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Commitment to

the health and well-being at work of our employees and promote the attractiveness of the region

Quality of life at work by BCF Life Sciences

Since the end of 2018, the Human Resources policy has been structured around 3 main pillars:

1. Human development

BCF Life Sciences has created a complete integration program for newcomers during the first month, which includes quality, safety and environmental training. BCF Life Sciences encourages internal mobility by regularly posting positions for internal promotion. Training sessions are held each year to educate all employees on BCF Life Sciences products.

2. Quality of work life

A quality of life at work barometer was set up in 2020 for all employees. A common break room has been created to allow all production and head office teams to meet on a daily basis and to encourage informal exchanges.

3. Communication

A morning meeting for newcomers takes place every 3 months in the presence of our 2 managers, in order to take the time to get to know each other better and to share the company's history, values and projects. A visit of the different workshops is organized. Every month, the Plum'infos, sent to each employee's home, informs each household about the company's life, projects and achievements.
BCF Life Sciences has created

nearly 100 jobs in 12 years

This means a total of 550 jobs; in fact, one job created in the industry generates 1.5 indirect jobs (through the activity of the factory) and 3 induced jobs (through the consumption of the employees hired).

The company employs 200 people, 97% of whom are on permanent contracts, and makes little use of temporary workers. For us, it is a question of ensuring permanent employment to enable employees to satisfy their needs and implement their personal or family projects. Recruitment has gradually accompanied the company’s growth.

Social barometer

BCF Life Sciences employees give their opinion

Since 2020, an annual Quality of Life at Work barometer is conducted to understand and take into consideration the feelings and expectations of employees and managers. This barometer is accompanied by the implementation of an action plan to improve the quality of life of our employees.

In November 2023, all employees were questioned about their perception of Quality of Life at work at BCF Life Sciences. The results were well above the benchmark for companies of the same size.

of employees report that they are aware of the company's main objectives.
of employees find the company attractive.
Equality Index F/H

BCF Life Sciences obtains a score of 89 out of 100 points for the year 2023

The law of September 5, 2018 for the freedom to choose one’s professional future introduced the Women-Men Equality Index within companies with at least 50 employees.
This index is a tool for measuring pay inequalities between women and men in an organization through the calculation of 4 pay indicators that total a score out of 100 points.

BCF Life Sciences obtained a score of 89 out of 100 points for the year 2023, thus exceeding the 75-point threshold set by the French Ministry of Employment.

The result of this indicator highlights BCF Life Sciences’ commitment to promoting gender diversity within its teams and reducing the gender pay gap through the human aspect of its CSR (Corporate Social Responsibility) approach.

Involving our employees in projects and

to the future success of the company