Our HR policy

Sessùn has 300 creative employees, all of whom are passionate about their trade and driven by a desire to see the company grow in a warm, collaborative and innovative environment.

Our hope is that everyone who works for us thrives, feels happy and has a sense of belonging at Sessùn. It is also important to us that everyone is given the space to show initiative, to own the projects they develop and identify any new undertakings they would like to launch.

The strength of the collective is also central to fostering a spirit of initiative, with everyone fully invested in advancing the common project. We have a large team, and dialogue, confidence and consideration for others are key to our relationships.

Together, we thrive on a collective desire to do our work to the best of our ability and to help the company grow, by prioritizing human relations.

Our HR policy revolves around four major key areas:

working conditions

On a day-to-day basis, we do our utmost to ensure a harmonious work/life balance for all our employees. We offer our employees comfortable, ergonomic workspaces, as well as digital tools adapted to our trades that encourage communication.

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team recruitment and induction

Identifying and training new talent is a fundamental part of our human resources policy. Personalized integration programs are designed to enable each new talent to discover our different work environments (head office, boutiques), our trades, our processes and our teams.

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staff development

With the aim of offering guidance and helping our employees along their professional journey, we offer each year a range of training courses tailored to the needs of each individual, enabling them to develop and enhance their employability. Wherever possible, we encourage professional and geographical mobility.

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group motivation

Living together also means communicating in a fully transparent, warm and friendly manner. Once a month, we organise a meeting around the theme of “Living Together” at head office, where everyone is invited to ask questions and put forward initiatives. It is an opportunity to listen, share, hold conversations and have fun. Twice a year we meet up with the teams who work in our stores for a Retail Meeting. Getting together (and getting back together!), training and project launch presentations are the primary focus.

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introducing our teams

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egapro index

The Egapro index is used to calculate workplace gender equality index scores. This is mandatory for all companies with more than 50 employees.

Our overall score for 2023 was 99/100.

Gender pay gap indicator: 39/40, with pay gap in women’s favour.

Gender pay increase gap indicator: 35/35, with pay increase gap in women’s favour.

Indicator of percentage of female employees receiving a raise in the year following their return from maternity leave: 0/15 - No return from maternity leave.

Indicator of the number of employees of the under-represented sex among the ten highest earners: 10/10 with an over-representation of women.