OUR HR POLICY
At Saipol, our employees participate in our mission as a responsible company in the agricultural sector, committed to creating value in the French vegetable 
oil and protein sectors, for better food for people and to preserve the planet.
Saipol has placed people at the heart of its strategy, both by considering societal expectations in the construction of its product range, and by offering employees the means to develop, learn and grow within the company.
in 2024,
including 43 on work-study programmes
in 2024,
including 28 work-study trainees
of employees recruited in 2024
are women
in 2023
Our values
Talent management and mobility
Every Saipol employee is a talent. Throughout their career at Saipol, and more broadly within the Avril group, each employee is supported in developing his/her potential.
Human resources teams, with the help of managers, deploy management and talent management tools. The performance assessment and goal setting interviews and the Career and Development Conversation form the basis of the talent management calendar. They determine the training, the career or mobility interests, the potential of the employee to acquire more responsibilities in the company or within the Avril group.
Focus: training within the group
Avril Academy, Avril Group’s internal training university, develops training projects for the talent of today and tomorrow. A wide range of training courses is offered on business, management and leadership topics. These training courses, conducted internally or with the help of service providers, cover safety, management, lean management, finance, supply, HR, etc.
They talk about it...
Inclusion, a saipol commitment
Saipol is committed to a policy of equal opportunities from recruitment onwards and at all stages of employees’ career development. The job offers on the Avril Group’s careers site are available to all, including of course people with disabilities. In addition, the Disability service, created in 2018 at Saipol, provides support for people with a recognised disability as soon as they are hired by the company.
In this continuity, the Saipol website also wants to be accessible, it is partially compliant with the RGAA (General repository for improving accessibility), a compliance audit reveals that 93.4% of the criteria are met.
Our managers are trained to better understand disability in the workplace, and every year we organise awareness-raising workshops at all our sites. The aim of these initiatives is to foster an inclusive corporate culture, where everyone can develop in an adapted and caring environment.
The Saipol approach reflects our Raison d’être Avril and our Commitment 6: Act for a collective and inclusive project. »
In 2020 and 2021, despite the difficulty linked to the health crisis, we have maintained a certain number of operations, in particular the DuoDays.”
Gender equality
Saipol is a firm believer that gender equality is a powerful driving force for increasing performance and organisational attractiveness. A work community featuring people of both genders is key to preventing discrimination and a major asset for enriching social cohesion within the company.
Since 2019, companies have been invited to measure their workplace equality performance and publish the results of their “gender equality index”, which comprises five indicators (see image opposite).
Saipol achieved a score of 94/100 for 2024.
The company is actively pursuing an employment equality policy with particular focus on the business support functions where gender equality is more favourable. The company has implemented an agreement promoting workplace equality and quality of working life, which especially aims to narrow the gender pay gap.
Saipol is committed to ensuring equal pay for new hires based on an objective set of criteria. The basic salary is defined to reflect the employee’s level of responsibilities, qualifications, professional experience and skills, without any distinction between men and women.
Performance progress objectives :
The score achieved in 2024 is higher than the minimum level defined by legislation (75 points). However, Saipol’s senior executives are determined to improve this result by focusing their actions on such key issues as occupational gender equality and promoting women’s access to positions of higher responsibility, specifically:
- In terms of the indicator “number of employees from the underrepresented gender in the top 10 salaries” – score 5/10: whenever the opportunity arises, Saipol is committed to ensuring that women are fairly represented in the top 10 salaries, based on equivalent skills.
- In terms of the indicator “gender gap relating to individual pay increases” – score 20/20: before each individual pay increase period, managers will be reminded of their legal obligations relating to equal pay.
The video opposite was produced to promote women in industrial trades during International Women’s Rights Day 2023.
safety, a priority for saipol
Safety is Saipol’s priority. All employees and subcontractors are mobilised to improve safety every day at our industrial and administrative sites. Every year, the safety programme is revised and supplemented in order to reduce the number of injuries by applying the best safety standards and practices. The aim is to achieve 0 injuries.
An initial safety plan was implemented with Avril’s support between 2013 and 2018, and helped to reduce the Group’s TF2 by a factor of 5 over the period. It was followed by a second plan, called We Care, between 2018 and 2023. We Care focuses on 3 areas:
- Axis 1: Preventing risks and continuously improving safety – with regular sharing of experience and best practice, discipline in applying the golden rules of safety and life-saving procedures, safety governance at each site, etc.
- Axis 2: Involve managers – by carrying out regular Safety Field Visits (VST) to encourage good practice, a training plan, a safety induction programme for new recruits, etc.
- Axis 3: Improve industrial safety – by integrating safety at the outset of all projects and investments.
From 2024 onwards, the We Care 2 programme will complement this approach, integrating safety leadership and ownership, as well as improving health and quality of life at work as vectors for safety.
Avril Safety Day, a day dedicated to safety
Every year in June, all Avril Group sites organise a day dedicated to safety.
Employees take part in information meetings and educational and collaborative workshops aimed at strengthening the safety culture on a daily basis.