2024 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 Sustainability 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 2024, the green share of the Group’s revenue amounted to 49%. 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.
