvement of all our employees, 665 trees were planted with @ReforestACTION. Our employees participated in the European Mobility week by teleworking or using soft modes of transport (carpooling or public transport). 4138 km were calculated and valorised. The amount generated contributed to the forest ecosystem restoration in Varages (Var, France).

We apply APIE’s Recommendations (Association Porte de l’Isère Environnement) to promote biodiversity in the environment surrounding our building. This includes a passage reserved for small fauna through fences, the planting of hedges serving as a refuge for numerous species, the planting of fruit trees, a field of flowers and herbs, the removal of invasive species, the installation of a birds’ nest and an insect hotel. Green spaces have been planted with a focus on local species, nectar plants and a small orchard.

Events are regularly organized on the site by a member of the APIE association to awareness employee about fauna and flora around us.

The company is a very important venue for social mixing. Equal treatment has a positive impact at every level of the company, developing each individual’s potential and doing away with awkward situations. At the time of recruitment, only skill, experience, interpersonal relations, efficiency, creative capacity, discernment, sense of synthesis and commitment are taken into account. Also, thanks to the wage transparency policy in place, employees can learn about salary levels.

At Syveco, 40% of women are in management positions (data from 2022).

Peace and rule of law, framed by rules and effective justice creates a favourable context for public and private economic actors by providing the right framework for fair competition, the ability to innovate, be entrepreneurial and develop business. The elimination of corruption improves a company’s image and its room for manoeuvre to support economic development and contribute to achieving sustainable development objectives. At Syveco, 89% of employees potentially exposed to corruption have received anti-corruption training in 2022.

We respect French regulations to ensure the promotion and respect of fundamental international labour organisation provisions: ban on child labour, freedom of association, elimination of forced labour, etc.

Syveco's Management Committee - Amé Bertin, Suzanne Abela, Vanessa Ittah, Lionel Monroe, Cédric Auvray

Our directors and managers are constantly attentive to their teams’ feedback to improve working conditions. For this reason, Syveco provides its employees with a gym where they can work out on their own or practice pilates at organised sessions.

We have also installed table tennis tables, rest rooms and picnic areas to relax mind and body.