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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 2019 Scope 2019* 2018* Variation*
CONSUMPTION OF RESOURCES
Total energy consumption MWh 291,922 100.0% 291,695 298,218
-2.2%
Of which electricity consumption MWh 152,461 100.0% 152,381 156,572 -2.7%
Of which natural gas consumption MWh 123,164
100.0% 123,164 125,016 -1.5%
Of which fuel consumption MWh 5,871 100.0% 5,724 7,170 -20.2%
Water consumption m3 560,908 99.8% 414,705 424,473 -2.3%
Total packaging consumption Tons 17,184 99.8% 17,184 17,378
-1.1%
Of which cardboard Tons 4,796 99.8% 4,796 5,130 -6.5%
Of which plastics Tons 1,043 99.8% 1,042 1,036 0.6%
Of which wood Tons 10,846 99.8% 10,844 10,809 0.3%
Of which other packaging Tons 431 99.8% 431 403 7.0%
Paper consumption Tons 2,012
99.8% 2,012
2,018
-0.3%
Of which commercial paper Tons 1,036
99.8% 1,036
1,003
3.3%
WASTE            
Total quantity of waste generated Tons 31,418 99.8% 31,345 29,103 7.7%
Of which total quantity of waste recovered Tons 20,973 99.8% 20,973 19,999
4.9%
Recovery rate % 66.7 % 99.8% 66.9% 68.7% -1.8 pts
GREENHOUSE GAS EMISSIONS       
Scope 1 direct emissions Tons CO2 e 71,429 100.0% 71,216 71,543 -0.5%
Emissions related to on-site energy combustion Tons CO2 e 26,742 100.0% 26,701 27,412 -2.6%
Emissions related to the transportation of products by the internal fleet Tons CO2 e 19,870 100.0% 19,739 19,081 3.5%
Emissions related to business travel by company cars Tons CO2 e 24,818 100.0% 24,776 25,051
-1.1%
Scope 2 indirect emissions Tons CO2 e 32,815 100.0% 32,781 35,183 -6.8%
Emissions related to the production of purchased and consumed electricity Tons CO2 e 31,897 100.0% 31,864 34,301 -7.1%
Emissions related to the production of purchased and consumed heat Tons CO2 e 925 100.0% 925 882 4.9%
SALES OF ENERGY EFFICIENCY AND RENEWABLE ENERGY SOLUTIONS  
Sales of energy efficiency solutions € million 1,309.9 100.0% 1,309.9 1,287.3 1.8%
Sales of photovoltaic solutions € million 240.4 100.0% 240,4 207.8 15.7%
Sales from the wind turbine market € million 60.7 100.0% 60.7 61.3 -1.0%

**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 2019 Universal Registration Document.

 

Social indicators**

 

HEADCOUNT 2019
Total workforce 26,539
% of women (out of total workforce) 22.9
% of managers (out of total workforce) 20.3
% of employees with Fixed Term Contracts (out of total workforce) 2.8
Average age of employees (Fixed Term and Unlimited Contracts) 43.0
Total number of outside recruitments 4,588
% turnover 16.4
Work organization  
% absenteeism rate 4.7
Training  
Number of employees trained during the year (excluding security training) 21,232
Diversity  
% of employees reporting handicap (out of total workforce) 1.5
Health and safety  
Frequency rate (per million hours worked) 6.1
Severity rate (for 1,000 hours worked) 0.15
% of employees trained in safety (out of total workforce) 58.0
Employee shareholding  
% of employees trained in safety (out of total workforce) 1.31

**For further details on the scope, see paragraph 4.3.5 “Note on methodology” in Rexel’s 2019 Universal Registration Document.

2019 equal pay index for men and women

Since the September 5, 2018 «Professional future and equal pay for women / men» law, specified by the January 8, 2019 implementing decree, companies with more than 50 employees are required to publish gender pay gap indicators.

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 will be imposed to bring the Group into compliance. Regarding the French subsidiaries in which the law is applied, the index calculation yielded the following scores:

  • Rexel Développement SAS, the Group’s headquarters: 88 / 100
  • Rexel France : 89 / 100
  • Conectis : 92 / 100
  • Dismo : 95 / 100
  • Esabora : 71 / 100
  • Espace Elec : N / A (¹)
  • Francofa : 75 / 100
  • Sofinther : 85 / 100

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 particular, consideration will be given to setting up groups of business lines in order to have representative comparisons).

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) Though they fall within the scope of the index, the scores could not be calculated

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