The SPIE Group is convinced that we can choose to turn climate change and the digital revolution into opportunities and levers for sustainable progress in Europe and worldwide. By making itself part of the solution, SPIE has made ambitious and quantified commitments, formalised in its corporate social responsibility roadmap. The Group shares its CSR indicators with all its stakeholders here to enable them to monitor its social, environmental and societal performance.
2021 non-financial performance of SPIE
In 2019, SPIE a identified three major contributions that enable it to play a useful - and sometimes decisive - role for its stakeholders:
- preparing the energy future
- making digital tools drivers for shared value creation
- promoting inclusion by employment
In 2021, the Group made ambitious commitments to corporate social responsibility (CSR) and included them in a roadmap drawn up after discussions with
2025 objective #1: Contributing to a low-carbon economy
Reach 50% of green share of SPIE’s revenue in 2025 according to EU taxonomy.
SPIE has been measuring the alignment of its activities with EU taxonomy criteria for three years now, making it a pioneer in the area. This green share of its revenue has steadily increased. In 2021, the Group’s contribution was based on three pillars of the energy transition:
- improving energy efficiency (23.4% of 2021 production),
- supporting the shift in the energy mix (17.2% of 2021 production),
- promoting eco-mobility (1% of 2021 production).
2025 objective #2: Significantly reducing SPIE’s carbon footprint
Reduce by 25% SPIE’s direct carbon footprint compared to 2019 (scopes 1 & 2).
As a pure-play service provider, SPIE has a relatively small direct carbon footprint. Its fleet emissions decreased by 2% only in 2021 compared with 2019, due to delays in the vehicle supply chain. Building emissions decreased by 7%. And commuting and business travel emissions were halved as a result of Covid-19 prevention measures.
2025 objective #3 : Aiming for excellence in safety
Reduce by 50% severe accidents compared to 2019.
A new safety campaign was rolled out for all employees in 2021 to promote the Group’s 10 Life Saving Rules. Taken from the Safety Prevention Code, these rules are also based on breaches observed in fatal and serious accidents that have occurred over the past three years at SPIE. All Group employees, at all levels, are required to have read and understood these life saving rules and apply them at all times.
2025 objective #4 : Strengthening gender diversity
Increase by 25% the proportion of women in key management positions compared to 2020.
In 2021, the proportion of women in key management positions rose by 13% compared with 2020, marking a significant step towards achieving the 25% increase target set for 2025. The internal gender diversity awareness network So’SPIE Ladies, active in all host countries, promotes awareness-raising on unconscious bias, networking initiatives and mentoring programmes. At least one CV from a woman is also required on all recruitment shortlists for key management positions.
Sustainability Linked Financing Framework
SPIE has decided to embed its CSR strategy into its financing strategy. With its Sustainability-Linked Financing Framework, SPIE commits to link its financing instruments terms with its sustainability performance on its CSR roadmap. You will find more information in the following framework.
SPIE Sustainability-Linked Financing Framework has been reviewed by Moody’s ESG who provided a second party opinion (SPO), confirming the alignment of the Framework with the Sustainability-Linked Bond Principles (SLBP) 2020 as administered by ICMA. The KPIs relevance and ambition are deemed to be robust. You will find more information in the following second party opinion.
Publication des index d'égalité professionnelle
Depuis 2019, les entreprises sont invitées à mesurer leur performance en matière d'égalité professionnelle et à publier le résultat de leur "index égalité Femmes Hommes" sur leur site internet. Cet index, exprimé par une note sur 100 avec un minimum admissible fixé par le gouvernement de 75 points, est composé pour les entreprises de moins de 250 salariés de quatre indicateurs traitant :
Indicateur 1. Des écarts de rémunération entre les femmes et les hommes (évalué sur 40 points)
Indicateur 2. Des proportions de femmes et d'hommes augmentés (évalué sur 20 ou 35 points selon l'effectif de l'entreprise)
Indicateur 3. Des proportions de femmes et d'hommes promus (évalué sur 15 points)
Indicateur 4. Du pourcentage de femmes augmentées à leur retour de congé maternité (évalué sur 15 points)
Indicateur 5. Du nombre de femmes et d'hommes parmi les 10 plus hautes rémunérations de la société (évalué sur 10 points)
Pour l'exercice qui concerne l'année 2022, SPIE Operations a obtenu les scores suivants :
Score global : 80 (I1=25 ; I2=35 ; I3=non calculable ; I4=15; I5=5)