corporate social responsibility - gse group...corporate social responsibility report - gse v1 |...

Corporate Social Responsibility Report - GSE V1 | P.1December 2017

Corporate Social ResponsibilityReport 2016

Corporate Social Responsibility Report - GSE V1 | P.2

1. Foreword ................................................................P.4Roland Paul

2. Social ....................................................................P.7

4. Societal ...............................................................P.17

5. Environmental .....................................................P.21

6. New targets .........................................................P.31

sum-mary

Forewordspart 1


By Roland Paul - CEO

1. Forewords

GSE’s management has always placed social concerns at the heart of its development

strategy.

The Group is fundamentally committed to caring for its employees and stakeholders, behaving in a way that is respectful of the environment, people and business ethics.

The company has been involved in the United

Nations Global Compact program since 2003, and

has supported the establishment of the French

organization. GSE remains a member of the Steering

Comittee and has sat as a permanent member since

its inception.

Through its membership of this program, GSE integrates the Ten Principles of the

Global Compact into different areas of the company:

Human Rights

• Businesses should support and respect the protection of internationally proclaimed human rights; and ;

• make sure that they are not complicit in human rights abuses.

Labour

• Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining;

• the elimination of all forms of forced and compulsory labour;

• the effective abolition of child labour; and

Part 1 - Forewords

Corporate Social Responsibility Report - GSE V1 | P.5Part 1 - Forewords

• the elimination of discrimination in respect of employment and occupation.

Environment

• Businesses should support a precautionary approach to environmental challenges;

• Undertake initiatives to promote greater environmental responsibility; and

• Encourage the development and diffusion of environmentally friendly technologies.

Anti-Corruption

• Businesses should work against corruption in all its forms, including extortion and bribery.

These ten key points for the harmonious development of people, companies and nations are found in the GSE Code of Ethics and in a dedicated anti-corruption charter.

With these values as a foundation, GSE is renews its commitment to the principles of the Global Compact.

Roland PAUL


socialpart 2

Rapport RSE GSE V1 | P.7Part 2 - Social

At GSE, the Human Resources Department serves as the point of reference for HR and human rights issues.

EMPLOYMENT

NumbersWomen account for 37% the workforce in France and 39% across the Group. Women hold 20% of management positions.

Our recruitment policy focuses on promoting women in management positions.

GSE recruits female engineering graduates every year, as part of our «Promo» program,

despite women’s poor representation in engineering professions and studies.

Corporate Social Responsibility Report - GSE V1 | P.8Part 2 - Social


Recruitment

GSE is developing an ambitious recruitment policy to attract talent, boost retention and encourage the diversity of the people it recruits.

Recruiting young people

GSE has welcomed young graduates (INSA, ESTP, ENSAM, etc.) in its «PROMO» program for over ten years. The initiative provides access to training in project management as part of a comprehensive professional program.

The yearlong program focuses on providing support and encouraging those enrolled to take on responsibilities. Recruits are given a designated sponsor and benefit from monthly training sessions in project management, engineering and construction.

GSE has signed a «contrat de générations» with staff representation organizations. The deal aims to boost jobs both for young people and seniors.

Recruitment performance and staff loyalty are strategic issues for GSE.

We are aware of the key importance of our human capital and have taken major steps for retention. The average age of employees in France is 40. This figure remains stable compared to 2015. Seniority in the position also remained constant at 8.5 years.

The proportion of women recruited is higher than the proportion of women that currently make up our workforce. This should bring about a gradual increase in the number of women employed as a percentage of the Group’s workforce.

Partie 2 - Social


GSE gives a personalized welcome to every new employee and provides them with the tools necessary to successfully integrate the company :

• An integration program, during which the new employee meets key contacts and is given a presentation on how the company works;

• A «new arrivals» seminar, which aims to strengthen professional relationships among recently hired employees and enables new staff to acquire the Group’s culture.

Our recruitment process is entirely transparent and clearly communicated to all applicants.

GSE promotes internal mobility and career management. We aim to recognize the skills acquired by company employees.

