All4Pack 2018, another successful show for the Velfor Group

The Velfor Group participated as an exhibitor at the All4Pack trade show in Paris from November 26 to 29, 2018. This trade show is a benchmark in the packaging industry. Indeed, more than 1,200 exhibitors and 80,000 visitors took part in the show. For the Velfor Group, the 2018 edition was a success, with visitors flocking to meet us throughout the four days of exhibition at All4Pack.

We were able to present our strategic multi-market positioning, showcasing our solutions for the food, retail, healthcare, capital goods andtransportation industries… Visitors were also able to appreciate our new products, as well as all our flagship products. We also unveiled our new technical and technological acquisitions, such as the 5-axis machining center and Twin Sheet technology. This new manufacturing process enables us to produce complex, high-precision hollow-body parts (tubs, containers, cabin roofs, trunk fittings, sailboards, seats, etc.).

This year, we also highlighted the circular economy to which the Velfor Group subscribes. For over 30 years, Velfor has been committed to supporting the local economy. That’s why we give priority to working with local partners and suppliers.

In view of the show’s success, we look forward to seeing you again in 2020!

A look back at the 2018 edition of All4Pack :

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The Gender Equality Index was established by the Law on the Freedom to Choose One’s Career Future. It is a tool designed to calculate the pay gap between men and women.
This index allows companies to assess the level of gender equality out of 100 points. It is calculated based on the following criteria:

  • Gap in pay between women and men
  • Gap in individual pay raise rates
  • Number of female employees receiving raises following maternity leave
  • Parity among the 10 highest paid employees
  • Gap in promotion rates

The VELFOR Group has calculated its Gender Equality Index. For 2024, it stands at 92/100:

  • Pay gap indicator: 37 points out of 40
  • Individual pay increase rate gap indicator: 35 out of 35
  • Return from maternity leave indicator: 15 out of 15
  • High pay indicator: 5 out of 10