Safety and Security at work 

As in any company, there are certain risks associated with the activities carried out at our sites, industrial production zones, R&D laboratories, and offices. Whatever the role and responsibilities of each bioMérieux employee, adopting best practices helps to reduce them.

To reach the ambitious Vision 2020 objectives and maintain the level of vigilance, the “Proud to be a daily hero” global awareness campaign was launched in October 2018. It aims at encouraging each employee to act safely and in a clean way.

The first focus of the campaign was to prevent accidents as employees move from place to place.

At the same time, we are seeking to reduce employees’ exposure to musculoskeletal disorders, in connection with initiatives by the Human Resources Department for the prevention of psychosocial risks.

Following a grass-roots survey conducted in June 2018 on the risk exposure, an action plan for 2019-2020 was drawn up to apply the HSE model to commercial operations worldwide.

 

  • 100% of our European sites hold an internationally recognized Health Safety certification.
  • bioMérieux teams are targeting a reduction in the rate of occupational accidents by 2020 to reach a rate of 1.6 or less, which is especially low for the industrial sector internationally. The Health, Safety and Environmental policy, initially developed for production facilities, has gradually been expanded to include commercial subsidiaries as well. Our US subsidiary launched a road safety training program in 2016 for all employees who use their vehicle for professional purposes.

 Signature of Quality of Life at Work Agreement

bioMérieux pays a particular attention to fostering well-being at work for all its employees around the world. In France, the first agreement on quality of life at work was signed unanimously at the beginning of 2019 by the unions present in the Company. This agreement reflects bioMérieux's willingness to continue to develop favorable conditions for the commitment, the motivation of the teams and the individual and collective well-being of its employees. It comes in addition to many measures already in place in the Company. Several priority themes have been defined, including:

  • Empower and give meaning to the job;

  • Promote a better balance between professional and personal life (telework, support for family careers, travel, meeting management ...);

  • Limit the negative impact of a change of position or job, as part of the job and skills management planning;

  • Improve the working environment on each of our sites (modernization of existing buildings, creation of new spaces favoring exchanges and teamwork, ...);

  • Develop managers to help them federate and animate their teams in an open and dynamic way so that everyone finds his place and can flourish in his work; 

  • reventing psychosocial risks among employees is a major focus of the Human Resources policy. The internal training program in Europe was enriched with a day-long training module targeting managers on “How to prevent exhaustion and take (better) care of your employees.