Trainees

The number of interns hosted by the company rose by over 30% between 2015 and 2016

A consistent compensation policy Compensation is reviewed on a yearly basis during the annual performance appraisal interview.

The amounts allocated to the profit sharing and employee savings schemes are determined annually, based on GSE’s financial results. Staff can manage their money within the Company Savings Plan.

Partie 2 - Social


Health & Provident Insurance is 100% covered by the company in France.

Employees also receive restaurant vouchers; the employer pays 50% of the cost of these.

French entities are represented by a single Works Council, which ensures more effective sharing of amounts allocated (Union Economique et sociale or Economic and Social Union).

Holiday vouchers are distributed to those employees who have been on permanent or fixed-term contracts at GSE for over 6 consecutive months (80% paid for by the Works Council).

GSE has implemented a Car Policy, which numbered some 143 vehicles in France on 31/12/2016 (covering 50% of the workforce).

SOCIAL DIALOGUEGSE favors dialogue at all levels and is attentive to those problems raised by its employees.

Each employee is invited to an annual progress interview on professional and personal aspects of their job.

This meeting serves to clearly identify objectives. The Works Council meets on a monthly basis.

GSE organizes an exit interview with employees leaving the company, in order to understand the reasons for their departure and – where appropriate – identify areas for improvement.

Wellbeing in the workplace

Employee wellbeing is a key priority for GSE.

Each GSE site has an employee cafeteria; each one is equipped with a kitchen (microwave oven, refrigerator, etc.) and free coffee machines. Employees can therefore bring their lunch to work.

Water fountains, bottled water and baskets of fresh seasonal fruit are also available.

GSE’s head office has a tennis court, sports facilities and a break room.

Partie 2 - Social


We have developed an «Expatriate Guide» aimed at employees and their families before, during and after a period of working abroad.

Every French employee benefits from a Time Savings account. Where applicable, measures are in place to compensate employees for time worked outside normal hours, upon request.

We seek to ensure employees’ work-life balance; this issue is addressed as part of the end-of-year interview.

In all countries where GSE operates, wages are systematically fixed at a rate above the legal minimum (where there is a legal minimum).

Equality

All Group employees are treated equally, regardless of the country in which they work.

An Economic and Social Union (UES in France) was set up in 2016, to ensure equal treatment for all French employees.

2.17% of GSE’s capital is held by its management and employees.

Fostering diversity

Diversity is a key driver of progress at GSE. Our eleven offices across France and our

ten international locations make diversity one of our key assets.

We are committed to combating all forms of discrimination in recruitment and career development, to supporting professional equality and to increasing the number of women in management positions. We also strive to recruit and retain both young and senior employees. We currently employ people from some 16 countries.

HEALTH AND SAFETY

Health and safety of employees in the workplace

A Health, Safety and Working Conditions Committee (CHSCT) operates within the company.

GSE listens to employees on active prevention measures to combat stress and noise.

Part 2 - Social


Employees receive training in health and safety risks and best work practices.

Staff are given training on the risks associated with working at customer or project sites.

Health and Safety at construction sites and for operators

Construction sites are potentially dangerous places and require special attention. This is why we set up the CIS (consultation for the improvement of safety) process at the Management’s instigation. The process aims to improve safety during design and construction phases.

Our buildings are designed to provide future users with an efficient and optimized working environment (in terms of lighting, fire protection, external access, etc.).

GSE believes effective health & safety is the responsibility of the management.

Our health and safety compliance policy is set out and promoted by senior management. It applies to the entire Group.

Every weekly GSE Management Committee begins with a safety status report, highlighting the importance afforded to this area.

Part 2 - Social


GSE strives to go beyond its legal obligations to ensure the health and safety of its employees and everybody else working at the Group’s sites.

Group health and safety procedures are planned, organized, monitored and reviewed in line with regulations and best practices. Procedures are reappraised at least once a year.

Our Quality-Safety-Methods department is dedicated to providing advice, training, support and information to help management fulfill its responsibilities.

