Samsic – 2024 CSR Report “Planet 2030”: So Well Together

2030

So well together

Governance

Double Materiality

A Sustainable Momentum to Shape Horizon 2030

In 2024, the Group reaffirmed its commitment to development with a clear vision: to make growth a driver of positive transformation, serving employment, regional vitality, economic performance, and sustainable investment.

With a turnover of €3.7 billion, achieved across 27 countries 62% in France and 38% internationally I am proud to see the Group steadily and resolutely advancing towards Horizon 2030.

This performance is underpinned by sustainable organic growth and strong external growth, both made possible thanks to the dedication of our teams.

I firmly believe that our strength lies primarily in our ability to understand our clients’ true expectations while maintaining close ties with our employees. The distinctiveness of our businesses stems from the consistent

and committed presence of our teams, firmly anchored in the realities of the field.

These essential dimensions shape the way we operate and have been structured around concrete pillars:

– Placing people at the heart of our actions by valuing our talents and enhancing client satisfaction, in line with our motto: So well together;

– Strengthening our local presence through new establishments in France and internationally, to be ever closer to our clients;

– Continuously adapting our services to better meet the needs of our clients and their employees;

– Increasing our commitment to compliance and further developing our ESG performance.

I am also convinced that the sustainability of our model depends on a long-term vision, fully aligned with today’s environmental and societal challenges. This momentum is reflected in the acceleration and reinforcement of key drivers:

– A sustainable service offering, structured around a low-carbon trajectory and solutions based on circular innovation;

Thierry Geffroy Chairman of the Samsic Group

– A forward-looking human resources management approach, supported by succession planning, skills development pathways, concrete commitments to gender equality, and a constant focus on health and safety at work;

– The integration of a Finance ERP system, ensuring better data consistency, enhanced carbon footprint management, and optimised resource allocation;

– The accelerated roll-out of the Samsic Planet 2030 programme, through initiatives such as low-carbon real estate management, reforestation actions via Caring for Forests, and projects dedicated to preserving water resources.

Other important directions also lie ahead: the development of skills-based sponsorship programmes, an in-depth reflection on working time organisation, and the widespread implementation of first aid training.

I would like to express my sincere thanks to our clients, employees, and partners. Your trust and daily commitment are the true driving forces behind the success of the Samsic Group.

Samsic takes action every day at the heart of living and working spaces to ensure comfort, well-being, peace of mind, and to develop the professional skills of millions of people.

33,000

130,000

Through our main areas of expertise: Samsic Facility, Samsic HR, and Samsic Airport... Together, we deliver a range of services that boost our clients’ performance by allowing them to fully concentrate on their core business.

Breakdown of workforce

Locations in 27 countries

*Guadeloupe | Reunion Island | Martinique | French Guiana

Business Model

We deploy our RESOURCES and develop our

A group looking to the future...

100% family-owned

55.4 million euros invested

Competent men and women...

130,000 employees

€2.9 billion payroll

18 in-house training centres

A reliable, sustainable ecosystem...

+945 local facilities and agencies

+280 strategic partnerships

+150 experts in the innovation community

#Controllingourgrowth

Ambitious environmental commitments...

26% reduction in carbon emissions targeted by 2030

28 client sites with the European eco-label certification*

+60 eco-responsible solutions integrated* into our service offer

90 members of the CSR community

*Facility

#Mak i n ga commitmentwithandforouremployees

... for sustainable economic growth

€3.7 billion in sales

+48% sales growth since 2019

87% of our regions evaluate and manage their sustainable performance according to CSR roadmaps SE and our MARKETS to create SUSTAINABLE

... to offer excellence in service

#Strengthenoureconomicperf ormance

*France INDUSTRY & CONSTRUCT

+200 service lines

923,000 hours of vocational training and expertise

9.14% of jobs filled by people with disabilities*

... to build on our clients’ satisfaction

Customised multi-service offer

+10,000 Connected devices deployed at our clients’ sites

+170 ISO 9001-certified facilities

... for sustainable performance

+50 strategic sites equipped with Samsic’s environmental impact calculator

25,494 trees planted

Ambition & Expertise

Act every day at the heart of businesses and living spaces so that everyone feels good there

“The strength of Samsic Facility lies in our agility and our ability to understand the transformations in our market, to evolve our models, and to collectively engage our teams and clients. 2024 marked key milestones: our new brand positioning for better differentiation, strategic acquisitions, and a refocus on multi-services. In 2025, our priorities will be to evolve our organisation to support our growth, continue our strategy of integration and expansion, and adapt our offerings to better meet client expectations and sustainability challenges.”

“So well together”

Be the trusted partner of our clients through a unique model that combines proximity, expertise, and innovation

Strengthen our multi-service offer while adapting it to environmental and social challenges

Continue our international development and expand our geographical presence

Continuously improve our services through enhanced management and innovative monitoring tools

Support our clients in achieving their sustainable development goals by continuing to green our equipment

Improve airport platform connectivity while guiding our staff towards more sustainable modes of transport

Guarantee a high level of service by ensuring continuous training and skills development of our teams

“Ensuring pass and peace

“The airport is no longer just a stopover but a complete environment where the traveller’s experience must be a gateway to escape. An experience that begins well before boarding and continues after landing, with new mobility and sustainability challenges fully integrated into our services. In 2025, we will continue to develop in our strategic locations such as Canada

Strengthen our presence in strategic locations around the world

Olivier Payen, CEO of Samsic Facility

“Our performance is especially meaningful in a time of economic contraction, showing our ability to remain a reliable partner for both clients and candidates. Our growth in France and abroad, the strengthening of our expertise, and our digital acceleration reflect a clear ambition: to retain, win, and rebuild our margins. By betting on innovation, priority markets like Italy, England, and France, as well as the commitment of our teams, we are building a sustainable model.”

Gilles Cavallari, CEO of Samsic Emploi

“You are our greatest strength”

Effectively support our clients and candidates in a demanding economic environment

Assert our positioning through sustained development in France and internationally

Continue our digital transformation to anticipate changes in the sector

Gain efficiency while keeping people at the heart of our model

Recruitment

engers’ safety of mind”

Sourcing

Temporary

Training and the United States. In this context, Samsic Airport’s mission is to reinvent passenger services by combining operational excellence and innovation.”

Christophe Busca, CEO of Samsic Airport

Governance

CSR at the heart of Governance:

Plotting our strategic heading

Led by the CSR Department, the Committee for Sustainable Development is central to the Samsic Group’s governance, playing a decisive role in structuring, coordinating, and developing the CSR strategy. The Committee sets out the Group’s major CSR guidelines and objectives, draws up the roadmaps, analyses the progress in terms of ESG results and ensures transparency, in particular through the publication of the annual CSR report. Its effectiveness is based on a collective dynamic orchestrated by several bodies, each playing an essential role in enriching and implementing the CSR strategy.

Driving and steering implementation at the local level

Cross-functional Country & Regional CSR and ESG steering committees contribute their expertise on an international scale by identifying best practices, optimising

tools, and ensuring overall consistency in the application of CSR policies. At the local level, they transpose those guidelines into practical roadmaps, adapted to the specific characteristics and operational realities of each region, ensuring effective and appropriate implementation.

Onboarding employees in the field

On the ground, CSR Leaders and Carbon Officers play a key role in helping this strategy find root, relaying the Group’s commitments to country managers and teams, and actively help keep track of performance and sustainability objectives. Compliance Officers see to the careful management of ethical and regulatory issues. All these contributions give the Sustainable Development Committee a consolidated overview of the progress achieved and the challenges to be overcome, putting it in a position to make informed recommendations to the Samsic Group Management Committee.

Ensuring the presence of women in management bodies

Diversity and inclusion within governance bodies is an important issue for the Samsic Group, which is fully committed to encouraging balanced representation and promoting the position of women in positions of strategic decision-making and high responsibility. Aware that gender diversity is a driver of performance and transformation, Samsic has placed this goal at the heart of its strategy, seeing to it that talented women have a pathway to decision-making positions. The Group intends to accelerate this process in order to put in place a form of governance that reflects its values of equality and diversity.

33%

of our management bodies are made up of women

From left to right: Laurent Dolibeau, Ludovic Le Gall, Christophe Busca, Thierry Geffroy, Arnaud Guillou, Gilles Cavallari, Olivier Payen, Olivier Colly, Stéphanie Delamarre.

Governance Board

Determines the Group’s strategic heading and ensures its long-term management under the chairmanship of its founder, Christian Roulleau.

Executive Committee

Sets out and steers the Group’s strategy, incorporating its Corporate Social Responsibility commitments.

Committee for Sustainable Development

Structures and coordinates the Group’s CSR strategy, anticipating economic, social, and environmental changes to ensure the Group continues to grow responsibly.

CSR Steering Committees Countries & Regions

Piloted locally, these committees identify impacts, risks, and opportunities and then set out their CSR roadmap while monitoring performance with the aim of continuous improvement.

Cross-functional ESG committees

Bring together expert employees on an international scale to structure policies, optimise tools, and share best practices in four key CSR domains: the environment, responsible procurement, ethics, diversity & inclusion.

CSR Leaders

As agents of sustainable transformation, they contribute to the implementation of CSR roadmaps in their region.

Carbon Officers

As coordinators of the low-carbon trajectory, Carbon Officers help reduce carbon emissions in their area.

Compliance Officers

As experts in compliance, they ensure ethical business conduct and disseminate best practices.

