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
stakeholders.
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.