Preventing discrimination and harassment

GSE plans to roll out a whistleblower protection scheme in 2017.

As part of this procedure, reports will be made in confidence.

This whistleblower scheme covers issues of discrimination and harassment, as well as corruption and wrongdoing in general.

GSE prohibits any actions that could lead to discrimination during the recruitment process. All job descriptions are drafted without exclusive criteria.

Our Human Resources Department monitors remuneration to ensure equal pay.

GSE has a multicultural spirit and the company fosters diversity in its recruitment.

One woman sits on the GSE Executive Committee, another on the Board of Directors.

Part 2 - Social


WORK ORGANIZATION

Absenteeism

The rate of absenteeism at GSE is less than 2% of the number of hours worked.

Training

GSE considers training to be key for both personal development and for the maintenance of professional skills for all of its employees.

Between 2015 and 2016, the number of training hours increased by 58%, while over the same period, the number of employees decreased by 3.2%.

Part 2 - Social

socie-talpart 3

Corporate Social Responsibility Report - GSE V1 | P.17Part 3 - Societal

LOCAL DEVELOPMENT & THE ECONOMIC AND SOCIAL IMPACT OF THE BUSINESS

GSE has an impact on local development as its business is carried out at its customers’

construction sites. Whenever possible, local companies are included in calls to tender

for suppliers and subcontractors.

SUBCONTRACTING AND SUPPLIERS

GSE will increasingly integrate social and environmental issues in its purchasing policy.

GSE aims to take into account supplier and subcontractor involvement in CSR by 2022.

HUMAN RIGHTS

GSE has operations in some fifteen countries, including France, Europe and China.

Our customers demand very strict clauses on the observance of human rights. Similarly,

our own contracts with suppliers are just as demanding.

COMBATING CORRUPTION

All contracts entered into by Group companies with key external partners are subject

to internal control by the financial and legal departments. The companies selected

to undertake projects are subject to a «validation» procedure. In particular, this aims

to ensure they comply completely with local commercial, labor and tax regulations.

Those providers selected have recognized expertise and experience in the field in

question; they must also comply with local regulations governing their profession. In

particular, payment for services rendered must be carried out in a clear and transparent

framework; all services billed for must be actually rendered. No payments may be

made to financial institutions located in tax havens.

After we unveiled it in China in 2015 and in line with our previous COP, GSE adopted

an Anti-Bribery Charter, issued in French and English. This charter applies to all

countries where GSE operates, including in Europe.


The French version of the Anti-Corruption Charter applies to all GSE employees in

France, i.e. around 300 people. The charter is certified by the analysts LEFEBVRE and

incorporates the provisions of the SAPIN 2 law on the protection of whistleblowers.

The Charter was drafted in 2016 and will be rolled out in early 2017. At the time of

writing this report, the Charter had been rolled out.

In February 2017, following consultation with GSE’s elected employee representatives,

the Anti-Corruption Charter was presented to all employees during a live web conference

from our head office in Avignon, where fifty employees were also present.

In addition to the Avignon site, people at 30 individual or grouped sites also followed

the web conference. In both Paris and Bron, there were 25 people present on site.

Employees were given access to an e-learning module on the subject immediately

after the web conference. The course features information such as the definition of

corruption, details on legal issues, and GSE’s charter. It also includes case studies and

quizzes, as well as a final multiple-choice test based on ten case studies, where the

trainee must select the only correct answer among 2, 3 or 4 options.

The pass rate for this anti-corruption course is set at 80% of correct answers.

The support database for the e-learning module is updated on a monthly basis, when

new people enter the company. The person responsible for this training program is

GSE’s Risk Manager.

The Group works to combat corruption in all its forms. Particular attention is paid

to situations that could lead to a conflict of interest, especially between an employee

and a subcontractor, or between a service provider and a customer. The GSE Group is

all especially attentive to this issue, as it subcontracts more than 80% of its business.

