Communication on Progress

Participant
Published
  • 12-Oct-2022
Time period
  • October 2021  –  October 2022
Format
  • Stand alone document – Basic COP Template
Differentiation Level
  • This COP qualifies for the Global Compact Active level
Self-assessment
  • Includes a CEO statement of continued support for the UN Global Compact and its ten principles
  • Description of actions or relevant policies related to Human Rights
  • Description of actions or relevant policies related to Labour
  • Description of actions or relevant policies related to Environment
  • Description of actions or relevant policies related to Anti-Corruption
  • Includes a measurement of outcomes
 
  • Statement of continued support by the Chief Executive Officer
  • Statement of the company's chief executive (CEO or equivalent) expressing continued support for the Global Compact and renewing the company's ongoing commitment to the initiative and its principles.

  • We are pleased to reaffirm our support for the ten principles of the UN Global Compact which cover human rights, labour, environment and anti-corruption.
    Since we know that we have a strong social and environmental responsibility, we want to focus more than ever on our role and impact on society. We will continue to fully integrate social, environmental and ethical considerations into all of our activities in collaboration with all of the group’s stakeholders.
    In line with our values and expressly reflected in the group’s development plan, our Corporate Social Responsibility strategy is based on three foundations:
    • Health and innovation
    • Accountability and quality of work life
    • Environment

    Mathieu ROGER
    President

Human Rights
  • Assessment, policy and goals
  • Description of the relevance of human rights for the company (i.e. human rights risk-assessment). Description of policies, public commitments and company goals on Human Rights.

  • The principles underlying our respect for human rights are currently being defined in a professional conduct code that will be communicated to all our employees once completed.
    We are also currently validating a responsible purchase charter which will be sent to all our suppliers. By signing the charter, they will confirm their commitment to and compliance with the Global Compact, International Labour Organization conventions and other domestic and international regulations.

  • Implementation
  • Description of concrete actions to implement Human Rights policies, address Human Rights risks and respond to Human Rights violations.

  • All stakeholders will be able to report a breach of the conduct code and other charters to the individuals designated to examine such breaches.
    Our group is committed to achieving equality between men and women on a daily basis. We pay special attention to how each of our employees can progress further in their careers in their own way, regardless of their gender.
    We have also established a policy for improving the inclusion and retention of employees who have health problems or a disability.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • - Complaints will be recorded, examined and monitored by the legal department in conjunction with any other departments concerned by the matter.
    - We track our gender equality index and we set out an associated action plan every year.
    - Ecovadis rating

Labour
  • Assessment, policy and goals
  • Description of the relevance of labour rights for the company (i.e. labour rights-related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.

  • Our social policy revolves around several aspects:
    - Ensuring compliance with the law: zero tolerance on harassment, fighting fraud, preventing possible insider trading and forbidding any type of corruption
    - Ensuring there is no discrimination and everyone has equal opportunities
    - Working on the development of our employees’ professional skills
    - Managing risks: ensure the quality of our services and the safety of our employees and customers

  • Implementation
  • Description of concrete actions taken by the company to implement labour policies, address labour risks and respond to labour violations.

  • - Recruitment training and establishment of a supervised process that places exchanges and equal opportunities at its core
    - Compulsory mutual insurance for all our employees
    - Nominating and training a person responsible for harassment complaints
    - Monitoring mission orders, prevention plans, on-site safety visits and safety induction
    - Legal monitoring and training for all our managers on risk management and legal compliance

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • - Annual training outline
    - Indicator tracking: absenteeism rate, occupational accidents (frequency and seriousness), training rate, remuneration changes, number of hires and terminations, etc.
    - Ecovadis rating

Environment
  • Assessment, policy and goals
  • Description of the relevance of environmental protection for the company (i.e. environmental risks and opportunities). Description of policies, public commitments and company goals on environmental protection.

  • As part of our commitment to reducing our environmental footprint, we are currently preparing an environmental charter that will be provided to all employees.
    We are reducing our environmental impact by decreasing our water and energy use, cutting carbon emissions in our travel methods and scaling back our use of paper and consumables.

  • Implementation
  • Description of concrete actions to implement environmental policies, address environmental risks and respond to environmental incidents.

  • Considering that society is facing environmental challenges, we wish to tie our growth with sustainable development. As a result, our group is taking different actions:
    - Reducing our environmental impact through long-term partnerships with organisations specialising in waste management, digitising our processes to limit our paper consumption, recycling obsolete materials, etc.
    - Improving energy management in our buildings.
    All branches of the group are on board. An increasing number of actions are carried out locally and by our employees; they organise clean-up days, participate in different events like mobility day, quality of life at work week and environment week.
    Employees and managers use our internal collaborative tools to suggest possible actions to get as many people as possible involved.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates environmental performance.

  • Indicator tracking: wastepaper recycling, energy use (water, electricity), number of environmental awareness campaigns

Anti-Corruption
  • Assessment, policy and goals
  • Description of the relevance of anti-corruption for the company (i.e. anti-corruption risk-assessment). Description of policies, public commitments and company goals on anti-corruption.

  • We are committed to combatting corruption by adopting a zero-tolerance policy on all types of corruption, whether it comes in the form of public or private, active or passive. We are in compliance with the 2016 Sapin II Act on transparency, fighting corruption and modernising economic life.
    Our commitment will be manifest in our anti-corruption charter that is currently being validated and which will be provided to all employees.

  • Implementation
  • Description of concrete actions to implement anti-corruption policies, address anti-corruption risks and respond to incidents.

  • The legal department is responsible for responding to all enquiries on business ethics put forward by employees.
    A corruption report procedure is currently being rolled out.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates anti-corruption performance.

  • - Monitoring possible issues
    - Internal audit and customer audit