Double Materiality

The Group conducted its double materiality analysis, drawing on the expertise and commitment of its stakeholders. More than 70 contributors were involved in that process, ensuring a collective, cross-functional vision of the Group’s priority ESG challenges

The analysis was structured according to the EFRAG* methodology: identification of challenges, assessment of IROs—Impacts, Risks, Opportunities—, prioritisation, mapping, and approval. The double materiality analysis is used to assess both financial materiality and impact materiality. Financial materiality means the positive and negative impacts generated by the economic, social, and natural environment on a company’s growth, efficiency, and results. The materiality of impact, on the other hand, means assessing the positive or negative impact of a company’s activities on its economic, social, and environmental ecosystem.

Relationships with suppliers and subcontractors

Our 16 ESG challenges

E1. Climate Change Mitigation

Reducing the carbon footprint of the Samsic Group by cutting greenhouse gas emissions, particularly through sustainable staff mobility and the use of low-impact products and equipment.

E1. Climate Change Adaptation

Adjusting the Group’s operations to cope with the effects of climate change for instance, by revising employee working hours, prioritising resource-efficient solutions, and anticipating market trends to build resilience.

E2. Pollution of Soil, Water and Air

Minimising pollution resulting from the Group’s activities, with a particular focus on water pollution linked to the use of chemical products in cleaning services.

E3. Water and Marine Resource Management

Protecting water resources by reducing pressure from operations, optimising water usage, and ensuring effective treatment and recycling especially in cleaning and airport assistance services.

E4. Biodiversity, Ecosystems and Soil Protection

Safeguarding biodiversity and natural ecosystems by offering innovative cleaning services that reduce reliance on chemicals, thereby limiting soil contamination.

E5. Resource Efficiency and the Circular Economy

Developing service offerings rooted in eco-design, including the use of circular economy products and equipment, packaging recycling, and sustainable end-of-life product management.

S1. Working Conditions, Health, Safety, Wellbeing and Human Rights

Prioritising employee health and wellbeing by ensuring exemplary working conditions and upholding fundamental rights. People are at the heart of the Group’s operations.

S1. Social Dialogue and Employee Engagement

Promoting high-quality social dialogue based on compliance with labour laws and regulations. Samsic fosters collective and sectoral agreements and encourages regular communication at all levels to create a culture of trust and listening.

S1. Equal Opportunities and Non-Discrimination

Creating an inclusive and respectful working environment across all the Group’s sites including headquarters, facilities, agencies and client premises through anti-discrimination measures, accessible workplaces, and diversity awareness initiatives.

S1. Talent Development and Skills Management

Supporting employee growth and employability through ongoing training, e-learning, knowledge sharing, and internal mobility, in line with the evolving nature of their roles.

G1. Cybersecurity and Data Protection

Strengthening the security of the Group’s information systems by ensuring General Data Protection Regulation compliance, training operational and functional teams, and safeguarding clients’ sensitive data.

G1. Business Ethics, Anti-Corruption and Integrity

Reinforcing the Group’s ethical culture through its Code of Conduct, anti-corruption measures, and whistleblowing procedures to ensure responsible business practices.

S2. Human Rights in the Value Chain

Implementing strict standards for suppliers across all business areas Cleaning, Security, Reception, Maintenance, etc. to ensure respect for human rights, fair working conditions, and reduced inequalities throughout the value chain.

S3. Local Engagement and Community Impact

Demonstrating strong socio-economic commitment to the 27 regions where Samsic operates. Building close partnerships with local suppliers and service providers while tailoring offerings to clients’ local needs.

S4. Health, Safety and End-User Satisfaction

Proactively managing risks related to end-user health and safety on client sites, ensuring operational excellence and customer satisfaction through quality control, product traceability and clear signage.

G1. Supplier and Subcontractor Relations, Including Payment Practices

Fostering long-term and transparent relationships with suppliers and subcontractors by adhering to payment terms, avoiding economic dependency, and promoting responsible purchasing practices.

CSR Strategy

The Samsic Group’s CSR strategy is implemented through the “Samsic Planet 2030” programme, centred on 4 pillars and 13 commitments.

ENSURING CLIENT FOCUS, expertise and seeking innovation

ASSESSING OUR PERFORMANCE with transparency

BUILDING A SUSTAINABLE PARTNERSHIP with our value chain

Providing a responsible and innovative service

Helping protect our environment

DEVELOPING eco-responsible services

LIMITING our carbon footprint

ACTING TO PROMOTE the circular economy

PROMOTING DIVERSITY and equal opportunities

TRAINING AND DEVELOPING our talents

PROTECTING THE HEALTH AND SAFETY of our employees

DEVELOPING COHESION and well-being at work

Empowering our human resources and developing our talents

2030

Developing a supportive and sustainable society

TAKING ACTION for solidarity

CONTRIBUTING to local economic and cultural development

SUPPORTING biodiversity

Sustainability as an Operational Trajectory

Stéphanie Delamarre, Global Head of CSR Sustainable Development

As we finalise the latest edition of the Samsic Group’s Corporate Social Responsibility Report, a decisive turning point for companies committed to sustainability is underway, with the European Union’s announcement of proposals to simplify the Green Deal, including the CSRD.

Streamlining reporting, simplifying procedures, and seizing the opportunity to strengthen our CSR impact by focusing our efforts on concrete, operational actions with and for our clients, employees, and partners represent key challenges. These challenges must drive us to accelerate our ambitions effectively, in favour of the climate, biodiversity, health, and the well-being of communities.

In 2024, we can highlight the progress made in mastering ESG data, both within our subsidiaries and, for the first time, across all our territories. This milestone is essential for measuring the impact of our choices and managing our actions rigorously in line with the issues identified through the double materiality matrix presented in this report. It is a methodological exercise that we have intentionally anchored in field realities, gathering insights from our stakeholders, including nearly 70 clients and partners.

This collective commitment to embedding sustainability in our development has also led us to enhance our CSR roadmaps, working closely with country and

territory management teams to more precisely identify our priorities and the operational actions to be steered by our teams.

As part of our climate strategy, the acceleration of carbon reduction initiatives across our subsidiaries is already showing promising first results, with a 1% reduction in the carbon intensity indicator tCO2e per million euros of turnover.

In parallel, our cross-functional ESG committees, bringing together a collegial body of sustainability experts, have enabled us to align our visions and better identify our impacts, risks, and opportunities. These committees have supported the development of key policies, programmes, and tools to further enhance our ESG performance.

For instance, in the area of diversity specifically regarding the feminisation of leadership bodies a dedicated committee has been established to define targeted initiatives aimed at improving gender balance, with succession planning set to play a key role in the coming years.

At the heart of our “Samsic Planet 2030” programme, these many advances above all highlight a philosophy of action and continuous dialogue with our clients, teams, and partners, ensuring that our sustainability ambitions are upheld with determination and clarity.

First plenary session for CSR Leaders

In June, the first plenary session of CSR Leaders was held in Versailles, bringing together more than 25 international representatives from Samsic Facility and Samsic Airport, responsible for increasing our Sustainable Development commitments and accelerating our environmental and social performance around the world. The attendees shared their views with each other on key projects and took part in workshops to draw up the 2025 roadmaps.

JPC by Samsic: the most prized cleaning company in London

Samsic Facility’s London subsidiary has become the first cleaning company to receive the International Customer Experience Award and was recently crowned national champion at the Green Apple Awards for its commitment to sustainable development.

ESG Performance

As part of the “Samsic Planet 2030” programme, the Group has set ambitious goals for 2030 to promote sustainability at the core of its activities.

Reducing the impact of our activities on climate change

1. ESRS: European Sustainability Reporting Standards.

Since 2013, the Samsic Group has adopted a proactive approach to assessing its environmental and social performance, as well as its ethical conduct and responsible procurement practices. In 2024, it was awarded the silver medal with a score of 69/100, placing it in the top 15% of the evaluated companies.

Since 2005, when it signed up to the United Nations Global Compact, the Group has integrated the ten major principles of that compact into its core strategy, thereby affirming its commitment to human rights, compliance with

standards,

against corruption.

and the

‣ Carbon emissions under scopes 1 and 2

‣ Carbon emissions under scope 3

‣ Number of electric vehicles in the fleet

‣ Rate of use of ecological products*

‣ Number of EcoLabel-certified client sites*

‣ Frequency - Facility - HR** - Airport

‣ Severity - Facility - HR** - Airport

‣ Representation of people with disabilities in the workforce

‣ Share of employees under 25 years of age

‣ Share of employees over 55 years of age

‣ Number of hours of training provided

‣ Number of work-study apprenticeships

‣ Number of trees planted * Facility. ** Excluding German-speaking Switzerland.

‣ Number of employees trained in compliance

‣ Representation of women in management bodies

With a score of 806/1000, CyberVadis categorises the Samsic Group as “Developed” in terms of cybersecurity and information protection. That assessment based on international standards such as ISO 27001, the European General Data Protection Regulation and the American National Institute of Standards and Technology highlights the effectiveness and appropriateness of the Group’s investments.

As part of its ESG financial commitments, the Samsic Group has been assessed by EthiFinance, a rating agency specialising in sustainable finance. With a score of 77/100, up 10 points, Samsic has improved its ESG results and has been rewarded with access to more advantageous financing conditions, while remaining true to its commitment to continuous improvement.

Providing a andresponsible innovative service

The Samsic Group provides its customers with eco-responsible, efficient, and sustainable solutions to enhance and optimise living and working spaces.

10,000 connected devices rolled out by Samsic Facility in twelve countries 33% eco-labelled products by 2024*

*Facility division, excluding Qatar and UK

The Samsic Group’s mission is to make a lasting contribution to the quality of life, well-being, and performance of the organisations and individuals it supports from day to day. Through excellent services, Samsic meets the most stringent quality standards. The Group supports its customers in a constantly changing environment, anticipating their needs and providing them with solutions ever-more tailored to their challenges.

