The positioning of a Corporate Social Responsibility (CSR) committee within the Prosuma Group has enabled us to structure our approach. In presence of the General Management, this committee gathers every month in order to implement the chosen orientation in the whole network.

Based on the United Nations Global Pact and the ISO 26000 certification, the committee highlights what CSR implies for a company like ours. Performance indicators have been defined so that an assessment is made and the progress achieved is evaluated.

Throughout its employer and distributor position in Ivory Coast, the Prosuma Group is able to have an extensive impact, particularly with its large consumer panel. Consequently, our CSR approach had to be structured around our stakeholder’s expectations. These stakeholders are our collaborators, consumers, suppliers and also the local authorities.

The priority axes are the following:

  • Hygiene and security
  • Human resources
  • Accessibility
  • Environmental protection
  • Good practices 

The objective is to unite all collaborators around the Group’s values, concerning its CSR commitment, organizational charter and code of ethics. During 2014, 1 726 collaborators were informed on the CSR matter and on our particular expectations on this subject.

The organizational charter and code of ethics have been drafted during a seminar by all of the executives and staff representatives. Their diffusion is made by handing out brochures, billposting and through our company newsletter, which presents one value in each edition

1) Hygiene and security


  • Two Quality Managers: theyshare different areas in order to promote hygiene and safety of staff at work.
  • Workplace accident’s monitoring and corrective action proposals: accident or nearly accident reporting framework, with cause analysis and preventive measures proposals.
  • Personal protective equipment: verifying the use of this equipment in order to improve staff protection while at work.
  • Hygiene committee: representatives’ nomination for all our sites and monitoring of safety indicators.


  • Ebola: response measures on Ebola risk.
  • Hand washing: reinforcement of awareness-raising campaigns.
  • Restoration and adjustment of new sanitary facilities.
  • Body hygiene: communication through our company newsletter and posters in the toilets.
  • Training: staff global training and specific trainings by profession.

2) Human resources

Working conditions:

Respect of the Labor Code and the Framework Collective Agreement: scrupulous consideration of legal and contractual agreements.
Labor relations: monthly meetings with the social partners.

Social welfare:

  • Medical care for staff : existence of a Medical Social Centre
  • Health care mutual for Prosuma employees (MUMAP):contribution depending on salary with third-party payer system.
  • Thanks to its good management, the mutual fund is in surplus.
  • Social policy: study grants, Christmas tree, assistance in the event of death, collective wedding organization (34 couples during the last session in 2015), fund for social help and social lending.
  • Health capital preservation: regular awareness-raising campaigns on subjects like tobacco addiction and high blood pressure.
    Fight against HIV-AIDS: the HIV-AIDS committee organizes regular road-shows for voluntary testing and full coverage of positive tested employees and their families.
  • Sports committee: sporting activities organization in order to contribute to the good health of the employees and to promote internal cohesion.
  • Real-estate project: a committee facilitates access to social housing projects initiated by the Ivorian government.
  • Existence of a pool of internal instructors: experimented collaborators who have several skills in their functions insure internal trainings.
  • Chief Training Officer: a chief training officer insures the celerity of the individual training records processing.
  • Equal opportunities: Career path and skills upgrading: priority resort to internal skills to fill a vacant position.
  • Fight against all sorts of discrimination in hiring, wage rates and career development: thanks to AGEPE’s and other consulting room’s support in the recruitment test process, career development tests are made, with the existence of a pay scale that is consistent with job classification.
  • A firm response to harassment: General Management and HR office are leading awareness-raising actions on workplace harassment and immediate sanctions are taken on known cases.
  • Multiculturalism: drawing into our differences for synergy and creativity, necessary to succeed together.
  • Internal bimonthly newsletter and annual “Staff day”: communication spaces for subjects concerning life in the company and its employees.
  • Business school bachelor degree: cofounding of this certificate, involving Paris Dauphine teachers, in order to offer a high-quality and internationally-recognized diploma at lower costs.

3) Accessibility

  • Customer satisfaction surveys: to improve our customer support.
  • Proximity network: developing of Bonprix, Cash Ivoire and Cash Express trademarks.
  • Social business: female entrepreneurship expansion to fight against informal sector, with a high social and societal impact (Miniprix).

4) Environmental protection

  • Education: in 2014, raising awareness of 1 726 employees on environmental and sanitation impacts of plastic bags. Main external suppliers were also sensitized.
  • Green checkouts: installation across all the Group’s stores.
  • Green crafts stands: stands were made available free of charge for the Ministry of Handicrafts in order to promote reusable bags made by female Ivorian artisans.
  • Communication: setting up a communication campaign across all sites.

5) Good practices diffusion

  • Establishment of a suppliers’ chart: all new suppliers of goods and services have to sign this chart. This allows sensitizing them on CSR. Former suppliers are also approached.
  • Involvement in national and international networks for CSR promotion: the Group is a member of the General Confederation of Côte d’Ivoire Companies’ (CGECI) CSR commission, of Afrik’OM CSR network, of the MINESUDD work commission on elaboration of CSR indicators …
  • Good practices: 41 good practices received in 2014.
  • Stakeholders: CSR, safety at work and food security trainings for our franchisees and other stakeholders.

  • Award of Excellence for Employment (2013): attributed by his Excellency the President of Ivory Coast, with distinguishing criterion “innovating recruitment politics, expression of recruitment needs on AGEPE platform and certified employment placement agencies and employment maintenance”.
  • Award for best initiative CSR BEL Afrik’OM (2014): award for BEL suppliers’ performance in Sub-Saharan Africa and overseas concerning CSR.

CGECI Prix d’honneur (2014): attributed with the following criterion

Introduction of an important social project dedicated to women from underprivileged backgrounds (Miniprix)
HIV-AIDS prevention and therapeutic support for employees
full coverage of death-related costs for any member of the company
help provided to orphans
different social measures (help and support)