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2 0 2 5 A C T I V I T Y R E P O R T
In parallel , and as part of its commitment to social
responsibility and fairness , the Group has begun the
progressive introduction of a shared employee benef it
fund across all its international subsidiaries to provide
its people and their dependents with a higher level
of protection against the risks of serious life events .
A STIMULATING EMPLOYER
Representing more than 80 % of the workforce , our sales
and production plant teams are central factors in setting
the Group distinctively apart from its competitors . Their
close relationships with customers and the contribution
they make to operational excellence - two of the
four pillars of our Ambition 2030 strategic plan - have
their roots in a shared culture in which everyone is
encouraged to provide leadership and develop their
own skills . To help its talents achieve their full potential ,
the Group is expanding access to high - quality training
opportunities tailored to individual needs . This initiative
is part of an ongoing process consistent with the
commitments set out in the Group CSR policy .
Employees are also encouraged to develop their skills
through initiatives like our Expert Training sessions .
Organised and delivered by TIMAC AGRO International ,
these sessions provide a forum for sharing scientif ic ,
agronomic and zootechnical expertise , circulating
innovative solutions and building strong synergies
between international teams . With such a broad
diversity of specialist skills , our employees are also key
contributors to innovation . This is a requirement at every
level and in every region . Managers have a decisive
role to play in stimulating proactive involvement and
encouraging a sense of responsibility and creativity to
help individual initiatives feed into collective successes .
AN EMPLOYER THAT CREATES OPPORTUNITIES
The Group has always had great conf idence in the
individual abilities of its employees . Whether they are
keen to take on greater responsibility or reinvent their
careers by changing job or transferring to a different
Group activity , they all have access to a wide and diverse
range of career opportunities and pathways .
“ In 2025 , we
launched a project to structure our Talent Management
policy at Group level in a way that embraces the diversity
of our activities and subsidiaries as the basis for building
development plans and managing internal mobility ”
,
explains Morgane Bourrée , Chief Human Resources Off icer .
A TIMAC AGRO International Expert Training session