ZAC du MIN | Rue Jean Monnet | 84300 CAVAILLON | FRANCE
- Sterne is committedfor responsible industrial performance
Our purpose
Since its creation in 1996, the Sterne company likes to get involved in its local economic and social fabric; both through a bias on the cultural aspect and in support of employment assistance and training for students and people with disabilities. As an industrial player, the SME has always displayed its full environmental awareness, in particular by optimizing its production schedules, by encouraging its employees to sort waste, etc. Today, even more involved than ever in the very essence of these founding pillars, Sterne decides to formalize its CSR - Corporate Social Responsibility policy. There is no right or wrong way, there is no big or small action. Every action counts. And everyone can do something, at their level.
“Provide innovative silicone solutions, to achieve responsible industrial performance”
Our mission
Industrial silicone, our business lies in tailor-made. We try to accompany each project from its creation to its commercialization. We design and manufacture the products, articles, silicone devices that our customers need, giving real meaning to our activity. Beyond a simple functional relationship with our stakeholders, we work in partnership with each of our interlocutors to ensure sustainability.
Our values
One of the key values of the STERNE company remains RESPECT: authentic and lasting partnerships with all stakeholders, which engage reflection and orientation in COLLECTIVE INTELLIGENCE, centered on interpersonal skills and the well-being of teams. Finally Sterne is also and above all a company, a guarantee of quality and PROFESSIONALISM
STERNE has renewed its company agreement on equal pay for men and women and, consequently, its commitment to respecting professional equality and non-discrimination between the sexes on a daily basis.
Each year, the company calculates and publishes the Professional Equality Index in accordance with Decree No. 2019-15 of January 8, 2019, based on four indicators. Due to the distribution of the workforce, the 2026 index for 2025 data cannot be calculated.
The four indicators are :
• Gender pay gap by status and age => Cannot be calculated.
• Difference in individual salary increase between women and men => Score of 35/35.
• Percentage of employees receiving a salary increase upon returning from maternity leave => 0/15.
• Number of employees of the under-represented gender among the ten highest paid = Score of 0/10.
Through their agreement on professional equality negotiated in 2023 for a period of three years, the parties have set the following actions:
Improvement of professional equality in recruitment,
• Development and maintenance of identical skills between women and men,
• Equal pay between women and men,
• Development of actions to promote a better work-life balance.
Our vision
Perfecting Performance
“The pursuit of excellence through innovation.”
The Sterne company has forged a worldwide reputation in the industrial markets and the medical sector. It has experienced constant growth since its creation in 1996, and has faced a remarkable rise in recent years.
Today we continue to believe in our skills and our internal resources, we ourselves are stakeholders in our own entity, and we believe that when we win, it is only as a team.
It is with conviction and pride that we promote our values and our social responsibility in our territory. With responsible and committed management, we combine social cohesion and competitiveness on the elastomer market. An innovative management system, source of levers for a growth model that could be described as intelligent and responsible.
Our purposes
The establishment of our CSR report is part of our approach to developing our Corporate Social Responsability policy. The objective is clear : to demonstrate our transparency to our stakeholders and our ecosystem, to share our efforts in terms of practices, and finally, to set ambitious goals for the future in terms of performance, governance, and respect.
