To our teams

Staff well-being

Improve the quality of life at work

• Develop a sense of community, the quality of interpersonal relationships, people assisting one another while seeking to continuously improve our staff performance so they remain motivated, proficient, and responsible. 
• Plan and organise a privileged moment of exchange between the employee and his/her manager through an Annual Progress Interview. 
• Adapt the Human Resources policy as well as global and sector-oriented priority topics based on staff feedback through regular surveys around commitment. 
• Maintain a good balance between professional and personal lives, such as the use of remote work (In France, every employee whose job is teleworkable has the option of working remotely up to 2 days a week) and disconnection guidelines enforced by managers during the annual progress interview. 
• Communicate to our staff on the issues, challenges and goals of the company to involve them in our common objectives and strengthen internal communication so everyone is more aware of the company’s broader business.

Ensuring a safe working environment

Our 5,000 employees are our core strength world wide, we take care of them, their safety, their well-being, and their future. We are working to meet the ambitious challenge of "zero accidents".
To achieve this, in 2023 we launched our Gerflor Safety Culture initiative in France, with the aim of a Tf1* <4 in 2024 and 0 accidents in 2025.

(*) number of accidents per year / number of hours worked per year

The development of our employees

We are committed to supporting our staff throughout their careers: onboarding, performance recognition, long-term professional fulfilment, skills development and training are all key elements of our Human Resources policy. We build our activities on these foundations.

Openness and diversity

Professionnal equality between men and women

During the recruitment process, a new structured and fair process is followed based on the candidates’ skills and abilities to evolve within the Group.
Salaries and promotions are based on performance, potential and positioning in the candidate market.

In France, we signed an agreement on professional equality in 2014 based on two principles:
    • Equality of rights between women and men implies the absence of discrimination both direct and indirect between employees based on sex.
    • Equal opportunity which aims to rectify inequalities between women and men in the professional sphere through concrete measures.

A new agreement on professional equality and quality of life at work was signed in 2023 and focuses on 5 major areas:
    • Hiring process.
    • Working conditions.
    • Career development.
    • Balance between professional activity and the exercise of family responsibility.
    • Actual income.

This agreement involves the implementation of concrete actions and the monitoring of the results of these actions through various indicators, including the annual publication of the professional equality index. In 2023, the overall index score is 87 points, and is the sum of the 5 indicators detailed below: 

1. Elimination of gender pay gap: 37/40;
2. Equal opportunities for women and men to get a raise: 20/20;
3. Equal opportunities for women and men to obtain a promotion: 15/15;
4. Women returning from maternity leave benefit from the average increase granted during the campaign that took place in their absence: 15/15;
5. Number of women and men in the top 10 highest earners: 0/10.

Guaranteeing equal opportunities for all

We do not tolerate any form of discrimination, whether on the grounds of gender, ethnic origin, age, skin color or religion within our company.
Gerflor, with 40 different nationalities among its 5,000 employees, affirms its commitment to an inclusive and respectful working environment for all its employees, as required by our Ethics Charter, which includes a section
on inclusion and is binding on all our employees.