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MCCAIN encourages its employees' development

3. Labor relations / working conditions

Human capital development


McCain is a Canadian company founded in 1957, and well established in Europe since the 1960s. Its European headquarters are located in Villeneuve d’Ascq. Every year, McCain processes over 5 million metric tons of potatoes into French fries and related products in its 7 European factories, 4 of which are in northern France. The company's CSR policy is implemented through its 5 “Be Good Do Good” pillars: Good Agriculture, Good Production, Good Food, Good Company and Good Partner.


  • Foster good working conditions favorable to employee development and tend to their well-being and satisfaction working with McCain.
  • Reduce staff turnover and absenteeism.
  • Maintain the company's leadership on the potato product market.


Recruitment: An egalitarian policy

  • Partnership with Job Centers and use of a simulation-based recruitment strategy. No diploma is required and the candidates are put in a real-life situation.
  • GPEC [Strategic Workforce Planning] agreement:

- Willingness to accompany employees through professional reconversion

- Identifies critical and strategic jobs

- Takes various steps (training, reclassification) to enable this accompaniment. 

- Yearly review according to investments and jobs that are at risk or threatened.

  • The recruitment process is based on the professional equality between men and women.

The percentage of women employed at McCain Continental Europe is 20%, and women make up 45% of the sales force.

Training: The McCain Learning Center

  • Offers the possibility for employees to build their own career path and to fine-tune their prospects:

- A great number of learning opportunities,

- Resources to help them make progress on personal, professional and intellectual levels.


  • Absenteeism dropped from 5.72% in 2012 to 4.36% in 2014.
  • Yearly employee/manager interview to discuss performance and mobility and career development wishes.
  • Consideration for professional risks: risk management was is the dominant training theme, constituting 52% in 2014.
  • Fostering a team spirit, 200 participants per year in the soccer tournament


  • In 2013, 95.49% of employees had a career development and evaluation interview and 12.9% of employees enjoyed a promotion, versus 7% in 2012.
  • 91% of employees received training.
  • On average: 31 hours of training for management staff, 34 hours for employees, and 20 hours for workers.
  • Management Committee made up of 3 women out of 9 members.
1100 salariés (2015)
374 millions d’euros (2014)


François Tasmowski, Directeur et RSE, françThis email address is being protected from spambots. You need JavaScript enabled to view it. 03 59 36 05 13

Mise à jour le 25/05/2016

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