Performance and technological innovation are central to the Samsic Group’s strategy. Office buildings, warehouses, airports, construction sites, education and health facilities, historic monuments:

the Group’s agents work in a wide variety of environments. It is thanks to those agents that many such sites are kept clean and safe from day to day. In order to offer a service in tune with the times,

IRO: Impacts, Risks, and Opportunities

Impacts

Client satisfaction and security thanks to the quality of our services.

Risks

Business continuity and reputational harm in the event of a cyberattack.

Samsic relies on innovation to reinvent its practices and continuously improve the quality of its services. Technological advances are opening up new opportunities to optimise the organisation of work and enhance the employee experience. Advances in artificial intelligence and connected devices are paving the way to solutions ever-more closely tailored to needs on the ground. This quest for performance is also reflected in the Group’s responsible procurement policy, which includes ESG criteria in the selection of its suppliers.

The Group is especially committed to reducing its environmental impact, in particular by strengthening its strategy of joint certification of customer sites and Samsic facilities, in accordance with the EU Ecolabel excellence certification.

Lastly, Samsic helps its clients achieve their environmental and social objectives by offering them the opportunity to jointly draw up a commitments plan. Practical actions are established to be implemented throughout the term of the contract.

G1 S4

Consumers and end-users

Opportunities

Rolling out new eco-responsible offers; Improving our performance through better management of our procurement.

At the Sorbonne, Samsic Facility working towards responsible cleaning

As part of a public contract renewal, Samsic Facility took over the daily cleaning operations on the Pierre and Marie Curie campus of the prestigious Sorbonne university in Paris. With over 200,000 m2 of premises to maintain and 42,000 students attending every day, the challenges are considerable. After several months of thinking about the issue together, a new way was devised to organise the work. The cleaning of the site, now divided into eight sectors, is overseen by a Samsic team where parity is rigorously respected. In fact, no fewer than 100 cleaning agents work every day to clean the classrooms, lecture theatres, toilets, laboratories, and clean rooms, as well as the mineral collection housed on the campus.

a caring working environment, in particular through the sharing of convivial moments or the personalisation of work equipment. Furthermore, a professional integration programme offers young apprentices the opportunity to join and add to the team. Samsic has long been involved in the fight against illiteracy. As part of those efforts, it is offering 20 employees the opportunity to improve their command of French. This is a meaningful initiative designed to open up new perspectives and foster professional fulfilment.

On the ground, Samsic Facility encourages a closer relationship with its agents, by developing strong links and 100 cleaning agents

Samsic chosen by the Chambord National Estate

That’s what you call taking the prize!

The Chambord National Estate in France has entrusted its cleaning operations to Samsic Facility. The teams were given the task of cleaning the grounds around the castle, its market hall, the Maréchal de Saxe stables, the Grange aux Dîmes historical landmark, and the catering areas.

Samsic Facility has brought in a multitude of innovations to make its agents’ work easier. They have been provided with an electric tricycle to make it easier for them to get around and move their equipment between the various areas of the estate, while protecting them from the elements to improve their working conditions.

Furthermore, the estate, which is equipped with Samsic Display tablets, benefits from real-time monitoring of the work being done, with feedback on anomalies and an assessment of visitor satisfaction. The Samsic Traffic connected devices counters track footfall and help anticipate consumable needs. Operational efficiency is enhanced, along with the traceability of the services provided. The sanitary facilities, cleaned by Samsic teams, have a 90% satisfaction rate, according to evaluations conducted under the terms of the Qualité Tourisme label.

90%

satisfaction rate achieved by Samsic

Samsic Sécurité: innovative worksite surveillance

Round-the-clock surveillance of construction sites is essential, given the upsurge in thefts of materials, tools, and even machinery. Samsic Sécurité has set up a tailor-made solution for its customer LyondellBasell to ensure the protection of an asbestos removal site: a mast, equipped with cameras capable of detecting and analysing critical situations precisely thanks

to artificial intelligence, provides continuous remote surveillance. An ideal alternative solution that helps reduce the risks inherent to nighttime operations. In doing so, Samsic Facility has combined the protection of its agents, cost optimisation, and a reduction in its carbon footprint by reducing the number of manned patrols.

Digitalisation of Samsic HR for enhanced compliance

Samsic HR has converted all its internal compliance audits to digital format, which ensures optimum compliance with legal obligations for its clients. Its 350 employment agencies in France are required to check the identity documents, work permits, and pre-employment declarations of all the temporary staffing agents that it recruits.

All Samsic Emploi and GIF Emploi employment agencies can now be audited remotely by their parent company thanks to the set-up, in 2024, of a system connected to the employment agencies’

business applications that centralises and cross-references administrative data in real time. As a result, Samsic HR can quickly extract the necessary information and make targeted recommendations, optimising the effectiveness of its checks.

Audits used to take a full day on-site, but now have been made faster and more efficient, making it possible to expand the checks carried out while optimising their effectiveness. The data can also be accessed more easily in the event of inspections by external bodies.

Samsic Sécurité was able to meet our needs with a solution that combined indepth knowledge of the operations on the ground, a clear understanding of our needs, and proficiency with the proposed solutions. We were impressed by the courtesy, availability, and professionalism of the teams, who demonstrated their thoroughness and commitment every step of the way. That expertise, combined with their constant drive for efficiency, has bolstered our relationship of trust.”

Yann de la Fuente, Security Expert, LyondellBasell

100%

of the employment agencies can now be audited remotely

Samsic Facility goes digital in Portugal

To reduce its carbon footprint, Samsic Facility Portugal has taken a strategic turn by making the document management process digital at its 3,000 client sites. Maintaining hard-copy files had a significant environmental impact, generating 4.5 metric tons of carbon emissions annually.

In 2024, the Portuguese subsidiary rolled out an application to disseminate instructions for cleaning and how to correctly use products, as well as quality and safety policies and environmental rules in digital format.

Now, QR codes printed on a single sheet per site will provide the agents with access to all the existing documentation. Going digital has reduced the environmental impact of document management by 90%.

The documentation can be accessed more easily and is better organised, with increased control over the dissemination of information.

Generative AI for employment agencies

Artificial intelligence is paving the way to new practices in many lines of work, and recruitment is no exception. Samsic HR, the division specialising in human resources management, which processes more than 7,000 advertisements a month in France, has been experimenting with generative AI since 2023 to draft appealing, high-quality job ads.

In 2024, the company introduced a suite of tools for its employees, offering them new ways to use AI: creating interview reports, generating evaluation charts, and helping them promote their candidate profiles to clients. This solution offers a wide range of features, while

protecting personal data in accordance with the GDPR directives. This allows for the automation of time-consuming tasks and personalisation of content and services, doubling the number of candidate profiles being offered to existing and prospective clients every day.

This bold strategy enables Samsic HR to stay one step ahead while improving productivity and quality. The interpersonal aspect of the job is also reinforced: Samsic opted not to automate the analysis of candidates’ applications, and to reinvest the time saved to shore up the direct link with candidates.

90% reduction in paper usage

AI is more like a high-performance assistant. It will take care of certain time-consuming tasks and allow us to concentrate on what really enhances our employees’ value: their expertise, their emotional intelligence, and their ability to make decisions.”

Gilles Cavallari, CEO of Samsic Emploi

Connected devices for enhanced multi-service management

In a constant effort to improve its service quality, Samsic Facility has forged a special partnership since 2020 with Adaptiv Systems, a French company specialising in the design of connected devices. By measuring foot traffic using visual recog-

nition and anticipating critical situations, these AI-based technologies make the work of Samsic agents easier and ensure the smooth running of operations while gauging satisfaction levels in real time.

In 2024, Samsic Facility stepped up the roll-out of these solutions internationally, equipping new client sites with them. Samsic FM’s Operational Monitoring Centre, which specialises in integrated services, is now able to control the 10,000 connected devices that have been put in place. Whether there is an employee absent for a shift or an equipment breakdown, the Operational Monitoring Centre can identify the precise cause of each anomaly, then pass on the information to the local teams for rapid and effective problem-solving. This ensures service continuity and makes it easier to manage the on-site operations, giving clients greater peace of mind.

10,000 connected devices deployed in Europe

In Italy, Samsic HR has got its clients engaged on issues of social inclusion

Change management, digital transformation, reorganisation and generational transition: every year, Samsic HR Italy’s “Academy” conducts innovative training projects. In 2024, for example, it designed six tailor-made videos for Data Management, a company specialising in the outsourced management of administrative processes, on gender parity, the emancipation of women in the workplace, equal opportunities and the fight against sexism, prejudice, and stereotypes.

The short, dynamic videos, ranging from 3 to 7 minutes long, are created according to the specific needs of the client, carefully choosing key words to better reflect the client’s values and specific cultural and organisational characteristics.

With 400 people affected, Samsic HR Italy actively helps its clients fulfil their commitments to equal opportunities and diversity in the workplace.

400

client employees trained on matters of inclusion and equal opportunities

In Germany, expertise without borders for the automotive industry

In response to the shortage of cleaning staff in Germany during the summer vacation period, Samsic Facility’s German and Polish subsidiaries have joined forces.

In 2024, the two entities joined forces to meet the demands of the German automotive industry, and more specifically those of a major player in the production of electric vehicles at a location near Berlin. In Poland, Samsic teams are responsible for recruiting cleaning staff, carrying out all the necessary administrative procedures,

and ensuring compliance with the regulatory framework of its neighbouring country. Thanks to this approach, 30 Polish employees have already been able to join the team in Germany, benefiting from support from the supervising German teams responsible for integrating these employees on the client site and overseeing all the operations.