Partie 3 - Sociétal


The GSE Anti-Bribery Charter is a chapter of the GSE Code of Ethics , which is approved by the GSE Management Committee and is due to be implemented in 2017. The Code deals with business ethics, anti-corruption issues, conflicts of interest,

money laundering and anticompetitive practices.

It is important for all companies to know where their resources come from, how they

were produced, and what CSR management systems their suppliers and subcontractors

have in place.

Actions to promote responsible purchasing practices within our supply chain

(compliance with our Code of Ethics, knowledge of our anti-corruption programs and

protection of whistleblowers, etc.) will be rolled out over 2017.

Part 3 - Societal

Enviro nmental

part 4

Corporate Social Responsibility Report - GSE V1 | P.21Part 4 - Environmental

ENVIRONMENTAL PROTECTION, SUSTAINABLE USE OF RESOURCES, PROTECTION OF BIODIVERSITY... AS PART OF OUR BUSINESSVITÉS

GSE takes its responsibilities regarding the environment and the local areas where it

operates.

As a responsible company, GSE strives to take all necessary precautions by implementing

the best possible procedures to prevent environmental damage – or reduce the impact

of environmental damage.

As part of our commitment to the environment, we:

• Comply with legislation and best practices.

• Reduce environmental risks by applying the principles of prevention and protection.

• Ensure that all potential problems are identified and that appropriate control

measures are implemented to minimize negative impacts on the environment.

• Promote a working environment that actively promotes sustainability and

environmental protection by encouraging the efficient use of materials and energy.

• Manage waste by minimizing volume and cost, while at the same time reducing

potential negative environmental impacts and taking our responsibilities as

entrepreneurs.

• Set out environmental objectives and foster a culture of responsibility via our own

management structure and with our partners and contractors.

• Communicate our environmental policies and procedures to managers.

• Enable managers to be proactive in those workplaces for which they have

responsibility.

• Communicate our environmental commitment to our customers, business partners,

suppliers and third parties and work with them to promote an awareness program

on best environmental practices.


GSE aims to be a player in sustainable eco-construction.

Our R&D department’s role is to optimize the impact of materials, technical solutions

and equipment used in buildings (timber frames, heating, air conditioning, lighting,

rainwater recovery, etc.).

• At our Environmental Certification sites, local residents are informed of potential

disturbances and measures are taken to reduce noise and visual pollution. Rigorous

selective waste and pollutants management procedures are in place at these sites.

• As part of this environmental policy, GSE has standardized its site management

practices. A «low environmental impact site charter» is in place. This serves as a

guide for our subcontractors, who are invited to sign the charter. Breaches of the

obligations set out in the charter are sanctioned by penalties.

All construction sites can have adverse impacts the local area: the challenge of a

low impact construction site is therefore to limit these adverse impacts, to improve

conditions for local residents and those working at the site.

The objectives of a low impact construction site are to reduce:

• risks and adverse impacts for local residents,

• risks to workers’ health,

• pollution during construction (to soil, air and water),

• the amount of resources used,

• the amount of construction waste produced and promote recycling,

• and to work in collaboration with other professionals towards these objective.

Measures to reduce environmental footprint

Integrated engineering teams (R&D-Lab, technical, research, certification, BIM) provide

innovative technical solutions in response to constantly changing market conditions,

regulations, and environmental constraints, both in France and in the other countries

where we operate.

Part 4 - Environmental


A dedicated internal team handles environmental Certification.

Our environmental approach calls for certification by the following:

• HQE

• BREEAM

• LEED

• DGNB (Germany)

• Chinese Green Building (China)



Our R&D department has developed new products (Cecodia, Modulog, Idea Park). The design of these ranges of buildings enables:

• The optimization of the amount of materials used,

• A reduction in the amount of energy used, through the selection of materials

or techniques (wood frames, natural lighting, lighting systems, insulation, solar

panels, etc.)

• Standardization of the dimensions of construction materials, thus reducing the

impact of their manufacturing

• Reduction of environmental impact (effective management of rainwater, etc.)

