+6% new employees have strengthened our internal teams
Schmidt Groupe’s HR Division has a very broad array of responsibilities. We look after both our internal personnel and the employees in our network of showrooms in France and abroad. Our scope of action also includes CSR (Corporate Social Responsibility) and HSSE (Health, Safety, Security and Environment). These wide-ranging responsibilities require an extensive and diversified set of teams.
Every day, we play a role in moving the company’s strategy forward while ensuring the well-being of our employees during the strategy’s implementation. Our objective is to see all employees achieve a sense of fulfilment in their working lives, starting when they join the company and continuing throughout their career.
In the wake of the Covid crisis, we had to give greater consideration to health issues, so in 2022 we put the focus back on safety, especially by upgrading our practices and changing the managers’ role. Everyone got more involved and management paid even closer attention, which helped us significantly improve our accident rate, and the results prove it! The number of work-related accidents with and without time off work has fallen considerably, including among our temporary employees (30% fewer accidents compared to 2021). We have also seen a clear improvement in the severity rate, which fortunately remains low.
In light of the tensions sweeping the economy (unprecedented inflation, conflict on the EU’s doorstep, unprecedented energy crisis, threat of recession, and so on) and as a family-run business recognised for its values, Schmidt Groupe has been especially attentive to recognising and valuing its employees’ commitment and performance. We have also taken steps to support them with the cost-of-living crisis wherever possible.
As such, a number of HR-related measures have been taken during the year, such as:
The mandatory annual negotiations were exceptionally brought forward from February 2023 to December 2022, which bears testament to our belief in taking care of our employees.
We are constantly updating our organisational culture, which is driven by a strong set of core values that are inextricably woven into our company’s unique family history. Today, Schmidt Groupe has never been a more internationally focused company. When it comes to managing human relationships, the idea is to improve how we incorporate the specific features of every country where Schmidt Groupe is established, with the aim of creating a common basic identity while safeguarding the wealth of specific attributes of the countries where we do business. For example, we ramped up the number of international events in 2022.
Our teams are even more involved and committed to promoting inclusion. As HR managers, we are responsible for ensuring good working conditions to attract talent and also retain our existing employees and allow them to grow. We are committed to integrating all these different profiles, because such diversity in terms of culture, generation and experience is exactly what makes our company so rich and unique.
As we enter the New Year, we are again faced with the challenge of protecting our DNA while adapting to an uncertain, volatile, demanding and competitive world.
It represents an incredible opportunity to strengthen our agility and resilience, as well as deliver a stronger impact by harnessing our core values.
In particular, we will continue working alongside our employees in 2022 on three key types of behaviour, namely responsibility, cooperation and 20-80. We are determined to accompany our ecosystem in all these different areas, retain our leadership status and protect our distinctive values!
Schmidt Groupe’s HR Division has a very broad array of responsibilities. We look after both our internal personnel and the employees in our network of showrooms in France and abroad. Our scope of action also includes CSR (Corporate Social Responsibility) and HSSE (Health, Safety, Security and Environment). These wide-ranging responsibilities require an extensive and diversified set of teams.
Every day, we play a role in moving the company’s strategy forward while ensuring the well-being of our employees during the strategy’s implementation. Our objective is to see all employees achieve a sense of fulfilment in their working lives, starting when they join the company and continuing throughout their career.
In the wake of the Covid crisis, we had to give greater consideration to health issues, so in 2022 we put the focus back on safety, especially by upgrading our practices and changing the managers’ role. Everyone got more involved and management paid even closer attention, which helped us significantly improve our accident rate, and the results prove it! The number of work-related accidents with and without time off work has fallen considerably, including among our temporary employees (30% fewer accidents compared to 2021). We have also seen a clear improvement in the severity rate, which fortunately remains low.
In light of the tensions sweeping the economy (unprecedented inflation, conflict on the EU’s doorstep, unprecedented energy crisis, threat of recession, and so on) and as a family-run business recognised for its values, Schmidt Groupe has been especially attentive to recognising and valuing its employees’ commitment and performance. We have also taken steps to support them with the cost-of-living crisis wherever possible.
As such, a number of HR-related measures have been taken during the year, such as:
The mandatory annual negotiations were exceptionally brought forward from February 2023 to December 2022, which bears testament to our belief in taking care of our employees.
We are constantly updating our organisational culture, which is driven by a strong set of core values that are inextricably woven into our company’s unique family history. Today, Schmidt Groupe has never been a more internationally focused company. When it comes to managing human relationships, the idea is to improve how we incorporate the specific features of every country where Schmidt Groupe is established, with the aim of creating a common basic identity while safeguarding the wealth of specific attributes of the countries where we do business. For example, we ramped up the number of international events in 2022.
Our teams are even more involved and committed to promoting inclusion. As HR managers, we are responsible for ensuring good working conditions to attract talent and also retain our existing employees and allow them to grow. We are committed to integrating all these different profiles, because such diversity in terms of culture, generation and experience is exactly what makes our company so rich and unique.