For the client, this cross-border cooperation ensures operational continuity. In Germany, this gives Samsic a competitive

edge, all the while creating new job opportunities for Polish nationals. The success of this initiative has fostered mutual learning and understanding of the cultures of each country, paving the way for other similar collaborations within the Group.

Polish employees recruited

Samsic New Horizons: succeeding together, beyond borders

Ukrainians, Georgians, Belorussians, as well as Colombians, Cubans, and Argentinians: in Poland, Samsic welcomes temporary employees from all over the world to provide internal logistics services for its client Anpacars. The company is part of the Inter Cars group, the largest distributor of car parts in Central and Eastern Europe.

Behind this commitment lie real challenges: cultural differences, language barriers, different working environments, and difficulties in finding accommodation. These are all obstacles that need to be overcome to ensure the smooth and lasting integration of foreign employees.

In response, the Polish subsidiary has set up a programme called “Samsic New Horizons” designed to help them get settled more easily. This scheme helps them overcome language, cultural, and administrative barriers, making it easier for them to adapt to their new life. In practical terms, they benefit from mentoring, help with transport and accommodation, and a support service to help them with the formalities.

Faced with an explosion in the recruitment of Latin American employees— over 300 of whom joined the company

313

in 2024—Samsic has recruited a manager fluent in Spanish. For its part, the client selected a group of 15 people from among its existing foreign employees to train the new arrivals. This has led to a 10% improvement in the retention rate of our Latin American employees, a great success that shows the effectiveness of the programme!

The arrival of a Samsic manager at our site was crucial in supporting our Spanish-speaking employees. Her involvement, and that of Samsic Poland, has had a positive impact on team rotation, commitment, and productivity.”

Waldemar Pacześniak, Logistics Process Coordinator, Anpacars

Latin Americans hired

Samsic Santé, day-to-day partner of Vivalto Santé

Samsic Santé—the division of Samsic Facility specialised in healthcare—is involved in twelve Vivalto Santé facilities, the 3rd biggest group of private clinics in France. The subsidiary’s temporary staffing agents provide bio-cleaning services, from communal areas to the operating theatre, as well as associated services such as meal distribution, linen management, and waste collection.

In 2024, Samsic Santé, as a partner of Vivalto Santé, proposed new services to support the company in its dynamic mission. Samsic’s environmental performance calculator has been rolled out to seven facilities in the Paris region to assess the impact of cleaning services. In this way, Samsic Santé is able to communicate site by site figures relating to carbon emissions, consumption of water resources, energy, and chemical products, and the volume of waste generated. All those data can then be used to work on scenarios to reduce the environmental impact by acting on various drivers that are consistent with Vivalto Santé’s orientations.

For Vivalto Santé, being a missionbased company also means making a commitment to those who bring these services to life from day to day. Samsic Santé shares that conviction and has organised prevention minute events in six facilities in the Paris region to raise staff awareness of health, safety, and environmental issues and prevent dangerous situations or near misses.

Since its implementation, the scheme has raised awareness among 83 Samsic employees through 181 prevention minutes.

181 prevention minutes provided

Valuing people to improve healthcare moving forward

Founded in 2005 by professionals from the healthcare sector, Samsic Médical supports more than 600 healthcare facilities in their public service mission, by providing them with qualified healthcare professionals for both temporary staffing and permanent needs. In addition to ensuring good continuity of care provision, the Samsic Emploi subsidiary also stands out for its commitment to well-being, development, and professional fulfilment. Thanks to its own training organisation, the company offers its nurses opportunities to upgrade their skills through training adapted to developments in the sector, in oncology, pain management,

and in the operating theatre. In 2024, this in-house organisation provided 17,500 hours of training. It has also obtained Qualiopi certification, recognising the quality of its training programmes.

In addition to training, Samsic Médical is committed to supporting its teams in their professional development. Coaching workshops led by experts were offered to enhance skills and promote career development. At the same time, aware of the emotional challenges associated with the line of work, the company has forged a partnership with “Soutien aux Professionnels de Santé”—Support for Health Professionals—to offer caregivers

psychological support in difficult situations they may encounter.

It is a responsible approach that ensures long-term, optimised service quality for healthcare facilities.

17,500

hours of training provided

Empowering our human resources and developing our talents

Samsic looks after the working conditions, well-being, and professional development of its 130,000 employees.

923,000 hours of training*

25.15 frequency rate** 1.14 severity rate**

*excluding German- and French-speaking Switzerland

**excluding German-speaking Switzerland

People are central to the Samsic Group’s activities and constitute the key to its success. Conscious of its social responsibility, the Group is particularly committed to developing the skills of each of its employees, and to the professional integration and inclusion of people who have difficulty finding work. In parallel, the Group is taking a range of measures to ensure everyone’s health and safety, designed to fit the realities on the ground as closely as possible.

In a constantly changing world, where the needs of employees can shift as quickly as the dynamics of the job market, Samsic places professional fulfilment at the heart of its commitment. Convinced that a healthy and safe working environment is the key to everyone’s shared success, the Group takes action every day to ensure optimal conditions for all by focusing on the health and safety of its employees. Samsic adopts a proactive and informative approach, focusing on risk prevention and adapting to the specific features of each professional environment. Through awareness-raising initiatives, practical training, and new usage practices, the Group ensures that everyone can move forward with confidence in a safe environment.

Because upgrading and updating skills is essential to meet tomorrow’s challenges, Samsic invests in training programmes that are adapted and accessible to all. Professional development also involves handing down know-how, an issue that is all the more strategic given that one in six managers will be leaving the workforce over the coming years. Conscious of that transformation, the Group is taking action now to ensure the continuity of its expertise and prepare the next generation.

This commitment to career development is also part of a wider drive for inclusion and diversity. Samsic is taking a growing number of initiatives to promote access to employment for young people and the integration of people with disabilities or suffering from social exclusion. The Group relies in particular on its dedicated organisations, such as Sam’Aide and Samsic Social, which offer a suitable and safe working environment so that each person can express their potential in a caring environment.

IRO: Impacts, Risks, and Opportunities

Impacts

Well-being at work for our employees through the quality of our dialogue with labour representative bodies and our strong commitment to diversity and inclusion; Skills development.

Risks

Penalties in the event of noncompliance with our obligations relating to working conditions, social dialogue, or training.

Offering prospects for the future, promoting the development of skills, and supporting the fulfilment of talent are all priorities that guide the Group’s actions. As such, the Group has set up a programme for employees to pave the way for their internal mobility. In keeping with this approach, Samsic is committed to supporting all its employees throughout their career to enable them to develop and achieve their goals, both personally and professionally.

S1 S2

Opportunities

Attracting and retaining talented candidates through our commitment to quality of life in the workplace.

Building a more safer and healthier environment, together

What are the major health and safety challenges for Samsic Facility France?

Obviously, we must first ensure the physical and mental safety of every employee. At Samsic Facility, we operate in a wide variety of working environments, from industrial sites to offices and public spaces. Each sector has its own specific features and risks, and with that... its own opportunities for improvements. To improve risk assessment, we have been working towards the goal of launching in 2025 a digital solution to centralise and standardise the risk assessment process and propose appropriate prevention solutions. In practical terms, with just a few clicks of the mouse, a facilities director can find recommendations for their specific scope of operation, as well as data relating to their organisation, and then disseminate that information to their team. In this way, we are taking a more proactive

In July, Aurélie Decat was promoted to Occupational Health and Safety Director of Samsic Facility France, the crowning achievement of a 10-year career with the Group, which began as Regional Manager of Quality, Safety, and the Environment for Northern France. With her expertise

3 QUESTIONS TO

in project management and solid knowledge of the realities on the ground, she has constructed and rolled out an ambitious OHS policy aimed at continuous improvement of performance.

Aurélie DECAT, Occupational Health and Safety Director, Samsic Facility France

approach to risk prevention... one that is more closely aligned with the realities on the ground.

How do you intend to build on this momentum in the coming years?

To succeed, an OHS policy has to fit the realities of life on the ground and become an engrained response for everyone. As such, starting in 2024, we will conduct a thorough review of our training courses. Every sector coordinator, operations manager, or facilities manager now takes part in sessions where theory gives way to practice, with case studies, instructional risk-prevention role plays, and field trips to illustrate the practical realities of the issues addressed. In this way, we are developing a shared language centred on OHS, which can only be effective if we go about it together, with solutions adapted to local realities, while following an overall vision.

What practical steps are you taking to create these synergies?

We are actively working to bring the support departments closer to those working in the field, and to integrate OHS into the onboarding process for new recruits. We strengthen our partnerships with our in-house training centres by creating specific content tailored to the realities of our business lines, and establishing indicators to gauge the impact of those changes, e.g. number of training courses completed, rate of adoption of new practices, reduction in incidents, etc. This will let us adapt and adjust in real time. OHS must become a real performance driver for us all.

Stress, screens, musculoskeletal disorders: Samsic prevents risks

To prevent musculoskeletal disorders and psycho-social risks, Samsic has organised three interactive webinars for employees of its three business divisions in France, with the aim of improving working conditions for everyone. The objective? Promote employees’ well-being by teaching them how to manage stress

and adopt healthy habits. The 300 webinar participants now know how to combat the negative effects of overexposure to screens, the benefits of getting regular exercise, and the importance of finding a balance between physical and mental well-being.

+300

participants in the three webinars

Samsic Emploi aims for zero risks on building sites

All aboard for safety on building sites! In October, Samsic Emploi’s 40 employment agencies for the French construction sector took part in a Risk Prevention and Safety Week, in collaboration with the French Organisation for Risk Prevention in the Building and Public Works Sector and Occupational Medicine.

