CSR: our approach to
a sustainable food model
In September 2025, the CTCPA was awarded the AFNOR’s “Engaged in CSR” certification, with a confirmed level (level 3 out of 4 – 582 points out of 1,000). This certification marks the culmination of several years of structuring our approach and highlights the initiatives already in place.
The success of this process is attested by theEngagé RSE certification and governed by the Engagé RSE Charter, which formalizes the CTCPA’s commitments in its environmental, social, and societal strategy. This recognition marks a milestone in our ongoing commitment to a more sustainable food model and will serve as a foundation for continued improvement across all our services and internal operations.
A sustainable food model
Through this initiative, the CTCPA aims to promote economic, environmental, and social balance in its development and is thus working to ensure high-quality, sustainable food. This initiative is implemented on a daily basis by our teams. It is structured around three main pillars that guide all CTCPA sites and services.
1 – BEING EXEMPLARY IN OUR FIELD : Fostering the personal growth, safety, and well-being of our employees. Ensuring ethical conduct and striving for scientific and technical excellence. Contribute to the preservation of resources.
2 – SHARING KNOWLEDGE AND CULTIVATING COLLECTIVE INTELLIGENCE : Building skills through internal exchanges. Developing a networking and knowledge sharing. Get involved in regional ecosystems.
3 – SUPPORTING THE AGRI-FOOD MODEL OF TOMORROW : Supporting food processing industries in adopting new production models that address the challenges of the ecological and energy transition. Supporting companies in identifying opportunities offered by key technologies for the industry of the future. Developing resilience and industrial sovereignty , by ensuring the sector’s long-term viability. Continue and strengthen support for companies to guarantee food safety of food products and anticipate crises.
Supporting our citizens, clients and partners in their societal transition
The CTCPA's vocation is to accompany many companies in their development process, by integrating the new environmental and societal expectations.
| Develop our studies and services around sustainable production and consumption |
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| Anticipate the needs of our citizens and clients related to societal changes |
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Putting environmental concerns at the heart of our thinking and action
As an actor of the ecological transition, the CTCPA must reduce its environmental footprint by involving all its employees.
| Helping employees to take environmental issues into account |
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| Adapting our environmental footprint to new challenges |
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Adapting the corporate culture to the new HR challenges
The CTCPA teams are its main driving force and are placed at the heart of the company's development strategy.
| Strengthen human capital |
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| Building a quality work environment |
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Environmental issues at each stage of the product's life
If the CTCPA is recognized for its expertise on the control of impacts strictly related to the transformation of products (eco-formulation, eco-processes), it also addresses in a more integrated way the issues related to the environment at the scale of the whole technological route of food products. The CTCPA works on the development ofreusable packaging in new distribution processes and encourages recyclability and reduction.
Research programs
for the food of tomorrow
As a technical center, the CTCPA participates in research and development programs on future food models and accompanies the mastery of new technologies of soft preservation.
Ensuring equity between
men and women
In order to promote excellence and support our human values, the CTCPA implements management principles that ensure equity among its employees and in particular equal treatment between women and men.
Our gender equality index has been updated, and we have achieved a score of 93/100 (for the year 2025).
To calculate this index, 4 indicators must be taken into account for companies with 50 to 249 employees. Here are the detailed scores for each criterion:
- gender pay gap (from 0 to 40 points): CRITERION 1 = 34/40 ;
- the difference in the distribution of individual increases between women and men (from 0 to 35 points for companies with 50 to 249 employees): CRITERION 2 = 35/35 ;
- the rate of employees receiving a pay rise in the year following their return from maternity leave (from 0 to 15 points): CRITERION 3 = Not calculable, because the employee extended her maternity leave with parental leave;
- the number of employees of the underrepresented gender among the 10 highest paid in the company (from 0 to 10 points): CRITERION 4 = 10/10;
The index is calculated by adding up the number of points obtained for each indicator. The maximum total score is 100 points.
Maintain business skills
The CTCPA offers training courses adapted to the needs of companies in order to participate in maintaining employment in the territories.