As we enter the New Year, we are again faced with the challenge of protecting our DNA while adapting to an uncertain, volatile, demanding and competitive world.
It represents an incredible opportunity to strengthen our agility and resilience, as well as deliver a stronger impact by harnessing our core values.
In particular, we will continue working alongside our employees in 2022 on three key types of behaviour, namely responsibility, cooperation and 20-80. We are determined to accompany our ecosystem in all these different areas, retain our leadership status and protect our distinctive values!
En 2022, en plus des aménagements et rénovations de cuisines, le soutien de Cuisinella a été élargi aux solutions de rangement adaptées.
• Village de Châteaudun : rangements hauts dans la cuisine d’une maison familiale + rangements dans 2 salles de bains d’une autre maison familiale
• Maison Claire Morandat : rénovation d’une cuisine collective dans le lieu de vie des jeunes majeurs
• Village de Jarville : rénovation d’une cuisine dans une maison familiale
We are constantly updating our organisational culture, which is driven by a strong set of core values that are inextricably woven into our company’s unique family history. Today, Schmidt Groupe has never been a more internationally focused company. When it comes to managing human relationships, the idea is to improve how we incorporate the specific features of every country where Schmidt Groupe is established, with the aim of creating a common basic identity while safeguarding the wealth of specific attributes of the countries where we do business. For example, we ramped up the number of international events in 2022.
Our teams are even more involved and committed to promoting inclusion. As HR managers, we are responsible for ensuring good working conditions to attract talent and also retain our existing employees and allow them to grow. We are committed to integrating all these different profiles, because such diversity in terms of culture, generation and experience is exactly what makes our company so rich and unique.
Définition de notre trajectoire de décarbonation
> Mise en place d’une gouvernance pour le pilotage de la trajectoire de décarbonation du groupe
> 3 axes de travail prioritaires : l’éco circularité, l’énergie et le transport
Sensibilisation des parties prenantes
> Poursuite du déploiement de la fresque du climat en interne
Charte Evénementiel Responsable
> Une charte à disposition de tous sur l’intranet qui facilite le partage de bonnes pratiques pour organiser des événements écoresponsables.
Visite projet terrain WWF en juin
> Schmidt Groupe est mécène d’un projet terrain WWF situé en Brenne dans le centre de la France et qui a pour but de préserver la biodiversité et les espèces menacées.
Poursuite du déploiement d’Inspiring Working Spaces avec la création d’un Work Café à Sélestat, l’ouverture du nouveau restaurant et d’une salle de sport à Lièpvre
Poursuite de l’abondement de Schmidt Groupe pour le maintien de la gratuité du covoiturage pour les collaborateurs au 1er mars : 198 covoitureurs / 37 594 km / 8600 KCO2 économisés
Création d’un plan de mobilité durable pour favoriser les mobilités douces et respectueuses de l’environnement
Poursuite de la mise en place de toitures en panneaux photovoltaïques sur les parkings pour protéger les véhicules et produire de l’énergie verte
Index égalité professionnelle Hommes/femmes 2023 (au titre de 2022) : 93 sur 100
Un nouveau Plan de diversité et d’inclusion
L’écoconception au cœur de notre ambition
> Poursuite du travail sur l’écoconception en collaboration avec l’agence Okoni
> Mise en place d’un plan de prévention et d’écoconception
> Participation aux groupes de travail de la filière avec notamment le groupe de travail Réparabilité et le groupe de travail Ecoconception
Un partenariat élargi avec Emmaüs
En plus du partenariat historique qui lie Schmidt Groupe et Emmaüs depuis 2009 avec le don d’électroménagers et de négoce, le partenariat s’élargit en 2023 avec le soutien d’Emmaüs Connect auquel Schmidt Groupe donne du matériel informatique.
Sensibilisation en amont
Schmidt Groupe présente la stratégie RSE du groupe et des marques à tous les prospects futurs concessionnaires. La RSE est dans les gènes du groupe et nos futurs partenaires doivent adhérer à cette ambition.
Groupe de travail Agec, Climat et Résilience
Ce groupe de travail transverse garantit la mise en place des obligations réglementaires pour le groupe et son réseau. La loi évolue et il est de notre responsabilité d’être irréprochable quant aux obligations.
Déploiement d’outils d’accompagnement du réseau pour développer leur impact positif.
Renforcement de notre partenariat avec SOS Village d’enfants
A l’occasion de l’anniversaire de notre partenariat (15 ans en 2024), Schmidt Groupe renforce son soutien pour accompagner le développement de l’association :
– Avec la création de 14 nouveaux villages d’ici 2030
– Plus de 650 enfants et jeunes accueillis au cours des 7 prochaines années
La marque Schmidt s’engage aux côtés de Reforest’action
Texte à écrire
Une Fondation Schmidt Groupe verra le jour en 2023 :
Préparation du dossier pour passer en commission de la Fondation de France
– Mise en place d’un groupe de travail interne
– Définition de la mission de la Fondation
We are constantly updating our organisational culture, which is driven by a strong set of core values that are inextricably woven into our company’s unique family history. Today, Schmidt Groupe has never been a more internationally focused company. When it comes to managing human relationships, the idea is to improve how we incorporate the specific features of every country where Schmidt Groupe is established, with the aim of creating a common basic identity while safeguarding the wealth of specific attributes of the countries where we do business. For example, we ramped up the number of international events in 2022.