More than 50 client companies took part in a wide range of initiatives, including risk detection on worksites, workshops with business experts to reinforce the right responses to safety risks, and interactive quizzes to assess the knowledge of more than 250 temporary staffing agents.

This approach fostered the co-creation of tailored safety solutions, such as lay-

ing out warning posts at a building site in Brittany to prevent the risks of exposure to live wires and puncture hazards, redesigning the layout of storage areas and clearly marking out areas where different activities are being carried out in proximity to each other. In this way, the initiative helped strengthen dialogue between stakeholders, ensuring a safer, more collaborative, and more efficient working environment for all.

This first Safety Week gave us the chance to talk on-site with our temporary workers and our clients in the construction and public works sector. These meetings were invaluable in helping us identify practical actions to improve safety. The measures we have implemented show our commitment to the safety of our temporary workers and our capacity to support them.”

construction sector employment agencies involved

Sandrine Paya, Manager of the Samsic Emploi BTP agency in Rennes

Samsic Airport upgrades its Ambulifts to enhance airside safety

Every day, the temporary staffing agents of Samsic Mobility, a subsidiary of Samsic Airport, assist people with reduced mobility, from their arrival at the airport to their boarding. On the tarmac, the mixture

of vehicle and pedestrian traffic makes the approach to the aircraft particularly tricky in terms of safety. Because of their imposing size and restricted visibility, Ambulifts, i.e. the machines used to hoist

passengers with reduced mobility onto the aircraft, require extra vigilance when manoeuvring. To limit the risk of collisions in these tight spaces, Samsic Airport’s subsidiary has equipped 100% of the Ambulifts used at Paris-Charles de Gaulle airport with pedestrian detection cameras, coupled with artificial intelligence. This has improved visibility for the operator performing the manoeuvre, reducing the risk of musculoskeletal disorders from awkward movements and making things safer for everyone on the tarmac.

Three additional Ambulifts will be fitted with the same system in Nice and Toulouse in 2025.

100%

of the Ambulifts at Roissy airport are equipped with the system

Inappropriate behaviour: Samsic HR is committed to a more peaceful day-to-day

One of Samsic HR’s objectives is to ensure a more peaceful day-to-day life for its teams. A survey carried out with 350 employees by the Risk Prevention and Safety Department revealed that staff in employment agencies are confronted with inappropriate and sometimes aggressive behaviour.

Samsic HR has undertaken a dedicated campaign to reinforce its employees’ capacity to manage and overcome situations of conflict. In 2024, in Greater Paris,

Occitanie, and Provence-Alpes-Côte d’Azur regions, 180 people took the training courses organised by conflict management specialists, totalling 1,440 hours of learning.

Building on this initial success, Samsic HR plans to gradually roll out the approach to the Brittany, Loire, and Gironde regions by 2025, with coverage ultimately reaching the whole of France. It is about more than just how to react: it is about fostering a culture of prevention and con-

tributing to a peaceful atmosphere in the workplace for the benefit of the employees and the organisation as a whole.

employees attended six awareness sessions

Going beyond regulatory requirements to ensure employee safety

Every day, the Safety Risk Prevention Department at Samsic HR works with its 350 French employment agencies and their client sites to prevent risks that may arise in the day-to-day work of its 32,500 temporary staffing agents.

To get them more deeply involved in risk prevention, the department has opted for a more instructional and fun approach. They have created a life-size board game to test the participants’ knowledge of safety at work, remind them of the best practices to adopt in terms of habits and attitudes, and make them aware of their exposure to risks. A headset simulates

the effects of fatigue, alcohol, and drugs to make the participants more aware of the risks of dangerous situations on the road.

In October 2024, the initiative was recognised with an award and was voted “best animation” at the Safety Days event organised by Galliance, a company specialised in the processing, preparation, and marketing of poultry products.

This approach has been approved by the 1,500 employees who have already taken part, and who feel better protected and valued, and more heard as a result.

This interactive workshop brought the team closer together while providing an important reminder of the safety rules. It also provided an opportunity for employees from different departments to swap ideas and get to know each other; fostering a shared culture of risk prevention.”

Célia

Milin, HR Project Manager, Galliance

+1,500

Samsic Indoors and Samsic Emploi employees have taken part

In Poland, a new lease of life for the development and well-being of employees

employees trained in 2024

Convinced that a company’s growth depends above all on that of its employees, Samsic supports the development of their talents to consolidate their expertise and prepare them for future challenges.

In Poland, Samsic Facility is taking a new step by accelerating the roll-out of

the “Samsic Academy”, a skills development programme combining training in professional know-how and building on interpersonal skills. From emotional intelligence to cleaning techniques, along with communication, teamwork, and managing a commercial relationship,

more than 700 employees attended the 56 training sessions organised this year.

Building on this success, the Academy is now launching its own digital platform. Open to all employees of the Polish subsidiary, it gives them free access to a vast library of training modules, available anytime, anywhere. This is an advance that transforms learning into a more fluid, flexible, and interactive experience, incorporating new aspects: modules dedicated to well-being, such as stress management, occupational health and safety, as well as topical content, such as data security and environmental protection.

Another step towards a future where everyone can grow and flourish!

Apprenticeships and training to meet the specific needs of the job market

Tourism is a sector with a high demand for staff, and recruiting seasonal workers is a challenge in some regions. Particularly so in Saint-Palais in the Pyrenees-Atlantic region of France, where the clients of the local Samsic Emploi agency severely need to recruit people to supervise outdoor activities during the summer period.

In 2024, teams from the Basque employment agency canvassed campsites, holiday centres, town halls, and local authorities to identify the various needs.

To meet those needs, Samsic prioritised apprenticeship contracts, an effective way of training employees in the specific requirements of the sector and ensuring better adaptation to the realities on the ground.

In this way, Samsic Emploi is promoting the professional integration of young people by offering them training tailored to local needs. In just three years, this programme has enabled 30 apprentices to develop their skills and enter the job market.

apprentices trained with the Saint-Palais employment agency

We need people who are operational, versatile, and trained in what is needed on the ground. The Samsic Emploi apprenticeship programme has been a real performance driver for us. Samsic Emploi connects us with candidates who are ready for action, trained in what is needed in our sector, and capable of meeting our specific requirements.”

Jérôme Fraty, Manager of the Arteka Leisure Centre

Eight new Samsic graduates at Rennes School of Business

“The Samsic Group’s greatest asset is the people who make up our team,” says Thierry Geffroy, President and CEO of the Group. In 2015, based on that conviction, the Group launched the “Profit Centre

2 QUESTIONS TO

Manager” training course in partnership with Rennes School of Business.

The 10-month training programme offers employees 248 hours of continuous training, giving them the opportunity to devel-

op their skills through modules in team management, finance, human resources, managing the relationship with the client, and negotiation. On 18 September, eight new Samsic employees received their diplomas, recognised as level VI on the French National Registry of Vocational Diplomas. Ludovic Le Gall, Director of Group Human Resources, lauded the graduates’ commitment throughout the course and the lasting benefits of this programme for the company. Since the partnership began, 67 trainees have graduated, and 88% of them remain with the Group to this day.

learners have graduated since the beginning of the partnership

Sylvain KJAN, a recent graduate and Regional Operations Director for Auvergne–Rhône-Alpes, Samsic Facility

How has the "Profit Centre Manager" training course contributed to your professional development?

As a Regional Operations Director, I wanted to get proficient with tools and methods for optimising performance, keeping the teams motivated, and meeting the client’s needs while staying on track to achieve socio-economic objectives. This course has given me the chance to bolster my technical, managerial, and interpersonal skills, so that I am now better prepared to make more informed decisions and provide better support to my teams. The fact that it was designed specifically for Samsic and was multidisciplinary meant that what I learned could be applied directly to my day-to-day work, maximising its impact. I would like to thank my managers and Samsic for letting me do it!

What did your tutored project consist of and what added value did the Rennes School of Business provide in terms of support?

My project focused on increasing our retention of sector coordinators. The sector coordinator is like the conductor of an orchestra, ensuring that cleaning services run smoothly by supervising a team of agents across a whole portfolio of client sites. As we are seeing a high turnover rate among sector coordinators, I looked closely into what was causing this situation and took practical measures to bolster the engagement and retention of sector coordinators.

In 2024, I was able to adapt the jobs according to each person’s experience and background. As a result, we are now in a position to offer support, skills development, and responsibilities that are more in line with the different employee profiles, while

ensuring fair and balanced working conditions. As part of that drive, I have also redesigned our approach to recruitment, targeting candidates who fit with our employer brand and are looking to advance their careers, so that we can offer our sector coordinators real career prospects within the Group. I also worked on their integration, with a more gradual build-up of their client portfolios, which have been redesigned to ensure greater geographical and organisational consistency, making it easier to take over a new position more seamlessly.

The training programme developed with the Rennes School of Business gave me the tools and a structured methodology to clearly identify the issues, prioritise actions, and transform my ideas into applicable solutions.

Change, evolve, succeed: internal mobility at Samsic

This new role is a major turning point in my career.”

“Harness your talents” is the name of the internal mobility programme aimed at all Samsic Group employees wishing to give their career new momentum: whether by changing job, taking on more responsibilities, moving to a new region... An internal mobility web page lets them see all the career opportunities within the Group and makes it easy for them to apply for jobs.

The 700 applications registered on the platform in 2024 bear witness to a widespread desire to advance within the Samsic Group.

3 QUESTIONS TO Pierre MARCHAND, Regional Sales Director for Eastern France at Samsic Facility

What has your career path been like at Samsic?

