Our social
actions

Because the Human is at the heart of our concerns, Laboratoires SICOBEL are taking concrete social actions.

Support for associations

Longitude 181


As part of the Condat Group sponsorship program, we support the association Longitude 181. This association is involved in a wide range of initiatives, including defending marine protected areas, conducting scientific studies, protecting sharks, promoting participatory science, and opposing shark feeding.

Plantons pour l’avenir


We are also a sponsor of « Plantons pour l’avenir » (We plant for the future). This endowment fund, as part of its general interest mission, supports reforestation, environmental education, and research projects.

It helps to meet the current and future challenges of forests and the wood industry in France by promoting dynamic forest management that maintains a balance between production, biodiversity, and respect for users.

Stimulating social model

Twice a year, Sicobel conducts a satisfaction survey among its partners to make sure everything is well concerning their commitment and happiness .

The participation rate (94%), the commitment score (7,9/10) are positive signs, reflecting important involvement and trust level. Partners benefit from a formations program aimed at making them grow and improving their work conditions. Sicobel is also based on a strong skills and career management policy that encourages internal promotion.

Wellbeing at work

On our industrial site in Chasse-sur-Rhône, numerous actions aimed at workplace comfort are carried out: meals in the company restaurant, healthy and balanced (including vegetarian and vegan menus) for 3€, conferences (sleep management, mental load, psycho-social risks…), vaccination campaign, osteopathy sessions. Relaxation areas (“Pétanque” a traditional french boules game, ping-pong, etc.) and sports sessions (gym, yoga, cross-training, etc.) are offered free of charge to all employees.

For 2024, the gender equality index at work of Laboratoires SICOBEL reaches 86 points out of 100, according to the 4 following indicators: wage gap: 31/40, individual raises gap: 35/35, post-maternity leave raise: 15/15, employee of the under-represented gender among the 10 highest earners : 5/10