• Reducing land use by developing «high-bay» logistic buildings of over 40 meters

high

• Reducing inconvenience to local residents thanks to short and well-managed

completion deadlines

• Working alongside ecologists

• Favoring the use of timber frames (FSC label)

• Reducing the amount of construction via diagnostics carried out on existing

buildings in order renovate or re-purpose where possible

• Extending buildings’ lifespan.

The use of «BIM», a digital modeling tool during the design, construction and operation of buildings results in:

• Digital plans

• Digital file of executed works

• Better maintenance management

• Monitoring of the building’s consumption.

In the management of pre-acceptance operations (OPR) and delivery of buildings, a

connected collaborative solution (KALITI) is now used systematically.



ENVIRONMENTAL PROTECTION, SUSTAINABLE USE OF RESOURCES, PROTECTION OF BIODIVERSITY, ON A DAY-TO-DAY BASIS

Paper consumption



Overall paper consumption remained largely stable (-0.3% between 2016 and 2015).

The use of color paper has been reduced by 72%. Its use is now statistically insignificant. The use of recycled paper has also declined by a large margin (-50%) and remains marginal.

Our aim is to reduce paper consumption by 30% by the end of 2019 and by 50% by the end of 2021.

Measures taken to reduce paper consumption:

• Electronic payslips (optional)

• A project to roll out the electronic signature of contracts is in progress. The project aims to save time, travel and paper

• The removal of individual printers

• The gradual rollout of individual fobs for shared printers

CO2 emissions

The weighted average CO2 emissions for the fleet of vehicles in France fell from 109.1g / km in 2015 to 107.4g / km in 2016, a 1.6% reduction.



A higher volume of business meant that there was no overall decrease in travel-related greenhouse gas emissions.

Travel is necessary for the operation of our business and reducing travel raises challenges, particularly as GSE France is responsible for a large share of travel related to our international business.

Reducing travel expenses: GSE’s business generates the need to travel. Nevertheless, measures are in place to reduce this:

• All agencies in France and abroad are equipped with videoconferencing systems

• All our computers are now equipped with «PCtoPC» (Skype for Business) camera communication systems

• GSE is set to expand the use of multi-site «web conferences» in 2017



Water and energy consumption

The following consumption figures do not cover all sites (figures are not available for some rental properties). Nevertheless, the scope that the figures refer to has remained constant over the years presented, which enables a comparison to be made.

Water consumption remained largely stable between 2015 and 2016 (-0.7%).

Electricity consumption fell by 99 kWh. More than half of this was the result of a reduction in surface area used, while the remainder is due to weather conditions and improved facilities management.

The amount of diesel used has increased. This is directly linked both to travel and to the nature of our business.

Finally, the amount of gas used for heating is decreasing. This is also directly related to weather conditions.



Steps taken in day-to-day management at our offices

Items recycled :

• paper and cardboard

• plastic bottles

• office supplies

• ink cartridges

• IT equipment

• coffee capsules


New targets

part 5


GSE strives to implement principles that favor the well-being and respect of people, healthy transparency in relations with its stakeholders and the reduction of its environmental impact.

For the year 2017, GSE management decided to structure the company’s various actions in favor of CSR, thus improving the consistency of these actions. The objectives set for 2017 are as follows:

• Appoint a CSR Development Officer

• Communicate on CSR topics with all employees, encourage internal initiatives

• Implement and communicate on:

- a Code of Ethics

- an Anti-Corruption Charter and related employee training

- a scheme for the protection of whistleblowers

• Work towards a Responsible Procurement Charter

• Encourage and assist suppliers and subcontractors to take into account social, environmental and ethical issues

• Define objectives from among the United Nations’ SDGs from the «2030 Agenda for Sustainable Development»

• Develop measures in favor of employee well-being and everyday environmental protection (phasing out plastic cups and tableware by 2020, promoting local, responsible purchasing, etc.)

• Organize the collection of information on the use of materials and rate of recycling at our construction sites in order to define improvement targets, in terms of the business’s environmental impact

• Reduce paper consumption (see above)

• Begin planning a «responsibility and solidarity» day, to begin around 2019

Part 5 - New targets

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