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Thermador Groupe's approach

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:


  • Offer rewarding conditions to attract new talent and maintain high levels of length of service within our subsidiaries
  • Develop the skills of our teams
  • Promote equal opportunities
  • Ensure employee health and safety at all times


  • With our partners, measure and act upon all the elements of our carbon footprint
  • Sell more sustainable and eco-responsible products
  • Get our teams to adhere to and contribute to our environmental policy


  • Respect ethics and compliance with our stakeholders
  • Engage in solidarity-based actions in line with our values
  • Work with our professional ecosystem in keeping with our business-watch process

As of June 1st, 2022, a Sustainability Development Director joined Thermador Groupe. Leading the recently established Sustainable Development Unit, she oversees a team of experts dedicated to assisting subsidiaries in effectively working towards our shared goals. Additionally, she is entrusted with the responsibility of challenging the management practices of the group and suggesting initiatives to continue to make progress of environmental, social, societal, and governance progress.

Since 2021, Thermador Groupe has been committed to the United Nations Global Compact initiative for social responsibility, aligning with the Compact's principles encompassing human rights, labor standards, environmental stewardship, and anti-corruption measures. Over 14,000 companies from 162 countries are now signed up, organised around 70 local networks throughout the world.

The letter of commitment, signed by its Chairman and CEO, is available on the page of participants.

The 10 principles of the United Nations Global Compact


  • Support and respect the protection of internationally proclaimed human rights
  • Ensure that they are not complicit in human rights violations


  • Uphold the freedom of association and the effective recognition of the right to collective bargaining
  • Contribute to the elimination of all forms of forced and compulsory labour
  • Contribute to the effective abolition of child labour
  • Contribute to the elimination of discrimination in respect of employment and occupation


  • Support a precautionary approach to environmental problems
  • Undertake initiatives to promote greater environmental responsibility
  • Encourage the development and diffusion of environmentally-friendly technologies


  • Act against corruption in all its forms, including extortion and bribery

Some of the Groupe’s achievements


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.


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.


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.


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.

Our achievements

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!


Optimisation of employee travel

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).

Protection of terrestrial fauna and flora

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.


Commitment to the Apprentis d'Auteuil Foundation

Founded in the middle of the 19th century, the Apprentis d’Auteuil Foundation is committed to helping the most vulnerable young people and families. Its mission is to protect children, provide professional training, promote social and professional insertion and support families.

Syveco contributed in two ways to this foundation.

  • We gave financial support to young people's training in cookery.
  • Volunteer employees gave English lessons via sales simulation to young people aged 18 to 29 seeking to get into sales. The simulations in English were carried out at the Skola Vente boutique in the Part Dieu shopping centre.

Support to Ukraine

Syveco has mobilised in favour of the Ukranians by organising a collection of donations. We sent 200 kg of medicines, clothing and hygiene products for children. The pallets were shipped to Warsaw at Syveco's expense and will then be transported by van to Ukraine, where they are most needed.

Governance respecting ethical principles and compliance

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

Employee well-being

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.