Join us !

"To join SOCOMORE is to become part of an international group that places people and sustainable development at the heart of its development strategy. The SOCOWAY approach reflects Socomore's strategic ambitions, which include commitment, diversity and the personal and professional fulfillment of our employees.

We are very concerned about the quality of life at work. This is measured every 6 weeks, for all teams worldwide, regardless of their location or working language.

SOCOMORE Group is very dynamic within its ecosystem, and has developed and structured itself over the years. Historically, SOCOMORE has been very agile, focusing on innovative technologies, external growth and numerous partnerships. This dynamic, along with the environmental challenges we all face, generates many opportunities to develop the skills of our teams, which we are eager to support. It also opens up a wide range of career opportunities for everyone, particularly in the fields of chemistry, sustainable development, sales/international development, supply chain, industrial management, digital technology, etc.

For many years now, we have been promoting civic involvement by financing employees' projects. It's an action that embodies our desire to make a positive impact on our environment together.

We also implement numerous initiatives designed to take account of ecological and societal concerns, as well as the aspirations of our employees. For example: car pooling, home-office (for the past 20 years), access to the company's capital, co-development, access to company-funded day-care centers.

We're looking for people who are ready to share this spirit, and join us to face tomorrow's challenges... today!"

Aurore Paul - Group HR Director

French law created the Gender Equality Pay Index.

The gender pay equality index is the sum of the scores obtained on 4 indicators, calculated each year. The minimum score is 75 points/100. SOCOMORE SASU's 2022 equal pay index for women and men is 81 points/100.

Scores by indicator:

• the gender pay gap: 29 points obtained out of 40;
• the difference in the distribution of individual increases: 35 points obtained out of 35;
• the number of employees increased on their return from maternity leave: indicator not measurable for 2023;
• the number of people of the under-represented sex among the 10 highest earners: 5 points obtained out of 10.

It is important to note that an analysis of salary differentials shows that, at equal job levels, average salaries are the same (absence of salary discrimination). However, the results are relative to the size of the company (1 particular case represents 0.6% of the workforce). In 2023, the company has launched an action plan aimed at reducing any cognitive bias, promoting diversity and internal equity. Particular attention is paid to selection processes and career development support. The results will only be visible in the medium term, given the company's relatively low staff turnover.