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Health and Safety first : « Together We're Safer »
Health and Safety is a strong lever to build up overall excellence” it is the heart of Vallourec’ values and duty.
The Health and Safety policy was updated in 2024, reaffirming that health and safety is the Group’s absolute priority. The Group’s ambition is to achieve the highest level of health and safety worldwide, and in particular to reach the following goals by 2030:
- zero Life Changing Events;
- TRIR < or = 0.2;
- zero occupational illnesses.
To achieve this ambition, in 2024 the Group launched CAP 2030, its new health and safety roadmap.
Beyond Diversity, Equity and Inclusion
Promoting generational and gender diversity, cultural richness and inclusion of people with disabilities
The Group considers diversity an important factor in innovation and performance, and thus an opportunity for further development. The Group’s actions aimed at promoting diversity, equity and inclusion and combating discrimination are described below.
In 2023, the Group broadened the notion of diversity, which had previously focused mainly on gender diversity, to include multigenerational, multicultural and inclusion of people with disabilities.
This new impetus is part of the “We are Vallourec” program, which has led to the creation of steering committees and action plans for each region. The broad outlines of the program are defined annually and reviewed at monthly steering committee meetings, where KPIs and actions in each country are monitored. Each pillar of the “We are Vallourec” program is the subject of a specific event organized at Group and regional level during the year.
2025
Employee development
Against the backdrop of the Group’s extensive transformation, Vallourec has a growing need for high-impact and motivated employees capable of adapting to changing businesses and markets. The Group strives to reconcile its need to change and adapt with the individual aspirations of its employees, allowing them to develop their skills throughout their professional
career.
The training offered to employees is mainly based on the individual development plans identified during the career and development interview and confirmed during talent reviews. The impact of training is systematically measured after the course.
Vallourec University
Vallourec University is the Group training entity of Vallourec. Its remit is to develop a common culture, strengthen leadership and business skills, and support the Group’s strategy by developing the necessary skills of employees worldwide.
Vallourec University’s teaching is based on three key pillars:
- Fundamentals and Culture, which includes the Group’s induction program, intercultural understanding, change management, and all mandatory training modules (ethics, compliance, cybersecurity, data security, GDPR)
- Leadership and Behaviors, which prepares for handling the specific challenges encountered in management and leadership roles.
- Expertise and Skills, which offer content relating to safety (a major focus since 2022), processes and technologies, business lines (sales, purchasing, project management), as well as essential language skills.
Remuneration: ensuring motivation and loyalty
Vallourec has a motivating, equitable approach to remuneration that includes incentive and profit-sharing schemes, which link employees to overall company performance. In 2024, these schemes totaled 13 million euros.
Respecting parity with the gender equality index for professionals
This index is based on 5 indicators:
- the gender pay gap
- the distribution gap of individual increases
- the promotion distribution gap
- the number of employees increased upon their return from maternity leave
- the number of people of the under-represented sex in the top 10 highest earnings
To comply with French regulations, the Group’s companies must calculate and publish their Professional Gender Equality Index every year. Here are the 2025 scores published on the government website.
Pay gap indicator: 39/40
Increase rate gap indicator: 20/20
Promotion rate gap indicator: 15/15
Return from maternity leave indicator: non-calculable
High pay indicator: 5/10
Pay gap indicator: 40/40
Individual increase rate gap indicator: 25/35
Promotion rate gap indicator: non-calculable
Return from maternity leave indicator: non-calculable
High pay indicator: 5/10
Pay gap indicator: 39/40
Increase rate gap indicator: 5/20
Promotion rate gap indicator: 15/15
Return from maternity leave indicator: non-calculable
High salary indicator: 5/10
