Ethics
Leading with transparency and integrity as foundations for a reliable and responsible industry.
A responsible and ethical supply chain
The reliability of our CSR commitments is built on a fully controlled, transparent supply chain that meets the most demanding international standards. We work exclusively with identified and assessed partners who are committed to responsible practices. This includes strict respect for human rights, decent working conditions, and traceability of raw materials. This ethical requirement applies across our entire value chain, supporting the social, environmental, and commercial sustainability our clients expect.
Demanding regulatory compliance
In a constantly evolving regulatory landscape, we design solutions that fully comply with the legal requirements of every market where our products are delivered. This regulatory rigor strengthens the reliability of our products, secures our clients’ processes, and minimizes non-compliance risks across the entire value chain. By anticipating regulatory changes, we act as a proactive partner—ensuring controlled and lasting compliance, and guaranteeing true operational continuity for our clients.
Leading with transparency & integrity as foundations for a reliable & responsible industry
Our governance is founded on principles of integrity, fairness & compliance. Our operations are protected against all forms of corruption, money laundering & anti-competitive practices—ensuring an ethical, healthy & sustainable business environment for our clients. We implement strict measures to safeguard sensitive information & ensure the protection of confidential and personal data.
How do we act for ethics?
霞日集团自 2017 年起，一直是联合国全球契约组织的成员
企业社会责任治理 - 我们的企业社会责任团队积极推动并落实我们的社会责任承诺。
企业社会责任治理 —— 我们的企业社会责任团队积极推动并践行社会责任承诺。
我们的企业社会责任团队积极推动并践行社会责任承诺。
该团队与霞日集团（Chargeurs Group）以及公司内部各部门紧密合作，致力于制定宏伟的政策。
我们每月召开全球企业社会责任委员会会议，交流最佳实践经验，监督所有项目，这丰富了我们的工作方法，激发了负责任的创新。
我们的企业社会责任政策贯穿于包括薪酬政策在内的所有流程。这些举措促使公司各级团队积极参与，彰显了我们将可持续发展融入战略核心的坚定决心。
始终坚守良好的商业道德
始终坚守良好的商业道德
我们努力在与合作伙伴及员工的关系中秉持商业道德。
Novacel 制定了一份责任规范，正式阐述了我们对供应商的关键期望。该规范强调了我们对参与产品制造的各方所设定的最低社会和环境标准。其目的在于向我们的客户保证，无论身处哪个国家工作，参与生产过程的每一个人都得到了公正的对待。我们期望供应商在与我们合作时，能始终如一地承诺遵守这些原则。我们还会开展社会和环境方面的审计工作。
每位员工在入职公司时，都需同意阅读并遵守相关规范。
本规范以现行的国际人权标准为基础，具体包括：
- 《世界人权宣言》的原则，
- 联合国全球契约的原则，
- 联合国关于商业与人权的指导方针，
- 经济合作与发展组织（OECD）针对跨国企业的指导方针，
- 国际劳工组织各项公约中所包含的原则。
企业社会责任治理 - 我们的企业社会责任团队积极推动并落实我们的社会责任承诺。
企业社会责任治理 - 我们的企业社会责任团队积极推动并落实我们的社会责任承诺。
企业社会责任治理 —— 我们的企业社会责任团队积极推动并践行社会责任承诺。
我们的企业社会责任团队积极推动并践行社会责任承诺。
该团队与霞日集团（Chargeurs Group）以及公司内部各部门紧密合作，致力于制定宏伟的政策。
我们每月召开全球企业社会责任委员会会议，交流最佳实践经验，监督所有项目，这丰富了我们的工作方法，激发了负责任的创新。
我们的企业社会责任政策贯穿于包括薪酬政策在内的所有流程。这些举措促使公司各级团队积极参与，彰显了我们将可持续发展融入战略核心的坚定决心。
Gender equality index
Gender equality index
In accordance with the provisions of Law N°2018-771 of September 05, 2018 for the Freedom to Choose One's Professional Future, Novacel publishes its Index Gender Equality.
Every year, companies with at least 50 employees must calculate their gender equality index and publish their score. They have three years to comply if they score less than 85 out of 100. Otherwise, they will be subject to financial penalties of up to 1% of their total payroll.
The 100-point Index is calculated based on 5 indicators:
• Indicator 1→ Gender pay gap.
• Indicator 2 → Difference in the rate of individual increases (excluding promotions) between women and men.
• Indicator 3→ Difference in promotion rates between men and women.
• Indicator 4 → Percentage of employees returning from maternity leave during the reference year who received a raise on their return during the same period, if raises were granted during their leave.
• Indicator 5 → Number of employees of the under-represented gender among the ten highest-paid employees.
These results were calculated for the reference period from January 1, 2024 to December 31, 2024:
NOVACEL scores : 92/100
| INDICATORS | NOVACEL |
NUMBER OF INDICATOR POINTS |
|
|---|---|---|---|
| INDIC.1 | Pay gap | 37 | 40 |
|
INDIC.2 |
Difference in the distribution of individual increases | 20 | 20 |
|
INDIC.3 |
Breakdown of promotions | 15 | 15 |
|
INDIC.4 |
Number of employees receiving a raise in the year following their return from maternity leave | 15 | 15 |
|
INDIC.5 |
Gender distribution among the 10 highest earners | 5 | 10 |
|
TOTAL INDICATORS |
92 | 100 | |
|
INDEX (out of 100 points) |
92 | 100 |