The deployment of a ‘living wage’
worldwide to guarantee Michelin Group employees a salary at least equivalent to the ‘living wage’, a concept defined in the United Nations Global Compact, that Michelin has been a signatory since 2010.
Michelin received early 2024 the ‘Global Living Wage Employer’ certification from the Fair Wage Network, a world-renowned non-governmental organization, attesting that all Group employees* receive remuneration at least equivalent to the living wage.
The living wage is defined as the remuneration enabling each employee to provide for his or her family’s essential needs (food, housing, transport, children’s education, healthcare, etc.) while also providing for unexpected events and buying consumer goods. The Fair Wage Network takes into account the fixed components of employee remuneration. In most cases, the living wage references provided by the Fair Wage Network are above the legal minimum wage.
– The effective implantation of the living wage complements the current deployment of a universal social protection floor as part of the Michelin One Care Program. The program provides a package of social benefits to all Group employees worldwide, focusing on three priorities:
- offering time to welcome a child, with the introduction of at least 14 weeks maternity/adoption leave and four weeks paternity/adoption leave at full pay.
- protecting the family of a deceased employee, with the payment of a death benefit equal to at least one year’s salary and an education annuity for orphans until the end of their post-secondary education, regardless of the employee’s length of service.
- providing access to a healthcare program for all employees and their families, through healthcare coverage including not only hospitalization or emergencies, but also maternity care, consultations and outpatient treatment.
The creation of an ambitious lifelong learning approach
Continuous training has always been a central focus of Michelin’s social policies. Faced with the accelerating transformation of work life and jobs, the Group has overhauled its continuous training offer by developing a unique lifelong learning approach in order to foster its associates’ employability. Each year, Michelin dedicates more than €240 million to training.
The ambition is to go beyond standard continuous training, which is occasional, in the event of a specific need or job change, to offer all Group’s employees easy and permanent access to learning throughout their career.
This innovative project will build on the development of The Talent Campus, Michelin’s company university that opened in 2022. With its 1,000 teaching contributors, The Talent Campus already offers all the Group’s employees – regardless of their level – training courses in all fields: technical, scientific, managerial, behavioral, etc.
In addition to unlimited access to an online training catalog spanning 55,000 modules available 24 hours a day, The Talent Campus will build upon its training engineering expertise to develop online and classroom courses to meet employees’ aspirations and the company’s future needs.
Official presentation of Parc Cataroux, a one-of-a-kind redevelopment project in Europe and an accelerator of innovation
The Michelin Group has approved the construction of Quartier des Pistes, the fourth and final component of Parc Cataroux.
Parc Cataroux is an innovative redevelopment project at the heart of the 42-hectare, century-old Cataroux plant – Michelin’s industrial birthplace.
Launched in January 2021, at the Group’s initiative, and co-constructed with a number of local public and private partners, this major transformation project will represent a total investment of €300 million – largely private.