I joined Samsic Facility in 2016, as a contract manager for cleaning facilities in the Alsace region. I was in charge of growing the business and managing multi-site requests for proposals. In February 2024, I became Facility Regional Sales Director for Eastern France, and today I manage a team of seven sales representatives. Part of my role is to support their skills development and reinforce our sales strategy.

Why did you want to take on new responsibilities?

After several years in the field, I wanted to take on more strategic challenges, broaden the scope of my work, and have a direct impact on the company’s performance. This job allows me to work on a variety of challenges, such as security, recep-

tion, and facility management. On a personal level, it was also an opportunity to develop my management and leadership skills.

What are your main objectives in your new role?

I want to help each member of my team develop their skills and achieve our sales targets. We are also keen to strengthen Samsic’s reputation in the region, while incorporating more innovations to meet our customers’ challenges. It’s an ambitious project—a real motivation driver. My past achievements have been tied solely to my own performance, but now my objective is for the whole team to succeed!

+700 internal candidates in France in 2024

At Sellick Partnership, there’s no pause for women’s careers

In the UK, one in ten women leaves her job because of menopausal symptoms, a reality that can no longer be ignored. At Sellick Partnership—Samsic HR’s UK subsidiary where women make up 69% of the workforce—the commitment is clear: to prevent discrimination and create a more inclusive environment where every female employee feels heard and supported at every stage of her career and every stage of life.

In 2024, the company joined forces with Henpicked, a pioneering organisation

that helps businesses deal with menopause issues, and is hoping to obtain a “Menopause Friendly” certification by adopting a dedicated policy. Through this initiative, the company is committed to raising awareness of this issue among all its managers, guiding them towards listening to individual needs and making specific adjustments. It also involves a whole project team who are responsible for helping employees adopt best practices, adjusting working hours and workloads, and setting up dedicated rest areas.

The objective? Get past taboos and change mindsets... And this drive is starting to get somewhere! Sellick Partnership is ranked among the top ten companies voted a “Great Place to Work®” for promoting women’s well-being. This shows a genuine commitment to inclusion and well-being in the workplace.

Unlocking everyone’s potential by breaking down language barriers, an ambition shared by Samsic and Crédit Agricole

For many years, Samsic has made the fight against illiteracy and language barriers one of its key commitments. An initiative designed to help our cleaning teams improve their French, made possible by the attentiveness and management of our operational managers and the support of our clients.

In 2024, 21 volunteer employees working for Crédit Agricole took either the MCCP—Mastery of Key Cleaning Skills— or Cléa training course, which ensures that they learn French, arithmetic, as well as essential knowledge to establish an educational foundation and core professional skills that we all need.

Altogether, each cleaning employee undergoes 150 hours of training through this vocational training scheme, which has been rolled out in partnership with Accentonic.

Some Crédit Agricole employees volunteer as tutors and provide support to prevent Samsic employees from dropping out and to encourage them in their learning. These courses enable the learners to overcome often invisible but highly limiting barriers, with a direct impact on self-esteem and independence.

The whole programme is supervised and coordinated by Samsic’s in-house training institute for service companies, IFES, which over the past decade has already helped more than 650 of its cleaning agents in France to learn how to read and write.

This approach leads to improved service quality for the clients, while shoring up a sense of belonging and solidarity within the teams. 50 new graduates in France in 2024 +650

employees have graduated in France since 2014

Since the start of the programme, 400 of our employees have mentored almost 200 cleaners. Working with Samsic to promote social inclusion and cohesion is a highly virtuous partnership approach involving many different parties, including our respective employees. This approach forges bonds between people from very different backgrounds, who usually see each other in day-today life but do not speak to each other. It adds a great deal of humanity.”

Catherine Langlois, Head of Corporate Communications and Philanthropy, Crédit

Agricole S.A.

Training, integrating, transforming lives: in Spain, Samsic assists people who have difficulty finding work

In Spain, Samsic Facility has been working with the Integra Foundation since 2016 to promote the professional integration of people in situations of social exclusion or disability. This private foundation, which has links with more than 450 entities, NGOs, and social institutions, plays a major role as a go-between.

Through this partnership, Samsic is promoting diversity, inclusion, and the recruitment of vulnerable groups such as former drug addicts, prisoners, homeless people, young people living on the fringes of society, and women who are victims of violence. In 2024, 92 people who had been excluded from the labour market were recruited by Samsic, bringing to 450 the number of new recruits since the beginning of the partnership.

In this way, the Spanish subsidiary has succeeded in combining economic efficiency with social commitment, while enhancing the appreciation of humanity. The company’s employees are them-

selves involved in the process, organising regular training and coaching workshops. The aim is to enhance the employability of the candidates and pave the way for their re-entry into the world of work, creating an environment of mutual support and transmission of know-how. In May, 11 people supported by the foundation took part in a unique training course on cleanliness and the prevention of occupational risks, given by Samsic experts.

The lives of hundreds of people have been transformed as a result. Mario Fuentes, recruited through this scheme, is now a collection manager at Samsic and—in turn—lends his support to other candidates, embodying the values of resilience and solidarity promoted by the company.

92

excluded people recruited in 2024

Back then, I was working parttime and looking for a job to improve my professional situation, but my physical disability made it difficult to find a job. Thanks to the Foundation’s support, I landed an interview at Samsic, an opportunity that enabled me to join the company, and for which I am deeply grateful.”

Mario Fuentes, Collection Manager, Samsic Facility Spain

Helping protect our environment

Samsic is taking measures to reduce its environmental impact and help its clients achieve their own transition objectives.

The Group's Greenhouse gas emissions in 2024

64.6

tCO2e / million € of turnover

↘ down 1.00% from 2023

239,233

tCO2e emissions

↗ up 5.60% from 2023

Samsic Group’s ambitious Low Carbon Trajectory

The Samsic Group has prioritised its commitment to the climate, targeting a 26% reduction in greenhouse gas emissions by 2030. In 2024, priority was given to approving an action plan to give momentum to a collective and engaging effort to root the Group’s environmental transition in the long term.

Conscious of the challenges posed by climate change, and keen to become more deeply rooted in a virtuous approach, the Samsic Group has brought in specialists from consultancy firm Carbone 4 to draw up its transition plan. That partnership will put Samsic in a position to set ambitious targets in line with scientific data and the Paris Agreement, while paving the way for practical solutions to reduce the Group’s carbon footprint. At the core of this approach, a painstaking analysis of internal practices and partnerships was carried out in order to accurately gauge our carbon footprint based on reliable data.

Mobility—one of the Group’s most impactful levers in terms of greenhouse gas emissions—is central to its priority actions.

No small challenge, but the Group is committed to achieving it by coming up with alternative solutions to limit the impact of its employees’ travel. Among the key measures to make that happen, Samsic is installing charging points for electric vehicles, renewing the vehicle fleet, and rolling out car-pooling and non-polluting mobility solutions.

But the challenges go beyond transport. Procurement of products and services is another important area where Samsic must take action. As such, the Group is working with its suppliers to thoroughly review the carbon footprint of its supply chain, seeking to reduce the impact of consumables, chemicals, equipment, and services used from day to day. Several

analyses are underway to select products with the lowest environmental impact, with the aim of fostering eco-responsible services. With this in mind, the issue of packaging and the associated waste materials has become key to discussions between Samsic and its partners. The Group urges its suppliers to contribute to a better understanding of their impact on its value chain, in a spirit of transparency and shared responsibility.

Samsic aims not only to reduce its own impact, but also to pave the way for more responsible management of its resources and greater respect for the environment, while taking care to maintain a momentum of progress and innovation.

Mobility Waste

Procurement

IRO: Impacts, Risks, and Opportunities

Impacts

Conserving

Risks

Opportunities

Reducing

Studying habits to find new ways of thinking about mobility

Travel by Samsic employees accounts for 56% of the Group’s carbon footprint. And so, the Group decided to conduct a mobility survey in all 27 countries where it operates, in order to analyse the commuting of its operational and functional staff between work and home. Objective: promote alternatives to travelling by private car, taking into account social realities and the needs of our employees.

The employees were asked to provide details about the modes of transport they use and their commuting habits. This is a subject at the heart of the employees’ concerns, as shown by the 15,000 respondents who answered the survey, which revealed their reservations and put a precise figure on the carbon impact of commuter travel, which

accounts for 83% of all travel. This invaluable information will put Samsic in a position to draw up mobility plans tailored to local circumstances, with trial phases planned from 2025 on car-pooling and cycling.

15,000 respondents took the mobility survey

Samsic works with the French Federation of Cleaning Companies to better assess the carbon impact of travel

At Samsic Facility, commuting by operational staff accounts for 51% of the company’s greenhouse gas emissions.

To better quantify the impact of all that travel, Samsic worked in close collaboration with the French Federation of Cleaning Companies and Ekodev—a consultancy firm specialised in climate strategy—to make a climate impact calculator. The objective: to standardise the methods used to quantify the commuter travel of cleaning staff.

To illustrate the day-to-day reality of working life for these operational staff, Samsic sat on technical committees highlighting the complexity of its staff’s travel for work, often requiring them to commute to several different sites.

As well as reducing the carbon footprint, the project is designed to improve travel management by optimising journeys and offering a range of alternative modes of transport to the private car.

Regularly involved in the development of the cleaning sector, the Samsic Group has established itself as a driving force in assessing carbon impact and is now sharing its expertise and experience. That feedback has enabled us to establish a reliable database of cleaning staff shifts, which is proving invaluable for the whole sector.”

