CSR performance: figures & publications

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.

2023 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

To achieve the aims of its 2025 CSR roadmap, SPIE has drawn up an action plan complete with annual quantitative objectives. These objectives have been an integral part of the Group’s financing policy since 2022, demonstrating its determination to align its strategy with its CSR commitments.

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 designs and implements long-term solutions to support customers through the energy transition and help reduce their greenhouse gas emissions. In 2023, the green share of the Group’s revenue amounted to 48%. Of this amount, which was recognised as a transitional energy source in the EU taxonomy during the year.

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 service provider, SPIE has a relatively small direct carbon footprint. For this reason, reducing its emissions means decarbonising its vehicle fleet and property portfolio. Fleet decarbonisation efforts have been slowed due to significant delivery delays from car manufacturers. In 2023, battery electric vehicles accounted for 54% of fleet replacements. 

2025 objective #3 : Aiming for excellence in safety 

Reduce by 50% severe accidents compared to 2019.

Since 2021, SPIE has been implementing 10 Life Saving Rules to strengthen the prevention of serious accidents in high-risk areas, such as electrical work, road transport, working at heights and lifting operations.
Efforts in 2022 focused on identifying operational requirements to help apply the Life Saving Rules on a daily basis.

2025 objective #4 : Strengthening gender diversity 

Increase by 25% the proportion of women in key management positions compared to 2020.

In 2023, the proportion of women in key management positions increased by 17% compared with 2020. SPIE continued to actively promote gender diversity during the year through the recruitment and retention of female talent. For example, at least one woman must be included in the final list of candidates when filling key management positions. Internal talent reviews pay particular attention to female employees. And internal management training programmes include at least 20% women.

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 2023, SPIE Operations a obtenu les scores suivants :

Score global : 79/100