Each brand has a well-defined identity, with a specific values which are reflected in the product offering, features and design, as well as in appropriate communication mechanics.
We remain convinced that our balanced business model, combining profitable growth and a resolutely responsible approach, creates value for all and plays a full part in our contribution to better living in households around the world.
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Provisional 2023 sales
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2023 Sales and results
1st quarter 2024 sales and financial data
To formalize our ethical policy and values at international level, in 2012 we drafted a code of ethics;
Over the last 10 years, Groupe SEB has more than doubled in size, acquiring several companies (including EMSA and WMF in 2016 and Wilbur Curtis in 2018), and has become an increasingly international group. It now has more than 30,000 employees around the world, with around two-thirds of its workforce located outside of Europe. Since a common culture and a shared set of values are essential to a successful ethical approach, Groupe SEB has structured and formalized its policy in the form of a Code of Ethics, which was drafted in 2012. Translated into the Group’s 11 main languages, it has been distributed to all employees worldwide and is now available online on the Group’s intranet. This document addresses 18 key subjects, including child labor, anti-corruption measures, non-discrimination, environmental protection and the prevention of conflicts of interest..
The implementation of the Global Ethical Code in 2012 was supported by nearly 10,000 hours of training. In 2018, the Group launched a new training campaign to ensure that every employee understands key concepts and knows how to act when faced with an ethical dilemma. The training program consists of six modules delivered in an interactive and playful manner. Each module includes a theoretical part followed by a quiz and a practical case where the employee is confronted with an ethical problem. To make the training as realistic as possible, it was co-developed by several departments within the Group, including Sustainable Development, Learning & Development, Human Resources, Quality Standards & Environment, Audit and Internal Control, Purchasing, Legal, Health, and Safety. It is a mandatory training for all new employees.
By the end of 2022, 87% of connected employees had completed the online training program, available in 10 languages on the Group's digital learning platform.
For employees without online access, class-room based training began in 2019. Led by Human Resources managers and site managers, it focuses on prioritized themes and practical cases adapted to the local context. Its deployment was hindered in 2020-2021 due to the pandemic situation but resumed in 2022 to cover all relevant teams.
As part of the measures introduced to ensure that the Code of Ethics’ commitments are properly applied, in 2012 the Group set up a whistleblowing system so that any employee or person from outside the Group can report situations that violate the Code. It is also communicated within the Anti-Corruption Code of Conduct and to suppliers through the Responsible Purchasing Charter along with a provision included in contracts when they are renewed.
The whistleblower process sets out the various steps for whistleblowers to follow to exercise their right, the people to be contacted, the information to be provided, the way in which reports are handled, the confidentiality rules and protection for whistleblowers, assuming they act in a selfless manner and in good faith. Any employee can report an alert on the Group’s “email@example.com” hotline. The whistleblowing procedure is set out in the Code of Ethics and in the dedicated training program. This is available to employees via the Group’s intranet.
Any employee or external individual to the Group can report an alert on the dedicated hotline "firstname.lastname@example.org."
Our growth and success are underpinned by strong values, held by each of our employees and deeply rooted in our history.