Highlights
1,638
Cefla employees in 2021
90
years of Cefla history
Organisation of a
VACCINATION HUB
to vaccinate employees against Covid-19
Appointment of a
SUSTAINABILITY MANAGER
and the establishment an ESG-focused model
7,186 Gj
of self-produced energy in 2021 via photovoltaic and cogeneration systems
Almost
€ 9.5 M
invested in R&D
An increase of
8%
in ECONOMIC VALUE CREATED (compared to 2020)
STRIVING FOR SUSTAINABILITY
As a cooperative, one of Cefla’s key goals is to ensure the company is handed over securely to future generations.
A key Cefla hallmark is economic sustainability: the statute states, in fact, that at least 50% of balance sheet profits must be ploughed back into the company, a reliable way of steadily increasing the enterprise’s net assets in keeping with its mission of creating value over time.
Furthermore, all working capital is financed by its own capital: this entails a total absence of financial charges on the income statement, allowing the organisation to make investments with extraordinary profitability. Another distinguishing Cefla characteristic is diversification of both businesses and markets.
Sustainability is a goal of ever-increasing importance, one that Cefla aims to achieve by integrating the logic, content and tools that are vital to corporate and organizational procedures. Cefla has, in fact, nominated an internal Sustainability Manager and a Sustainability Team, a group coordinated by the Sustainability Manager that specifically pursues ESG goals.
INNOVATION, RESEARCH & DEVELOPMENT
At Cefla, innovation is seen as a crucial value generator and vital to long-term competitiveness.
| Patents | |||
|---|---|---|---|
| 2019 | 2020 | 2021 | |
| Engineering | 2 | 2 | 2 |
| Finishing | 274 | 314 | 355 |
| Medical Equipment |
315 | 326 | 318 |
| Lighting | 27 | 42 | 62 |
| Shopfitting | 8 | 8 | / |
| TOTAL TECHNICAL PATENTS | 715 | 888 | 737 |
| TOTAL DESIGN PATENTS | 109 | 111 | 133 |
| TOTAL PATENTS | 824 | 919 | 870 |
HUMAN RESOURCES
Attention to our people, their training and professional growth, wage strategies and a sharp focus on involvement were all deemed to be essential when Cefla’s HR policy was defined and updated.
On 31st December 2021, the Cefla Group workforce consisted of 1,638 employees. In 2021 approximately 79% of the company workforce was male: this is in line with gender distribution averages in the industries in which Cefla operates, where men are traditionally employed to a greater extent than women. Moreover, more than 87% of all personnel (1,428 employees) work in Italy.
INTERNAL MANAGEMENT, COMPANY WELFARE
The Group believes that investing in personnel-focused work-life balance and welfare policies to be crucial: not just in terms of corporate social responsibility but also with a view to strengthening the link between employer and employees, enabling the latter to perform their professions while ensuring maximum productivity.
| FULL-TIME WORKERS WELFARE INITIATIVES | ||
|---|---|---|
| 2020 | 2021 | |
| Life insurance | 151 | 147 |
| Health assistance | 274 | 314 |
| Invalidity/disability coverage | 315 | 326 |
| Maternity/paternity leave | 27 | 42 |
| Pension policies | 8 | 8 |
ENVIRONMENTAL RESPONSIBILITY
Cefla S.C. prioritises respect for the environment and energy savings. Hence its pursuit of key goals, such as:
CREATING VALUE WITHIN THE LOCAL COMMUNITY
Economic value generated and distributed are key items on the income statement as they highlight the value created by the organisation as a result of its daily operations.
Economic value generated in 2021 came to 573,803 million euro, an increase of 8% compared to the previous year.
- Remuneration to the community and the Cooperative Movement
- Remuneration of Borrowed Capital
- Remuneration of Public Administration
- Remuneration of cooperative members and employees
- Operating costs
