CSR

A long-term, proactive, global and pragmatic approach

Our ventilation products and systems are an essential building block in the construction and renovation of buildings to make them less energy-consuming, more sustainable and healthier. Depending on their purpose, they contribute to improving indoor air quality, reducing pollution in the air released, acoustic and thermal comfort, preserving the building or ensuring the safety of people in the event of a fire.

As a major player in the design, manufacture and distribution of finishing products for building professionals, VIM 's management and staff have been committed for many years to greater social, environmental and societal responsibility.

An approach evaluated by ECOVADIS

	VIM was assessed in 2024 at “SILVER” level by the ECOVADIS rating platform | http://ecovadis.com/fr/ |

Environment

Certified environmental management ISO 14001 since 1998 Life cycle analysis approach for our products, PEP declaration | www.pep-ecopassport.org | Reduction, sorting and recovery of waste: recycling at more than 95%% Photovoltaic electricity production: 53,000 kWh/year with a forecast of a new tranche of 550,000 kWh/year in 2025 Use of renewable energy in our buildings: air/water heat pumps, Canadian wells, double-flow CTA with high-efficiency exchangers Reducing our carbon footprint: low-consumption lighting, ECM motors, flow modulation, inverter compressor, thermodynamic water heater, etc. Reduction of water consumption, treatment of rainwater and wastewater Membership of the eco-organizations Ecologic and Eco-systèmes for professional and household WEEE Using pallets from sustainable forest management | VIM Certificate of origin of wooden packaging PEFC 241105 |

• Implementation of safety and health protection procedures
• Regular consultation of staff representative bodies
• Monitoring the frequency and severity rate of work accidents
• Action plan for gender equality - Official index below:

Company with fewer than 250 employees - Score: total = 89 Pay gap: 39/40 Individual increase gap: 35/35 Percentage of employees receiving a pay rise upon returning from maternity leave: 15/15 Employees of the underrepresented sex among the 10 highest paid: 0/10

• Measures in favour of the employment and integration of disabled people (over 6%)
• Action plan in the field of employment and skills management
• Provision of an Individual Social Assessment to employees
• Implementation of numerous social and salary benefits (CET / PES / PEE / PERCO / TR / PPV / IK, etc.)

Active participation in the development of the territory – ongoing relations with collective bodies, educational establishments, associations, etc. Business Ethics Charter and Policy | VIM CSR Code of Conduct for Suppliers and Service Providers 2019 | Continuous evaluation of suppliers – Document management via the platform PROVIGIS Taking CSR issues into account in purchasing and subcontracting policy Setting up a warning device for employees and external stakeholders