Our teams are even more involved and committed to promoting inclusion. As HR managers, we are responsible for ensuring good working conditions to attract talent and also retain our existing employees and allow them to grow. We are committed to integrating all these different profiles, because such diversity in terms of culture, generation and experience is exactly what makes our company so rich and unique.
We are constantly updating our organisational culture, which is driven by a strong set of core values that are inextricably woven into our company’s unique family history. Today, Schmidt Groupe has never been a more internationally focused company. When it comes to managing human relationships, the idea is to improve how we incorporate the specific features of every country where Schmidt Groupe is established, with the aim of creating a common basic identity while safeguarding the wealth of specific attributes of the countries where we do business. For example, we ramped up the number of international events in 2022.
Our teams are even more involved and committed to promoting inclusion. As HR managers, we are responsible for ensuring good working conditions to attract talent and also retain our existing employees and allow them to grow. We are committed to integrating all these different profiles, because such diversity in terms of culture, generation and experience is exactly what makes our company so rich and unique.
We are constantly updating our organisational culture, which is driven by a strong set of core values that are inextricably woven into our company’s unique family history. Today, Schmidt Groupe has never been a more internationally focused company. When it comes to managing human relationships, the idea is to improve how we incorporate the specific features of every country where Schmidt Groupe is established, with the aim of creating a common basic identity while safeguarding the wealth of specific attributes of the countries where we do business. For example, we ramped up the number of international events in 2022.
Our teams are even more involved and committed to promoting inclusion. As HR managers, we are responsible for ensuring good working conditions to attract talent and also retain our existing employees and allow them to grow. We are committed to integrating all these different profiles, because such diversity in terms of culture, generation and experience is exactly what makes our company so rich and unique.
Soutenir des projets à impact partout où nous sommes implantés avec 100% de nos concessionnaires engagés dans des projets solidaires locaux.
Depuis 2009, Schmidt Groupe a noué des liens forts et durables avec SOS Villages d’Enfants grâce à la contribution des magasins Schmidt et Cuisinella et du groupe. Un don est effectué à chaque achat de cuisines et permet ainsi de soutenir les projets de SOS Villages d’enfants. Au titre de 2022, le montant des dons à SOS Villages d’enfants s’élève à 151 653 €.
Schmidt a soutenu la mise en place du programme Pygmalion sur l’année scolaire 2022/2023 avec le financement :
En 2022, en plus des aménagements et rénovations de cuisines, le soutien de Cuisinella a été élargi aux solutions de rangement adaptées.
En 2022, Schmidt Groupe a poursuivi et développé ses actions de mécénat et a soutenu de nombreuses associations et ONG. Parmi elles, SOS Villages d’enfants, Emmaüs, WWF. Le montant total des dons effectués en 2022 représente 1 129 998 €.
Protéger la forêt et sa biodiversité et avancer vers la neutralité carbone sur la base de données scientifiques
Des espaces de vie écoconçus, vertueux pour les hommes et respectueux de l’environnement
Le service Marketing de Schmidt Groupe en collaboration avec l’agence Okoni ont réalisé un POC (proof of concept), c’est-à-dire un test grandeur nature pour valider un concept. Des experts ainsi que des clients ont ainsi pu travailler sur l’éco-conception de nos produits.
En 2022, Schmidt et Cuisinella ont retravaillé leurs plateformes de marque et les signes identitaires. Une réflexion a également été menée quant à la stratégie de RSE de chaque marque : leur RSM, Responsabilité Sociétale des Marques, en cohérence avec la stratégie RSE du groupe.
Pour Schmidt, la stratégie s’articule autour de deux axes majeurs : la Durabilité et l’Humain.
Cuisinella s’ancre comme l’ambassadrice du mieux habiter et du consommer responsable.
Chaque marque a développé une gamme de produits en matières 100% recyclées : la gamme Resource chez Cuisinella et Origin chez Schmidt. Après la cuisine, ces gammes recyclées s’étendent aujourd’hui à l’offre rangement pour permettre au consommateur un large choix de produits responsables.
Avec la première Sélection Engagée d’électroménager et de sanitaire sur le marché des cuisinistes, les deux marques du Groupe jouent la carte de la transparence pour accompagner leurs clients vers des modes de consommation responsables. Matérialisée par une éco-note, chaque produit de la gamme est valorisé en fonction de son impact environnemental et des technologies adaptées à des usages plus responsables.
Labellisé Relations Fournisseurs et Achats Responsables, 42% des achats réalisés en France
La durée moyenne des relations avec les fournisseurs est supérieure à 120 mois.
+75% des produits vendus ont une certification évaluant l’impact environnemental du produit ou de son processus de production
