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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 EUROPE 120
STOXX® ESG LEADERS INDICES

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:

 

  2021 2020
Rexel Développement SAS, the Group’s Holding 92 90
Wage gap between women and men 37/40 35/40
Distribution differential of individual wage increases 35/35 35/35
Distribution differential of promotions N/C(1) N/C(1)
Number of employees benefiting from a wage increase upon return from maternity leave 15/15 15/15
Parity among the 10 highest-paid employees 5/10 5/10
Rexel France 95 89
Wage gap between women and men 39/40 39/40
Distribution differential of individual wage increases 20/20 20/20
Distribution differential of promotions 15/15 15/15
Number of employees benefiting from a wage increase upon return from maternity leave 15/15 15/15
Parity among the 10 highest-paid employees 5/10 0/10
Bizline (²) 88 N/A
Wage gap between women and men 33/40 N/A
Distribution differential of individual wage increases 35/35 N/A
Distribution differential of promotions N/C(1) N/A
Number of employees benefiting from a wage increase upon return from maternity leave 15/15 N/A
Parity among the 10 highest-paid employees 5/10
Conectis 86 94
Wage gap between women and men 33/40 39/40
Distribution differential of individual wage increases 35/35 35/35
Distribution differential of promotions N/C(1) N/C(1)
Number of employees benefiting from a wage increase upon return from maternity leave 15/15 15/15
Parity among the 10 highest-paid employees 5/10 5/10
Esabora N/C(1) N/A
Wage gap between women and men N/C(1) N/A
Distribution differential of individual wage increases N/C(1) 35/35
Distribution differential of promotions N/C(1) N/C(1)
Number of employees benefiting from a wage increase upon return from maternity leave N/C(1) 15/15
Parity among the 10 highest-paid employees N/C(1) 0/10
Espace Elec
 N/C(1) N/A
Wage gap between women and men N/C(1) N/A
Distribution differential of individual wage increases N/C(1) N/A
Distribution differential of promotions N/C(1) N/C(1)
Number of employees benefiting from a wage increase upon return from maternity leave N/C(1) N/A
Parity among the 10 highest-paid employees N/C(1) 5/10
Francofa 80 58
Wage gap between women and men 33/40 34/40
Distribution differential of individual wage increases 35/35 15/35
Distribution differential of promotions N/C(1) N/C(1)
Number of employees benefiting from a wage increase upon return from maternity leave N/A N/A
Parity among the 10 highest-paid employees 0/10 0/10
Sofinther 87 76
Wage gap between women and men 37/40 35/40
Distribution differential of individual wage increases 20/20 20/20
Distribution differential of promotions 15/15 10/15
Number of employees benefiting from a wage increase upon return from maternity leave 15/15 N/A
Parity among the 10 highest-paid employees 0/10 0/10

 

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.

(²) First computable exercise

 

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