Véronique Vansteene, Project Manager, French Federation of Cleaning Companies

In Belgium, partnerships centred on sustainability

As it strives to achieve excellence and make a positive impact, Multi Masters Group has been awarded the Best CSR Performance 2024 prize for its commitment to sustainably transforming its value chain.

Samsic Facility’s Belgian subsidiary has a special partnership with Boma, a major supplier of cleaning products and equipment. “Our two companies share an ambitious vision of a sustainable future through Boma’s ‘OneZero’ initiative and Samsic’s ‘Planet 2030’ programme, both of which include commitments to reduce our environmental impact”, pointed out Rob Vleugels, head of general services at the Belgian subsidiary. The introduction of the Boma Eco-score—a rating system for the environmental impact of products from A+ to E—has enabled Multi Masters Group to take a more environmentally-friendly path. “The Eco-Dashboard lets us go even further in measuring the impact of our purchases by integrating data on the proportion of eco-certified products and the use of recycled materials”, he added. In 2024, 35% of the products and 64% of the equipment purchased from Boma were among the best in their category.

2 QUESTIONS TO Gert BRESSELEERS, CEO of Boma Group

What are the main objectives of the partnership between Boma and Multi Masters Group?

Our priority is to reduce the ecological impact of Multi Masters Group’s services by introducing more environmentally-friendly cleaning products. In 2024, we adopted eco-designed, ultra-concentrated cleaning products made from natural ingredients and probiotics, which have already reduced our carbon emissions by 45%, and we have started using bin bags made from recycled materials.

At the same time, we are joining forces to optimise Multi Masters Group’s processes, in an effort to combine operational and environmental performance. For example, the roll-out of the I-Mop, an innovative floor cleaning system, reduced water consumption by 778,500 litres in 2024.

Can you describe the key stages of this progress plan?

Following this initial phase, there are three strategic stages planned for 2025. Firstly, from January onwards, we will be streamlining our logistics by consolidating external orders to reduce transport by 10%. Secondly, by late 2025, we will reduce our use of products that receive an Ecoscore of E by 70% and increase the proportion of eco-labelled cleaning products. Lastly, we are converting our operations to digital format by training all operational staff to use our “Boma in the Pocket” mobile app and exploring human/robot collaboration, or “cobotics”, to design innovative and sustainable cleaning solutions.

45% reduction in carbon emissions linked to cleaning products

Samsic Facility preserves water resources at Cité Marine

30% water savings by cleaning with defragmented water

In the agri-food industry, water is an essential resource for cleaning operations. Samsic Facility works day-by-day with many clients in the agri-food industry, bringing to bear the skills of its Agro specialists to support the reduction in water consumption during cleaning services.

To avoid any water wastage while maintaining the impeccable hygiene of the facilities, the company carries out on-site campaigns with its agents to encourage them to adopt the right habits: use medium pressure rather than low pressure, use the appropriate nozzles to regulate the flow, repair a pipe in the event of a leak, and close the water inlet valve when the service is finished. To go even further, the company has rolled out a new solution at its client facility Cité Marine, the

leading French seafood company: cleaning with defragmented water. This patented process substitutes compressed air for some of the water used in cleaning, reducing water consumption by up to 30%! The environmental impact of heating the water is also reduced, as is that of treating the wastewater, which contains fewer chemicals.

In this way, Samsic Facility is contributing to the streamlined management of water resources, which is one of the major challenges posed by global warming. The aim is to roll this out to all clients by 2025.

Reducing carbon emissions at airports, a goal shared by ADP Group, ADEME, and Samsic Airport

The Aéroports de Paris group, a client of our subsidiary Samsic Airport, is committed to the “ACT pas à pas” decarbonisation programme, with the support of ADEME. As such, all of Samsic Airport’s business lines have been put into action to help implement a strategy to reduce carbon emissions, both individually and for the airport as a whole, just like the Samsic Group has been committed to a low-carbon trajectory since 2023.

Following a maturity analysis and the identification of climate risks and opportunities, Samsic Airport’s three enti-

ties have jointly implemented a strategy aimed at drawing up a roadmap to reduce the carbon emissions from their activities. Practical actions have been set out for the 2030 and 2050 time frames, such as using alternative energy sources and conserving natural resources.

Samsic Airport has accelerated the transition of its vehicle fleet to electricity and biofuels: the number of low-carbon vehicles had tripled by 2024. At the same time, a car-pooling scheme has been set up for the 3,732 Samsic employees who work every day at the two airports.

In terms of biodiversity, rainwater is now used in the course of Safesquare’s sniffer-dog activities.

Among the challenges to come: a bicycle mobility plan, a circular model for operating equipment, and optimisation of waste sorting. While reducing our environmental impact, these approaches also contribute to the well-being of our employees and encourage their involvement in a collective effort for the good of the environment.

Samsic Airport is in action to clean up the river Var!

Every year, the Samsic Group takes part in World Clean Up Day, the 7th edition of which was held in September. Employees from Samsic APMR and Safesquare— two Samsic Airport subsidiaries—took part in a campaign to clean up the banks of the river Var. Supported by the community-based organisation Initiatives Océanes, the campaign led to the collection of 1,680 kg of waste, such as scrap

metal, cigarette butts, plastic, cables, tyres, etc. and helped to preserve a vulnerable site and the adjacent ecosystems.

More broadly and by taking action at the local level, the Samsic Group picked up almost three metric tons of waste during the Clean Up Days, an event held in several countries, including Luxembourg, Ireland, the United Kingdom, and Qatar.

By raising employees’ awareness of the impact of waste on water and land environments, this event offers an opportunity to take action for the environment, strengthen our team spirit, and foster a sense of pride and belonging.

1,680

kg of waste collected

Samsic Facility and SNCF: breathing new life into waste materials!

In

Samsic Facility and its specialist subsidiary GDA Environnement are working to improve waste management and recovery. GDA Environnement has been working since 2021 to set up a sorting centre on the site of its client, SNCF. The subsidiary carried out an operation at the railway company’s head office in November to bolster those efforts.

The aim is to set up stands and organise quizzes to raise awareness among the company’s 8,000 employees of the importance of these actions for the environment, and to inform them about what happens to waste after it has been thrown away.

Luxembourg, Samsic Facility

of a 9-hectare former industrial

Samsic Facility’s Luxembourg teams have been entrusted with the task of managing the disposal and recovery of industrial and deconstruction waste from a 9-hectare former industrial site.

The current industrial wasteland will be completely cleaned up and redeveloped

12.3 metric tons of waste processed

is

managing the

site

in order to accommodate an eco-neighbourhood by 2033, which will make the area more attractive.

To carry out this project, which involves processing more than 12.3 metric tonnes of waste, Samsic Facility has set up a dedicated team, including experts in site management as well as health, safety, and the environment.

Together, they are cleaning up the areas concerned, sorting the industrial and de-

Over the course of the year, 38 metric tons of waste, i.e. 52% of the total collected, were upcycled thanks to the selective sorting carried out by employees, exceeding expectations. The figures speak for themselves: over 16 metric tons of cardboard were transformed into rolls of paper, 1,700 plastic bottles were put back into circulation, and 600 kg of metal cans were recovered—the equivalent of a bicycle frame.

+52% of waste upcycled

decontamination

construction waste, and disposing of it in strict compliance with environmental regulations, in particular the European Waste Code.

Following surprise audits carried out by an independent third-party organisation, Samsic obtained the best score of all the service providers working on the site in terms of using personal protective equipment, the methodology employed, as well as the quality of supervision and reporting.

Samsic HR stands out in Italy at the international sustainable development challenge

Samsic HR’s Italian employees love a challenge! Six teams took part in the International Sustainable Development Challenge. The month-long competition, organised by the French Chamber of Commerce in Italy, included quizzes and sporting events, such as walking and running. Beyond the sporting aspect, these activities encourage the adoption of more sustainable lifestyles and have made it possible to support the Solar Impulse Foundation, which promotes ecological and cost-effective solutions to environmental

challenges. Samsic came third in the national rankings!

In all, the event brought together 2,736 participants in Italy who covered 1,039,795 kilometres, thereby avoiding emissions of 42,527 kg of CO₂e.

place for Samsic HR

Developing a andsupportivesustainable society

Together with its employees, the Group is committed to supporting and expanding on civic initiatives and community-based projects.

2,705 partnerships with local organisations

25,494 trees planted

At the heart of well-being and life, the ambition of the Christian Roulleau fund

Created in 2024, the Christian Roulleau Endowment Fund, supported by the Samsic Group and bearing the name of its founder, places the well-being and protection of life at the heart of its work. By combining three areas of activity education & inclusion, healthcare & research, and conservation of biodiversity centred on set programmes, the Christian Roulleau endowment fund pursues a vision of a world where everyone, today and tomorrow, can flourish in an environment that is fair, healthy, and in harmony with nature. Employees of the subsidiaries of the For-bzh family holding company, including the Samsic Group, are invited to become true ambassadors, strengthening the Group’s roots in local communities. An engaging dynamic, reflecting the desire to create a virtuous circle in which companies, employees, and community-based organisations join forces to meet current and future challenges.

Each project supported by the Christian Roulleau fund is first evaluated by the selection committee, which meets three times a year. The Christian Roulleau fund’s programmes are developed through three possible levels of commitment: the “Major Commitments” enabling long-term action, the “Regional Projects” carried out each year by the subsidiaries’ employees and, more broadly, with players committed to working alongside the fund, and the Christian Roulleau “Élan du cœur” Prize.

