Valeo is dedicated to the design, the manufacture and the sale of components, integrated systems and modules for cars and heavy lorries. 3 Fields of Innovation for surer, cleaner and more comfortable vehicles.

Code of Ethics

Through its Code of Ethics, Valeo undertakes to respect a number of ethical and social principles relating to human rights, working standards and the fight against corruption, as set forth in the UN Global Compact. The Group must also make sure that its Code of Ethics is also applied to the different measures and decisions that are taken locally. By way of example, the Valeo Group has committed to refrain from employing children aged under 16, even in countries where this practice is legal.

The 10 principles of Valeo’s Code of Ethics

Guaranteeing objective recruitment

The Valeo “recruitment kit” is designed to assess job applications based on objective criteria, taking only the professional qualities of applicants into consideration. The same applies to the annual performance appraisal for engineers and managers. This appraisal has been standardized Group-wide so that managers are able to assess their colleagues objectively. In 2006 and 2007, the annual report of HALDE (the French authority for the prevention of discrimination and for the protection of equality) qualified these two “good practices” as exemplary, since they are based on objective criteria that take only the professional qualities of the individual into consideration.
 

Managing diversity

The Valeo Group has sites in 27 countries and employs people of 92 different nationalities. It is therefore faced with a highly diverse range of social issues. To manage these issues, Valeo has opted for a decentralized organization capable of taking action as close to the field as possible. The Group manages its different issues, obligations and constraints relating to the question of sustainable development through its Human Resources network, comprising the HR Departments of the Branches, the Divisions and Country correspondents.

Promoting a better balance between men and women

Valeo strives to achieve equality between the number of men and women who work in the Group in comparable situations. By entering into partnerships with leading educational establishments and associations, such as “Elles Bougent” – an association for the promotion of jobs in automotive engineering and other transport-related sectors to young women – and by taking part in forums, such as “Women in Leadership” – which aims to bring companies into contact with young female graduates in business, finance, engineering, etc. – Valeo intends to increase the proportion of full-time female employees. In 2008, the proportion of women among engineers and managers in the Group was up by 0.9 point from 2007 and 1.2 points from 2006.

Healthy labor relations

In 2008, 267 agreements were reached in 16 different countries on a range of topics – from salaries, bonuses and profit-sharing and incentive schemes to working time – in accordance with the local national legislation. This demonstrates Valeo’s commitment to an active contractual policy with labor organizations.
 

Preventing accidents and occupational illnesses

Risk assessment of a workstation at the Valeo Transmissions site in Amiens, France.

The Group’s target for safety and working conditions is to come close to “zero accident”.
Health and safety at work is a clear priority for Valeo. Systematic audits are performed by external consultants to assess and control risks. As further proof of its commitment in this area, Valeo has begun a process of certification under the OHSAS 18001 international standard for all of its industrial sites. 

In addition, a project called “Well-being and efficiency at the workstation” was launched in 2007, covering both production and administrative functions. The objective of the project is to deliver training to first-line management in how to identify at-risk situations and postures, particularly those that may cause muscular-skeletal disorders. In 2008 the number of work-related accidents (with or without lost work time) and accidents involving potential risk of bodily injury was down by almost 35% compared with 2007.

Developing in-house training

As part of the Group’s integration and skills development policy, 82% of employees attended at least one training session in 2008, a figure that reflects the Group’s determination to expand training in the field by involving line managers in the development of flexible, multi-skilled operators.