Ambitions and Commitments
People are at the core
of the Group's performance



True to its values, Michelin acts responsibly regarding its teams and civil society. In all places where it operates, the Group is involved on a local level, fulfilling its responsibilities to contribute positively to neighboring communities.

Ambitions for 2030


• Aim for an employee engagement rate¹ > 85%
• Achieve an accident rate (TCIR)² < 0.5
• Be a leader in diversity inclusion with an IMDI³ of 80 out of 100
• Create value for customers with a Net Promoter Score⁴ of: +10 pts for partners & +5 pts for end-use customers

1 Employee engagement rate as measured by the annual “Moving Forward Together: Your Voice for Action” survey 

2 Total Case Incident Rate: the number of accidents and cases of occupational illness recorded per 200,000 hours worked 

3 IMDI: Diversity and Inclusion Management Index 

4 Net Promoter Score: the net difference between a brand’s promoters and detractors 

 

2020 Ambitions overview

Ambitions for 2020

• 100% of targeted customers reach the intended NPS¹
• Health & Safety TCIR² <2
• 85% of employees engaged³
• 75% of managers from internal mobility
• 30% of women in management and supervisory roles⁴
• 80% of top managers in the growth regions are from those same regions

RESULTS OF AMBITIONS FOR 2020

• 76% of targeted customers reached the intended NPS¹
• Health & Safety TCIR²: 1.2
• 83% of employees engaged³
• 74% of managers from internal mobility
• 28.2% of women in management and supervisory roles⁴
• 79% of top managers in the growth regions are from those same regions

¹ Net Promoter Score: the net difference between a brand’s promoters and detractors 
² Total Case Incident rate: the number of accidents and cases of occupational illness recorded per 200,000 hours worked 
³ Employee engagement rate as measured by the annual “Moving Forward Together: Your Voice for Action” survey 
Level of individual responsibility of A to N, according to the Hay method used by the Group.

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