In 2024, a number of key projects were launched with the support of community-based organisation “Ma Chance Moi Aussi”, aimed at helping the most vulnerable children in priority neighbourhoods. And to continue supporting medical

research into neurological diseases initiated by Christian Roulleau and Roland Beaumanoir with the creation of an organisation called Bretagne Atlantique Ambition. On the environmental front, the contribution to biodiversity protection has been strengthened through participation in the “Caring For Forests” reforestation programme. Ambitions for 2025 and beyond are already taking shape, with the aim of developing the influence of the Christian Roulleau endowment fund to increase support for beneficiaries and the impact of the actions undertaken.

IRO: Impacts, Risks, and Opportunities

Impacts

Contributing to the preservation of biodiversity and ecosystems; Contributing to local economic growth and cultural development through our support for communitybased organisations.

“We are committed to taking practical measures to promote well-being and life, as closely as possible to the communities where we operate and beyond, while getting our employees and partners involved to support education and the protection of health and biodiversity.”

Christian Roulleau, Chairman of the Endowment Fund and founder of the Samsic Group

Ten years of commitment to medical research

The organisation Bretagne Atlantique Ambition was created to support medical research, particularly in the field of brain diseases. This philanthropic project has been run for ten years by four leading entrepreneurs from the Brittany region, including Christian Roulleau, founder of the Samsic Group.

Last June, the Group brought together its 80 patrons for an annual evening event to review the progress of the research, present the new projects supported by

the fund, and attract new patrons. The programme has already invested a total of €4 million to support some 80 projects.

By funding the research carried out by the INCR—the Institute of Neurosciences at the Rennes Clinics—Bretagne Atlantique Ambition is supporting the work of researchers while encouraging the creation of centres of excellence in the region. “Financing clearly identified projects, advancing research into causes that affect us all, working in Brittany for centres of ex-

cellence with an international reputation... these are all noble causes that Samsic has been eager to embrace”, emphasised Christian Roulleau.

€4M in support of medical research

In Rennes, Samsic supports young children and promotes equal opportunities

Convinced that regional development also depends on support for the most vulnerable, Samsic is reaffirming its commitment to inclusion and equal opportunities by supporting the “Ma Chance Moi Aussi” charitable organisation and the opening of its first Rennes establishment in Maurepas, a district where social inequalities are palpable. Through this commitment, the organisation has already supported 500 young children across France, offering them a structured and caring environment in which to build their future.

In practical terms, the “Ma Chance Moi Aussi” organisation provides day-to-day support for children from the age of six to help them acquire basic academic skills, develop life skills and learn about culture, the arts, and citizenship. The children get the benefit of two hours of after-school care, sports and cultural activities on Wednesdays, and during part of the school holidays, and long-term support up to the age of 16.

Last November, at a meeting with the children, the teaching staff and the com-

mittee of local ambassadors, Christian Roulleau, Founder of the Samsic Group, expressed the wish that more children could be supported by the Ma Chance Moi Aussi organisation in Rennes and invited other companies to join the network of sponsors.

500

children have been supported by the “Ma Chance Moi Aussi” charitable organisation

In

Spain and Portugal, 17,554 new trees through the Caring For Forests programme!

Samsic is committed to restoring forest ecosystems, which play a vital role in combating climate change and protecting biodiversity, as well as our health. To that end, the Group has set up a programme called “Caring For Forests”. In 2022, Samsic financed the planting of 7,950 trees on the Château de Bienassis estate in Brittany, to restore a forest ravaged by bark beetles.

This year, 17,554 trees took root on land in need of restoration—in Belorado, Spain, an area affected by wildfires, and in Santa Clara, Portugal, a woodland weakened by overexploitation. Samsic is planning future plantations in Belgium in 2025, then across various European countries to reach the target of 100,000 trees by 2027.

25,494 trees planted since 2022

3,822

tCO2e avoided

76,463 animal shelters created

Samsic Emploi committed to reintegrating young people who have dropped

out of school

Reaching out to young people who have dropped out of school or have no qualifications is the purpose of the “École de la Deuxième Chance” organisation. Gilles Cavallari, CEO of Samsic Emploi, assists the organisation, helping learners to develop their training, social and professional integration plans, offering refresher courses in basic skills and facilitating access to work placements. Himself from an underprivileged neighbourhood, he spoke at the Val d’Oise “École de la Deuxième Chance” organisation to talk about his own experience and to teach young people the values of perseverance and independence.

“You mustn’t let yourself be discouraged by a difficult environment, (...) luck and success are earned, and working requires effort, self-sacrifice, and endurance,” explained Gilles Cavallari.

That conviction quickly spread throughout the company. For example, the Samsic Emploi employment agency in Roissy-en-France, which specialises in recruitment for the airport sector, organised workshops with 50 young people to prepare them for what will be expected of them in the professional world and the jobs it recruits for. On the agenda: help writing CVs, careers advice, mock interviews, and presentations on airport

jobs. Samsic Emploi plans to extend the initiative to enable young people from all over France to take the first decisive step towards a promising professional future.

50 young people supported

Inclusion in the workplace: a game to understand and integrate people with disabilities

In Poland, Samsic Facility was honoured by the Responsible Business Forum—the largest NGO in that country responsible for promoting sustainable business practices within companies—for its exceptional commitment to social inclusion.

In association with the Ajkum Foundation, the Polish subsidiary has developed “Let’s get together at work”, a game in which participants observe and expe-

rience the difficulties faced by disabled people in getting and holding down a job. It offers an effective and informative way to raise employers’ awareness of the need to integrate people with disabilities into the world of work, and for boosting the training provided by companies that have made the necessary adaptations. The first players were unanimous in their support: 100% of the interviewed partic-

ipants said that the game had changed how they see the professional challenges faced by people with disabilities.

The Ajkum Foundation, whose mission is to combat discrimination and inequality, was founded in 2018 at the instigation of Agnieszka Stefanowska, CEO of Samsic Facility in Poland.

“A litre for a litre”, the Belgian commitment to promoting access to drinking water

778,500

litres of water saved

In many developing countries, where contaminated water is one of the main causes of illness, killing 1,300 people a day,

access to clean drinking water remains a daily challenge. Conscious of this, Multi Masters Group renewed its commitment

in 2024 by relying on the innovative cleaning solutions of BOMA, its long-standing partner. The 173 i-Mops being used at Samsic Facility’s Belgian subsidiary saved 778,500 litres of water over the year.

Thanks to the Made Blue Foundation and its “a litre for a litre” principle, that volume of water has been redistributed in the form of drinking water to local populations in need of it, in particular to families and schools in Senegal and Côte d’Ivoire. It is a commitment that perfectly illustrates how efficiency, innovation, and solidarity can be combined to make a tangible impact.

In Luxembourg, Samsic Facility takes action for the Red Cross

To improve the equipment of the reception centres run by the Luxembourg Red Cross and the conditions of those hosted there, Samsic Facility’s local subsidiary took part in organising a collection of IT equipment and furniture, in partnership with banking establishments.

Monitors, laptops, keyboards, headsets, cabling and connectors, chargers, mice, as well as lockers, desks, cupboards, pedestals, tables and benches—more than 200 items of IT equipment and furniture—have been given a new lease of life. This approach helps to conserve

resources in a circular economy, while providing useful support to a leading humanitarian organisation. Congratulations on this great initiative!

+200 items of IT equipment and furniture collected

Samsic takes action to help women with cancer

metres of hair harvested

To support women suffering from cancer, Samsic has launched a nationwide campaign to donate locks of hair, organised in conjunction with the Fake Hair Don’t Care association and the Tous de Mèche collective. The aim was to contribute to the production of natural wigs, whose retail price of between €3,000 and €5,000 is out of reach for many chemotherapy patients. At Samsic, 67 donors have contributed to this initiative, collecting a total of 292 metres of hair between May and October.

From the tatami to the company, Romane Dicko, an inspiring role model for the Samsic team

Romane Dicko shone on the tatami at the Paris Games last summer! The young judoka, who benefits from the pact of the French Sports Foundation, was sponsored by Benjamin Bernable, head of the Samsic Group’s work-linked training department, and Thomas Louis, employment agency manager at Samsic Emploi. Romane won bronze in the individual event and gold in the team event. “She

gave us some unforgettable moments,” says Benjamin Bernable, praising her ability to “bounce back with incredible strength from difficult moments to go for gold as a team the very next day”. These victories are the fruit of her talent, her commitment, and the Group’s support.

In all, Samsic has supported ten athletes in their sports preparation, promoting encounters, sharing, and learning. This

Beehives to pollinate gardens at the head office

Bees and pollinating insects are essential to the reproduction of many plants and to their capacity to produce fruit. 90% of flowering plant species and 75% of the world’s food crops depend on pollinating insects. In response to the decline in the numbers of such insects, the Samsic Group decided to host two beehives and an insect hotel in October 2022, which have been installed in the gardens of its head office in Cesson-Sévigné, Ille-etVilaine.

sponsorship initiative provided an opportunity to promote the values of stretching one’s limits, togetherness, and resilience. Meetings and discussions were organised in support of this sponsorship, creating an inspiring energy for the Group’s 130,000 employees.

This year, Samsic harvested 37.5 kg of honey during sustainable weeks. A workshop organised by our expert Beecity enabled several staff members at the head office to learn more about the honey extraction process and the importance of bees in preserving ecosystems. of honey harvested in October 2024

37.5 kg

Samsic - SAS

Headquarters: 6 rue de Châtillon • 35510 Cesson-Sévigné

SIRET: 40322779600048

PUBLISHING DIRECTOR

Stéphanie Delamarre – Samsic

ARTISTIC DIRECTION

Wissam Mazraani – Sidièse

WRITING

Sophie Sanchez – Sidièse

DESIGN

Agence Sidièse

ICONOGRAPHY

Adobe Stock, Istock, Groupe Samsic