A recognized sustainable performance
Each year, numerous organizations recognize the efforts made by the Group as well as its sustainable development performance.
Social, environmental and societal information related to Rexel’s activities is assessed by an independent third party. It decides on the presence of CSR regulatory information as well as on its accuracy.
Since its arrival on the stock market in 2007, the Group’s efforts to consolidate its sustainable development approach have been recognized by independent organizations, and have enabled it to be included in several SRI (Socially Responsible Investment) indices.
The Group’s SRI indices
 |
DOW JONES SUSTAINABILITY INDICES |
 |
FTSE4GOOD |
 |
EURONEXT VIGEO EIRIS EUROZONE 120 |
 |
EURONEXT VIGEO EIRIS EUROPE 120 |
 |
STOXX® GLOBAL CLIMATE CHANGE LEADERS INDEX (Based on the CDP “A list” database) |
A voluntary, transparent and recognized commitment
Furthermore, the Group takes part in several voluntary transparency commitments, and has contributed since 2011 to the Carbon Disclosure Project, a non-profit independent organization that assesses the CO2 performance of large companies and their strategy with regards to climate change for over 820 institutional investors.
Environmental indicators
| INDICATORS | Unit | 2020 | Scope | 2020* | 2019* | Variation* |
| CONSUMPTION OF RESOURCES | ||||||
| Total energy consumption | MWh | 261,623 | 100.0% | 261,623 | 290,596 |
-10% |
| Of which electricity consumption | MWh | 132,134 | 100.0% | 132,134 | 152,394 | -13.3% |
| Of which natural gas consumption | MWh | 116,526 |
100.0% | 116,526 | 122,906 | -5.2% |
| Of which fuel consumption | MWh | 4,251 | 100.0% | 4,251 | 5,871 | -23% |
| Water consumption | m3 | 527,606 | 100.0% | 527,606 | 560,578 | -5.9% |
| Total packaging consumption | Tons | 14,757 | 100.0% | 14,757 | 16,999 |
-13.2% |
| Of which cardboard | Tons | 4,478 | 100.0% | 4,478 | 4,688 | -6.5% |
| Of which plastics | Tons | 900 | 100.0% | 900 | 982 | -8.4% |
| Of which wood | Tons | 8,897 | 100.0% | 8,897 | 10,819 | -17.8% |
| Of which other packaging | Tons | 406 | 100.0% | 406 | 436 | -6.9% |
| Paper consumption | Tons | 1,716 |
100.0% | 1,716 |
2,067 |
-17% |
| Of which commercial paper | Tons | 925 |
100.0% | 925 |
1,076 |
-14% |
| WASTE | ||||||
| Total quantity of waste generated | Tons | 30,469 | 100.0% | 30,469 | 31,548 | -3.4% |
| Of which total quantity of waste recovered | Tons | 20,050 | 100.0% | 20,050 | 20,979 |
-4.4% |
| Recovery rate | % | 65.8 % | 100.0% | 65.8% | 66.5% | -0.7 pts |
| GREENHOUSE GAS EMISSIONS | ||||||
| Scope 1 direct emissions | Tons CO2 e | 59,955 | 100.0% | 59,955 | 71,374 | -16% |
| Emissions related to on-site energy combustion | Tons CO2 e | 24,897 | 100.0% | 24,897 | 26,691 | -6.7% |
| Emissions related to the transportation of products by the internal fleet | Tons CO2 e | 17,216 | 100.0% | 17,216 | 19,870 | -13.4% |
| Emissions related to business travel by company cars | Tons CO2 e | 17,841 | 100.0% | 17,841 | 24,814 |
-28.1% |
| Scope 2 indirect emissions | Tons CO2 e | 27,114 | 100.0% | 27,114 | 32,452 | -16.4% |
| Emissions related to the production of purchased and consumed electricity | Tons CO2 e | 26,609 | 100.0% | 26,609 | 31,879 | -16.5% |
| Emissions related to the production of purchased and consumed heat | Tons CO2 e | 505 | 100.0% | 505 | 572 | -11.8% |
| SALES OF ENERGY EFFICIENCY AND RENEWABLE ENERGY SOLUTIONS | ||||||
| Sales of energy efficiency solutions | € million | 1,258.7 | 100.0% | 1,258.7 | 1,300 | -3.2% |
| Sales of photovoltaic solutions | € million | 266.9 | 100.0% | 266,9 | 238.7 | 11.8% |
| Sales from the wind turbine market | € million | 11.7 | 100.0% | 11.7 | 7.8 | 50% |
**On a like-for-like basis. For further details on the scopes, see paragraph 4.4.6 “Note on methodology and summary table” in Rexel’s 2020 Universal Registration Document.
Social indicators**
| HEADCOUNT | 2020 |
| Total workforce | 24,818 |
| % of women (out of total workforce) | 22.6 |
| % of managers (out of total workforce) | 20.3 |
| % of employees with Fixed Term Contracts (out of total workforce) | 2.5 |
| Average age of employees (Fixed Term and Unlimited Contracts) | 43.6 |
| Total number of outside recruitments | 2,475 |
| % turnover | 12 |
| Work organization | |
| % absenteeism rate | 4.9 |
| Training | |
| Number of employees trained during the year (excluding security training) | 23,221 |
| Diversity | |
| % of employees reporting handicap (out of total workforce) | 2 |
| Health and safety | |
| Frequency rate (per million hours worked) | 5 |
| Severity rate (for 1,000 hours worked) | 0.17 |
| % of employees trained in safety (out of total workforce) | 76.8 |
| Employee shareholding | |
| % of employees trained in safety (out of total workforce) | 0.51 |
**For further details on the scope, see paragraph 4.3.5 “Note on methodology” in Rexel’s 2020 Universal Registration Document.
2019 equal pay index for men and women
In accordance with the September 5, 2018 «Professional future and equal pay for women / men» law, companies with more than 50 employees are required to publish gender pay gap index.
The index is based on the following 4 to 5 criteria:
- the wage gap,
- the distribution differential of individual wage increases,
- the distribution differential of promotions (only for companies with more than 250 employees),
- the number of employees benefiting from a wage increase upon return from maternity leave,
- parity among the 10 highest-paid employees.
The minimum required score is 75 points out of a maximum total of 100 points. If it is not achieved, corrective measures should be implemented. Regarding the French subsidiaries of the Rexel Group in which the law is applicable, the index calculation (out of 100) yielded the following scores:
| 2020 | 2019 | |
| Rexel Développement SAS, the Group’s Holding
|
90 | 89 |
| Rexel France
|
89 | 89 |
| Conectis
|
94 | 92 |
| Esabora
|
N/C (¹) | 71 |
| Espace Elec
|
N/C (¹) | N/C (¹) |
| Francofa
|
58 | 75 |
| Sofinther
|
76 | 85 |
These scores confirm the credibility of the Group’s commitments towards inclusion and diversity, in line with the Equal Opportunities Agreement ratified with its social partners in 2019, both for Rexel Développement SAS and Rexel France.
Moreover, although the scores obtained are encouraging, they should not be considered as an achievement but as a first convincing step towards attaining equal pay. For the subsidiary whose score is below the minimum required by law (75 points), corrective actions will be implemented in favor of men because, in this entity, the parity gap favors women.
Thus, Rexel wishes to reaffirm its objective of excluding all discrimination and continues to work for inclusive diversity by promoting equal opportunities at all hierarchical levels.
(¹) The count thresholds for the indicators make the index incalculable.
