Encourage employee's professional growth

Saint-Gobain’s human resources policy is designed to offer all employees a working environment in which they can succeed both personally and professionally.

Supporting employees

The OPEN program

The Group has launched a program called OPEN (for Our People in an Empowering Network) to develop employees’ potential and anticipate new ways of working. Its goal is to create value for all Saint-Gobain stakeholders. The OPEN program is aligned with the values that have underpinned the Group’s human resources policy for many years: 

Health and safety

Safety is a core value in the management of Saint-Gobain’s manufacturing, distribution and research activities. It reflects a deep corporate commitment that is put into practice through the involvement of every Saint-Gobain employee, including:

  • Senior Management,
  • Operational Management,
  • Environment, Health and Safety (EHS) teams,
  • Permanent and temporary employees and sub-contractors.

Common measurement and prevention tools have been deployed at all sites. 

Long-term objectives:

  • Zero work-related accidents,
  • Zero occupational illnesses,
  • 2025 : TRAR of less than 2.5.

(Total Reportable Accident Rate = accidents without lost time)

In North America, CertainTeed Ceilings’ Sales Department developed a road safety program for its sales agents that includes training, communication, new equipment and regular safety meetings.

Saint-Gobain has adopted a health policy that sets guidelines for Group initiatives to protect the health of its:

  • Permanent and temporary employees and sub-contractors,
  • Customers and product users,
  • Site neighbors.

All Saint-Gobain sites worldwide are expected to deploy the health policy in compliance with local regulations and along with other tools already implemented by the Group.

In the United Kingdom and Ireland, the Fit4WorkLife website gives customizable advice and solutions concerning nutrition, exercise and work-life balance. 

Management and social dialogue

“A good manager is someone who is able to create the necessary environment and conditions to achieve a vision.”

Jiri Sulak, Častolovice plant Director, Saint-Gobain ISOVER (Czech Republic)

Employees with management responsibilities are expected to display four managerial attitudes: 

  • Always be consistent with the Group’s values,
  • No leadership without a close focus on people,
  • Walk the talk,
  • No complacency allowed.

Led by local managers in Group sites, social dialogue is based on relations with all social actors, from employees and their representative bodies internally, to customers, suppliers, communities and local public officials externally. Social dialogue contributes to Saint-Gobain's overall performance. 

OPEN’s four priorities

Professional mobility

Enhancing mobility between regions, functions or Activities is a priority path for helping employees grow and broaden their horizons. It is the best way to stimulate inter-team collaboration and offer new solutions for customers. A number of tools have been put into place to encourage mobility within the Group, including:

  • Annual performance reviews, individual reviews and succession plans, which provide key opportunities to identify interest in mobility,
  • Mobility committees, which make it possible to share information on job offers,
  • The OpenJob platform, which allows users to consult numerous offers within the Group and apply for positions online. 

Team diversity

Numerous networks have been created at Saint-Gobain to promote gender diversity, in the United States, France, South Africa, United Kingdom, Japan and other countries.

Saint-Gobain is committed to promoting all types of diversity (gender, nationalities, training, career backgrounds, generations and disabilities) in all of its host communities. 

Enhancing gender diversity within teams involves an assertive hiring policy and action plans for professional promotion, equal pay for equal work, training and work-life balance.

Employee commitment

Saint-Gobain’s long-term objective is to guarantee a level of remuneration that is sufficient for each employee to have access to decent housing, in keeping with the standards of his or her country. Numerous initiatives have already been implemented, including:  

  • Employee share ownership,
  • Health coverage,
  • Labor agreements,
  • Onboarding and integration programs,
  • New information technologies such as the internal social network,
  • Flexible work arrangements such as telecommuting. 

Development of talent

Saint-Gobain invests in developing its employees’ skills and know-how with the goal of achieving excellence in each of its businesses. Throughout an employee’s career, the Group’s training initiatives are designed to guarantee his or her employability and success. The Saint-Gobain School of Management, in particular, is responsible for carrying out this mission among managerial staff. The development of talent is also the responsibility of all managers who want to see their teams succeed and grow. 

Saint-Gobain’s ambition is to be an employer of reference, known and recognized for its enriching career paths. 

Facts & figures 

  • Over 179,000 employees
  • 99 nationalities are represented in the workforce
  • 21.5% of Group employees are women
  • 83.7% of the workforce received training in 2015