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.
02:30 pm (CET)
General Meeting
05:40 pm (CET)
2025 Half-year sales and results
9-month 2025 sales and financial data
Groupe SEB's human resources policy seeks to reinforce a global social cornerstone based on the group 's values of entrepreneurial ambition, a passion for innovation, professionalism, group spirit, and respect for people.
In terms of social protection, in 2017 the Group launched an initiative designed to offer its employees, throughout the world, a high level of coverage compared to the local context, beyond regulatory obligations.
Every permanent employee, regardless of his/her country and level, will benefit at least from the coverage of this global base.
For many years, we have introduced measures to reduce the number of workplace accidents. Our network of more than 30 health, safety and environment coordinators at our international industrial and logistics sites make this possible.
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Our group embodies diversity: a source of vitality, creativity, and innovation. From gender equality to diverse ethic and social origins, from young people and seniors to the integration of people with disabilities, we consistently abide by our code of ethics.
Dialogue between the Group’s management and employees is an integral part of our code of ethics. We are committed to encouraging such dialogue and respecting the freedom of association around the world.
As such, we create employee representation bodies in all our operating countries. We have also signed collective agreements at our companies.
Training is key to skills development for all employees. The Group aims to foster a culture of learning by providing multiple training opportunities tailored to the needs of the businesses, both in technical expertise and in soft skills (personal development, management, leadership, etc.).
Highly attentive to our employees' quality of life at work, we have assessed their perception of such through a survey conducted by the Great Place to Work institute since 2018. Our target, based on the results of the survey, is to introduce an action plan to improve each of the weak points identified.