Stanislas Lemort, Chairman and CEO
How do you motivate your employees and how does this affect the efficiency of the company?
The motivation and performance of Stef Group employees are closely linked to its employee equity model, which is unique in its field. Today, the shareholders are more than 12,000 employees of all social and professional categories combined, which allows them to benefit from the policy of redistribution of the created value. In 2022, we distributed 42 million euros to our employees for profit sharing and profit sharing, as well as a corresponding contribution provided under the savings plan of an international company. We also practice a permanent wage policy, including 13e months and high-quality prudent health insurance. Finally, we ensure the development of the skills of our teams, offering the opportunity to develop and continue careers in the group. Our approach to learning is based on the educational resources of our in-house university, the Institute of Refrigeration Professions. This allows us to fill 70% of our management positions within the company.
What, in your opinion, should be the public role of your company, and what steps have you taken in this direction?
For over 100 years, Stef has been supplying the European population with food. A big responsibility that puts it in the long run. Through our economic activities, the nature of our business and the density of our network (nearly 260 sites in Europe), the group contributes to job creation and regional development. Because we believe that work is a key factor in social inclusion, we are committed to young people and vulnerable groups: young people without qualifications who need to be given a first chance, young graduates seeking their first permanent contract, and young people with disabilities, who should be given the same opportunities for professional success as everyone else. To realize our projects, we work with experienced partners such as Sport dans la ville or There’s talent in our neighborhoods. We are also involved in various programs aimed at the professional integration of people who are away from work: the long-term unemployed, refugees, etc. Our social role also includes access to food for those in need. We have been partnering with Restaurants du Coeur for over ten years now in a partnership that aims to provide long-term support to the association in terms of skills, training and facilities.
What is your social and/or social priority for the next twelve months?
The attractiveness of our transport and logistics business, as well as the loyalty of our employees, are among our main objectives. That is why we have made diversity and professional equality between women and men a priority topic and a collective project. Our MIX’UP approach combines five commitments: increasing diversity in our teams, guaranteeing fair integration and career growth, promoting work-life balance, adapting our work environment, and reshaping the image of our professions. We have set ourselves a quantifiable goal of increasing the number of women in the group by 25% by 2030.