OUR CSR POLICY
2024 ACTIONS IN REVIEW
OBJECTIVES FOR 2025
COMMITTING TO OUR
EMPLOYEES
DIVERSITY
24% women
4 nationalities
32% managers
35% AM
TRUST
98% of employees on
permanent contracts
49% of employees have been with
the company for more than 5 years
7% absenteeism
Workplace well-being assessment
TALENT
MANAGEMENT
360 training initiatives
Promoting development
In-house French language training
SAFETY
Investment plan
Purchase of ergoskeletons
Reduction in accident rate
Health & safety day
LIVING WELL
TOGETHER
Creating social links
Management and Staff discussions
“Coffee Meeting”
“Everyone at the BBQ”
PRIORITY
OBJECTIVES
2025
Develop skills, improve the work environment and aim for “zero accidents”
ACTING
RESPONSIBLY AND SUSTAINABLY
CERTIFICATION
6 “Quality” certificates
Iso, Vpf, Vbf, Qs, Bio
Both our sites are ISO certified
DATA
Secure data management
Supplier EDI process digitization
CUSTOMER
SATISFACTION
99% of volumes delivered
in accordance with
customer specifications
PRESERVING RESOURCES
Implementation of a water management plan
PRIORITY
OBJECTIVES
2025
Engage our stakeholders in our approach and maintain customer satisfaction
LIMITING OUR IMPACT ON THE
ENVIRONMENT
DIGITISATION
Developing dematerialised
management tools Developing
management by video conference
ENERGY MANAGEMENT
Team awareness on energy savings
Waste and consumption management
CO² FOOTPRINT
Heat recovery system
Hybrid vehicle fleet
Photovoltaic park
WASTE
MANAGEMENT
90% of our waste is recycled
Contribution to
methanizer & hydrogen
production projects
PRIORITY
OBJECTIVES
2025
Reduce the environmental footprint and divide the energy consumption per ton produced
HELPING THE COMMUNITIES
AROUND US
INTERNATIONAL
ECOVADIS BRONZE member
BPI EXCELLENCE
ASSOCIATIVE
ANDRH member
AGIEV member
CSR “RSE 04” member
SECTOR
INTERBEV member
FOOD’IN PROVENCE member
REGIONAL
CRITT contributor
ARIA SUD – IFRIA member
Industry 4.0 label (Rising Sud)
PRIORITY
OBJECTIVES
2025
Promote integration and develop our commitment to our territories
CODE OF ETHICS
Our code of conduct sets clear ethical standards for our company and our business relationships.
Our goal is to improve the minimum social standards for our business partners in different countries.
These minimum standards constitute an essential foundation of ActiMeat’s business relationships with its contractual partners.
Our code of conduct is not static, but is constantly being developed and adapted to the legal
and economic conditions to which ActiMeat is subject as an international company.
1
HUMAN DIGNITY
Human dignity must be respected as a basic precondition for human coexistence.
2
COMPLIANCE WITH LEGAL PROVISIONS
National and other applicable laws and regulations, as well as ILO and UN conventions, must be respected.
Of all the applicable regulations, it is always the regulation best suited to protection that is paramount. Corruption in any form is prohibited.
3
PROHIBITION OF CHILD LABOUR
Child labour, as defined in the ILO and UN conventions, the SA8000 international standard or national provisions, is prohibited in the production of goods or provision of services for ActiMeat.
Any violation of this prohibition must be eliminated through documented strategies and
processes. School education must be adequately supported.
Young workers who, according to the definition of the SA8000 international standard, are at least 15 and under 18 years of age, may only be employed outside school hours.
The daily working hours must not in any case exceed 8 hours, nor should the daily hours spent at school, at work and travelling exceed 10 hours. Young workers must not work at night.
4
PROHIBITION OF FORCED LABOUR AND DISCIPLINARY MEASURES
All forms of forced labour are prohibited. The use of physical punishment, physical or mental coercive behaviour and verbal abuse is prohibited.
5
WORKING CONDITIONS AND REMUNERATION
Applicable national labour laws must be observed. Wages and other allowances must at least be in line with legal provisions and/or local manufacturing standards. Wages and other allowances must be clearly defined and paid regularly.
The objective is the payment of wages and other allowances covering living expenses, insofar as
legal minimum wages are too low for this.
Deductions for payments in kind are allowed to a limited extent and only in reasonable proportions to the value of the payment in kind.
6
PROHIBITION OF DISCRIMINATION
Discrimination against employees on the basis of gender or sexual identity, age, religion or belief, racism, ethnic origin, national or social origin or disability is prohibited.
7
FREEDOM OF ORGANISATION AND ASSEMBLY
The rights of employees to form and join labour organisations and to bargain collectively in accordance with national laws and regulations, as well as ILO conventions, must not be restricted.
Employees must not be discriminated against for adhering to such practices.
8
HEALTH AND SAFETY AT WORK
Conditions in the workplace must be guaranteed in accordance with health and safety requirements. Conditions in the workplace and operational premises that violate fundamental human rights are prohibited.
Young workers in particular must not be exposed to dangerous, hazardous or unsanitary conditions that threaten their health and development.
Workers must receive regular training on health and safety in the workplace. A management representative should be designated as the Health and Safety Officer. He or she will be responsible for ensuring that health and safety standards in the workplace are met.
9
ENVIRONMENTAL PROTECTION
The environment must be respected. Resources are to be used in an environmentally friendly and sustainable manner. The use and further development of environmentally friendly technologies should be encouraged.
Environmental and safety provisions relating to waste management and the handling of chemicals or other hazardous materials or substances must be observed. Employees must be trained in handling hazardous agents and substances.
10
OPERATIONAL IMPLEMENTATION
The implementation and monitoring of the above-mentioned social standards should be carried out through an internal company strategy on social responsibility and a corresponding internal procedure.
An internal system must be put in place to report breaches of these social standards; employees who report in this way must not be disciplined or disadvantaged for doing so.
Business partners agree that the application of social standards can be checked at any time, either by ActiMeat or by a tester or auditor appointed independently of ActiMeat.
Each contractual partner of ActiMeat declares its willingness to implement this social standard in its company, to impose it on its business partners and to ensure its implementation.