Level of ambition: STI Leader
Pledge 1
Pledge 2
Pledge 3
Pledge 4
Pledge 5
Scope of pledges
Programme status. Each participant carries a programme status that reflects the overall progress of its commitments: Engaged (commitments taken, work starting), Shaper (concrete measures under way), Leader (ambitious commitments largely delivered), Champion (the highest level, all commitments achieved and renewed). This status evolves over time.
Pledge levels. Every pledge is classified by ambition level, from 1 to 3, shown as dots next to its thematic. Level 1: a first, foundational commitment. Level 2: a concrete, measurable action with a defined target and timeline. Level 3: the most ambitious commitment, structural and verified against recognised standards.
Progress. Each pledge shows its progress: In progress (work under way within the agreed timeline), Achieved (target reached and validated), Delayed (timeline extended). Alumni companies keep their last recorded pledges and levels.
Willemin-Macodel SA is a supplier of cutting-edge, tailor-made machining solutions for high added-value, complex and extremely high-precision parts. As such, the company's objective is simple: to satisfy the highest demands of its customers. Founded in 1974, Willemin-Macodel's development is rooted in Switzerland's most valuable asset: its great capacity for innovation, born of a long culture of high precision and maintained by an excellent level of training. Based in Delémont, Willemin-Macodel now has around 370 employees committed to pushing the boundaries of performance and precision.
| # | Pledge | Thematic · Level | Progress | SDGs |
|---|---|---|---|---|
| 1 | By 2030, we reduce the average electricity consumption per machine in use by our customers by 12% compared to the 2025 baseline.*
* This consumption represents approximately 55% of the company's total emissions, and this action contributes to reducing the indirect carbon footprint of our products (Scope 3). |
EnvironmentLevel 2 | In progress | 7 · 12 · 13 |
| 2 | By 2025, we will organise the election of three employee representatives and achieve an internal satisfaction rate of 80%.* * Based on an internal survey. |
Fair Work & Internal EngagementLevel 2 | In progress | 8 · 16 · 3 |
| 3 | By 2026, our employees will receive an average of 25 hours of training per year to support their employability and career development.*
* Individual package of hours, non-transferable. Each training course will be followed by an assessment to evaluate what has been learned and personalised HR support to maximise the impact on the employee's career path. |
Fair Work & Internal EngagementLevel 2 | In progress | 4 |
| 4 | By 2026, 90% of employees handling sensitive data will be trained in data protection to ensure governance across all departments of the company.*
* This objective is based on the appointment of a data protection officer, the adoption of a data management policy and the implementation of a company-wide governance system. |
Fair Work & Internal EngagementLevel 2 | In progress | 16 |
| 5 | By 2026, all our key suppliers will comply with our supplier code of conduct on responsible purchasing.*
* Key suppliers representing more than 60% of our purchasing volume. Annual audit including a section dedicated to sustainability. |
Human RightsLevel 2 | In progress | 8 · 13 |
Level 1–3: ambition of each pledge (1 = foundational, 3 = most ambitious). The programme status (STI Engaged → Shaper → Leader → Champion) reflects overall progress. SDGs = UN Sustainable Development Goals. Full explanation on the online profile.
