OUR EMPLOYER RESPONSIBILITY

In the same spirit as our Family Lab, which integrates our customer community in the co-construction of our collections, we have developed a Team Lab* for our employees. We co-construct some of the company's human resources policies such as teleworking rules, compensation policies and our annual internal barometer.

In May 2019, we reworked and co-authored our corporate vision with all the Tape à l'Oeil teams. This collective dimension has been part of our values since our beginnings, and each of our employees contributes at their own level to the company's projects.

Because working in good conditions also means integrating transparency and trust, we invite our clients, suppliers, partners and collaborators to an annual convention to share our strategies as an "OPEN COMPANY".

Tape à l'Oeil welcomes and creates personalised “discovery internships” for all of its employees' children at the heart of its central service departments in Wasquehal.

We have implemented a skills development programme called "Talent of TAO*" through which our store sales consultants can become certified as store managers. We train them on both the business aspects and on their own personal development.

Listening is a powerful element of life at Tape à l'Oeil. We create specific opportunities for employees to express themselves and give their opinions. These include small group discussions with the Managing Director, regular surveys to evaluate employees' Gross Internal Happiness (BIB in French), breakfasts shared between our sales advisors and their regional managers, and meetings and trips by members of the Management Committee directly to our stores to be as close as possible to the operational teams.

In 2020, we are creating a new role within our Human Resources organisation: Care Leader*. Their principal responsibility will be to ensure concrete and regular progress in the quality of life at work and the integration of diversity.

During this unique period of lockdown and post-lockdown restrictions and the impact it has had on our personal and professional organisations, Tape à l'Oeil has been keen to maintain links with its staff.
Remaining close and supporting employees has been a priority for the company:
- Every week, the teams met by videoconference #garderlelien
- The company organised three internal questionnaires which were sent to all employees at head office and in-store to collect feedback #laparoleàtous
- Human resources set up a telephone after-sales service #àl'écoutedechacun

Because our working methods, priorities and projects changed during the COVID-19 health crisis, we had to show we were agile and adapt!
And because we have made it a priority to maintain employment, all our employees have kept their jobs, and we have set up temporary cross-disciplinary teams.
For example, three of our employees in the Works department had their plans to open our shops put on ice. They have agreed to seize the opportunity to work across different disciplines and are now putting their skills to good use for our logistics and IT teams. A cross-disciplinary approach can reveal new talents!

In the same spirit as our Family Lab, which integrates our customer community in the co-construction of our collections, we have developed a Team Lab* for our employees. We co-construct some of the company's human resources policies such as teleworking rules, compensation policies and our annual internal barometer.