A committed group

CSR Governance Structure, transversal and local initiatives

Our CSR commitment is a proactive dynamic that cuts across all our business lines and aligns with our corporate plan, at the same time as delivering an effective response to changing stakeholder expectations. It encourages the sharing of best practices and collective intelligence so that every employee can feel involved, regardless of their job or level of seniority.

A closer look at CSR governance in two of our subsidiaries:

Phosphea focuses on voluntary involvement and diversity for its local CSR structure.

In 2019, Phosphea decided to invite volunteers to form an International CSR Committee covering a broad spectrum of job profiles (production operators, laboratory technicians, sales people and central services staff) and levels of seniority (workers, supervisors and managers). The goals set by this diverse committee include setting the future direction for its action plan and coordinating and monitoring all national-level initiatives. The 3 most effective CSR initiatives implemented will receive awards at the end of the year.

NUWEN approaches its CSR policy from the perspective of topic and business line cross-functionality.

Following an initial survey of employees and the launch of a dynamic project to create a name and identity for its CSR Committee, NUWEN has chosen to split its action priorities into topic-specific working groups. This structure enables each of the 22 Committee members to be involved in a comprehensive group effort, at the same time as contributing practically to delivering CSR policy via one of the 5 topics in ways consistent with their job and preferences (Governance, Environment, Local Identity, Human Capital and Customers, Consumers & Suppliers). NUWEN plans to continue rolling out our CSR commitment to all its employees in 2020 through training sessions, the inclusion of CSR information in the welcome booklets received by new employees, raising general awareness of eco-friendly office practices and consultation with stakeholders.

A process of joint consultation on the eco-design of 100% recyclable big bags

In 2019, the Groupe Roullier Big Bags Committee took up the invitation of SOVEEA (the company of valorization of fertilizer and amendment packaging) to join a working group on the eco-design of fertiliser big bags. This group of big bag producers, fertiliser manufacturers, distributors and end-user customers is committed to optimising the recyclability of big bags in the long term. Further meetings will be held during 2020 to perfect the big bag of tomorrow. The working group’s conclusions will then be shared with those of our subsidiaries that use big bags, including TIMAC AGRO, Phosphea, Magna and NUWEN.

« It’s the first time that these stakeholders have come together around the table to pool their expertise and work together to achieve a shared societal goal that extends far beyond customer/supplier relationships. »

Pierre de Lépinau, Managing Director of ADIVALOR

See the rest of the interview

Talents for Tomorrow: the integration programme for disabled employees

The integration and support for disabled employees provided via the Talents for Tomorrow programme are essential components of the HR strategy implemented by TIMAC AGRO Brasil. The company’s managers are tasked with providing appropriate training for these employees and ensuring that they can fulfil their potential in their individual fields of expertise. By the end of 2019, 72 people had benefited from the programme run by our Brazilian company, including Kristine Cardoso, an HR assistant with disabilities recruited in November. Convinced of the benefits of the programme, Kristine has volunteered to help with its onward development by setting up the company’s first sign language training course, which is now offered by TIMAC AGRO Brasil to all interested employees. Scheduled for March 2020, this 20-hour training course will also encourage the daily use of this form of communication.

« Optimal integration requires the company to ensure that the teams- and especially colleagues - are aware of the issues involved, one of the most important being adaptation: extending a welcome, being attentive and showing kindness are all essential when an employee with a disability joins the team. »

Kristine Cardoso, HR Assistant at TIMAC AGRO Brasil, and course member on the “Talents for Tomorrow” disability integration programme

See the rest of the interview

Come in, we’re open: a dynamic programme of open access

As part of strengthening links with local residents by holding open days at our production plants, we once again offered guided tours of several industrial facilities to local residents, organisations and employees’ families during the year. Introduced in 2018 by TIMAC AGRO France and Phosphea, the Entrez, c’est ouvert (Come in, we’re open) programme of visits for local residents is gaining impetus, with plants in Saint-Malo holding open days on alternative months and attracting a consistently high number of visitors. This enthusiasm is very much the result of the educational and interactive policy embraced and implemented by all the plant managers involved. During these visits, they share information about our activities and special expertise with local residents as they follow a predetermined tour pathway. The 301 open days held since 2018 have attracted 3,808 visitors to the Saint-Malo plants. A very promising start for a programme that will be rolled out during 2020 to all TIMAC AGRO plants in France.

« I think it’s a very positive thing, and something that builds relationships with local residents like us who like to find out what happens here. I’d go so far as to say that it’s the best way for us to understand what your business is really about and what it is you do.»

Nadine Guillou, Retired market gardener from Saint-Malo and « Come in, we’re open » visitor

See the rest of the intervie