Respect & Ethnicity

Women and men of CMAI Group are at the center of our values. Self-respect and dialogue between employees are essential for the development of the company. 
The mutual respect is built by listening and dialogue, which contribute significantly to our success. 
This respect includes giving priority to our physical and mental integrity, and that of our employees and partners. Ensuring safety is a moral contract that concerns us all, whatever our role or level of responsibility. 
Group CMAI affirm his societal commitment by joining the  “Yes Chain” and signed a partnership agreement in 2013 with Addecoo. Indeed, we do not tolerate any form of discrimination, between men and women, beetween young and less young, between hierarchical levels, nor between employees of different cultures, religions or opinions. 
We ensure equality between men and women in terms of recruitment, remuneration and promotion. 
The CMAI Group contributes to the social and professional integration of disabled workers through 
- The use of ESATs to carry out adapted tasks 
- New premises adapted to the reception of disabled people 
Aware of our social responsibility, we attach great importance to the transmission of knowledge between generations. This is why we have made work-study programs a priority. 
- Regular hiring of young people on work-study programs (for example, with the creation in 2014 of the first class of our commercial incubator). 
- Dynamic internship policy 
Regarding to our customers and external service providers, these values are the basis for transparent, honest and non-discriminatory commercials practices. 
Ban any racist, sexist or generally stigmatize a category of communities. 

Information & Communication

A permanent communication about the company's life is done through many ways (CMAI TV : Internal digital news channel, CMAI Inside : Group's internal newspaper, emailing campaigns for employees on company news…) 

Each employee of the CMAI Group can get information, dialogue and advice, key points ensuring equal opportunities, opening up perspectives and increasing the potential of chances. 
Twice per year, management meets with all employees for information and communication events designed to deepen the shared values and make the information accessible to employees. 
A quality social dialogue that must allow for an understanding of individual and collective aspirations, the considering of which, when possible, is the key to a harmonious human relationship.

Anti-corruption struggle 

Group CMAI has adopted an anti-corruption Code of Conduct, in application of the so-called "Sapin II" law.
The law of December 9, 2016 on transparency, the fight against corruption and the modernization of economic life, known as "Sapin II", aims to modernize French legislation in line with internationally recognized principles.
All Group managers and relevant teams have been trained in this Code, which sets out the framework for vigilance against the risks of active or passive corruption in a professional context.
This Code also sets the framework for the CMAI Group's relations with its suppliers and external service providers, and the strict application of this Code in these relations.

Motivation

DEVELOP

Dynamic career management allows us to adapt our organizations while developing the skills of our employees and enabling them to build their professional careers. 
We bring particular attention to the integration of our employees by defining specific career paths. 
Our training policy enables us to develop the professionalism, adaptability and sense of innovation of our employees. 
We have given ourselves the means to achieve our ambitions by creating a training center, Établissements SOGAL Formation. 
Specific communication on job openings to encourage mobility and internal promotion 

RECOGNIZE 

In addition to regular exchanges, the annual performance review is the ideal opportunity for employees and their managers to take stock together. It allows each employee to know and understand his or her manager's assessment of his or her skills, results and the quality of his or her teamwork. Based on dialogue and listening, the interview leads to the setting of performance and behavioral improvement objectives, the identification of training needs and the discussion of employees' development prospects. 
A fair compensation and promotion policy designed to stimulate individual development objectives. The promotion and remuneration of each employee depends on his or her performance and potential.

MINIMIZING THE ENVIRONMENTAL IMPACT OF OUR ACTIVITIES

Any industrial activity can have an impact on the environment. Each of us is responsible for the preservation of this environment.

The actions implemented by the CMAI Group range from the design of products to the recycling of products at the end of their life, and concern the entire chain of creation and manufacture of our products and the resources devoted to them.

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DEVELOPING EMPLOYEES' SKILLS

The economic environment, digital transformation and climate change are forcing organizations to adapt.

CMAI favors the transfer of skills and the development of competencies within its teams, in addition to supporting them in achieving their strategic objectives, and gives priority to internal mobility.

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GUARANTEEING THE HEALTH AND SAFETY OF THE GROUP'S EMPLOYEES

The working environment and conditions are a strong point of vigilance for CMAI.

Whether it is a question of the safety of employees in the context of manufacturing operations or a mission related to administrative and commercial processes, our attention to safety issues remains a priority.

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