SMCPeople

Unveiling the potential of all our passionate entrepreneurs

The ambition of the SMCPeople pillar of our CSR strategy is to enhance the well-being and professionnal fulfillment of each and every employee by promoting internal mobility, developing training and establishing a culture of diversity and inclusion focused on gender equality, parenthood, disability and social inclusion.

To facilitate and promote an open feedback culture, the Group has implemented several formal mechanisms. On an individual level, through the annual performance review process, employees are invited to share their expectations and needs. On a collective level, through its engagements survey, SMCP collects the global opinion of its employees on various subjects.  The results of these feedback processes are analyzed and used to implement appropriate development actions.

SMCP is certified “HappyAtWork Company” by Choose My Company.

With an overall satisfaction rate of 4.26/5, our employees recognize a commitment to improving their daily lives within a creative and inspirating environment, which is also challenging, respectful of our values and conducive to professional development. 71.3% of them would recommend SMCP and its Brands to a friend.

We are also delighted that sustainability was the most strongly recognized and praised category by our teams with 75% of positive feedback (vs. 66% benchmark).

The Group is also certified “Happy Trainee », with  91.7% of our interns and apprentices recommendinng doing an internship or work-study within  SMCP.

Committing to diversity and inclusion

  • Policy on diversity and inclusion

Structured in 2023, in alignment with the ILO recommendations and conventions, the policy is based on 4 pillars with objectives to be achieved by 2025 and 2030:

To ensure the proper deployment and monitoring of measures underpinning the Group’s D&I strategy, D&I committees are set up in each region and at Group level. The members of these committees reflect the diversity of profiles and professions within SMCP.

In addition, SMCP is committed to eliminate all forms of discrimination based on personal characteristics such as age, gender expression, sexual orientation, parental status, origins, disability, religious beliefs, social background or education (non-exhaustive list).

  • Women representativity at all levels of the company

A large proportion of the Group’s workforce are women. They are in the majority in operational teams, in head offices, and also in management bodies. The objective is to maintain a representation of more than 50% women on the Company’s management. In addition, an analysis of the gender pay gap between women and men will be carried out by 2025 throughout the world, in order to identify any unexplained situations and, if necessary, to correct them.

 

  • Agreement on professional equality, quality of life at work and diversity

In June 2022, an agreement was signed for France with our social partners on professional equality, quality of life at work and diversity.

The Group is committed to concrete actions marking key moments in the lives of employees in France and beyond:

Firstly, during recruitment with recruitment campaigns without CVs to open up our opportunities to as many people as possible and with training on bias-free recruitment techniques for recruiting employees;

When managing careers, with the implementation of training and awareness-raising actions on the challenges of diversity and anti-discrimination measures; with the promotion of internal mobility worldwide and the deployment of HR development tools, providing guidance to aid objectives decision-making.

At key life events, such as accompanying our employees in their daily parenthood.

In France, 100% of employees are covered by collective bargaining agreements

  • Disability policy

The disability mission of the SMCP Group was launched in 2024 with the recruitment of  a disability project manager and the signing of disability agreements with UES SMCP and Société FURSAC in France.

Disability ambassadors are identified and trained to support disabled workers in their day-to-day work at  our offices and brands.

A monitoring committee for the disability agreements signed with our trade unions will ensure that measures set out in the disability agreement are properly applied.

The Group’s disability mission will also support the North America, Asia, and Europe regions in the deployment of  a disability policy through recruitment, awareness, and disability training initiatives.

 

 

 

  • SMCP Retail Lab

The Group is committed in social inclusion actions, with the launch, in 2023, of the first class of its SMCP Retail Lab academy. With EMA Sup and Institut Français de la Mode as partners, SMCP Retail Lab is offering a innovative and certifying omnichannel training course for sale advisors. The course takes place over a year in the form of work-study programmes offered within our four Brands. SMCP has chosen to welcome candidates from all backgrounds, with the only selection criteria being their motivation and interest in fashion.

Recruiting, motivating and developing talents

  • Recruiting and onboarding our new employees

The Group offers an onboarding experience to all its employees. For head offices and warehouses, SMCP offers an onboarding program composed of meetings in our Brands and warehouses to provide a variety of opportunities for discussion and give new employees an overview of the Group. This process enables each employee to immerse themselves in the Group’s values, history, organization, Brands, and functions. For retail employees, the integration process is staggered over time, thanks to on-the-job training by the store manager and trainings on our MyLearning platform. For store managers, a specific 3-month on-boarding is provided, with personalized support from an expert store manager.

  • Training all our employees

We engage all our employees by providing access to digital training via the MyLearning international online training platform, which offers specialized training depending on the position. In this way, we make training accessible to 100% of our employees worldwide, at any time and on any device. This e-learning platform gives all our employees access to training in Strategy, Culture, Products, Sales Ceremony, Management, Sustainability, Diversity & Inclusion, Languages, etc., helping to make them ambassadors for the Group and its Brands.

In 2023, more than 152,000 training hours (+36% vs 2022) were  delivered  to our employees.

  • Encouraging internal mobility

We offer our employees a dynamic career path, in an inclusive environment that encourages mobility and internal promotion, giving everyone a chance to succeed and express their potentiel. Thanks to our Brands and business units, the diversity of our functions, and our international presence, we offer genuine career prospects to our employees.

Demonstrating solidarity

  • Support from associations and community actions

 

For the fifth year in a row, our four brands have partnered with a high school from the Apprentis d’Auteuil network to enable young people experiencing major social difficulties to integrate into the fashion sector. We contributed to the opening of an educational store and participated in sales training to maximize their chances of success.

In addition to these multi-brand initiatives, many actions were put in place in 2023 within each Business Unit to support social and environmental causes. Here is an overview:

  • SANDRO: On World Environment Day, for every customer who made a purchase in Europe, Sandro donated 10 euros to its solidarity fund. The entire amount was then donated to the GoodPlanet Foundation ; Maje: the Maje teams in Hong Kong have partnered with the HKDI design school so that students from this school can create custom hats from unsold Maje inventories, and offer them to disadvantaged people struggling with cancer; ;
  • Claudie Pierlot: donations of clothing to Mécénat Chirurgie Cardiaque, Cravate Solidaire and Aides; in partnership with the Claude-Pompidou Foundation collaborative creation of a window display for a brands store with disabled or elderly people who have lost their social connections;
  • Fursac: partnership with Force Femmes through the donation of clothes for interviews, a day of mentoring at the Fursac registered office with workshops led by our teams, and in-store initiatives (€9 donated to the association for every shirt or jacket sold);
  • SMCP Asia: organisation of a charity walk to raise funds for Hong-Kong Anti-Cancer society, partnership with TWHYC to employ people with disabilities as maintenance workers;
  • SMCP North America: the collection of shoes for Soles4Souls, NGO committed on several fronts, including helping people in need, fighting poverty, helping to protect the environment and helping women to be independent.

We still have many projects ahead of us to help make the Group even more inclusive. Every day, we go about them with determination to ensure our employees work in an ever more fulfilling environment.

 

 

 

 

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