Our CSR commitments

Quality, safety, the environment and citizenship: find out more about the CSR commitments of the CNIM Group.

CNIM provides a response to the twin challenges of driving energy efficiencies for its clients and reducing the environmental impact of its activities – at the Group’s own sites, as well as those of its customers.

CNIM has established a proactive CSR approach and is committed to building balanced, long-lasting relationships with all of its partners as it develops the Group’s business activities.

Nicolas Dmitrieff, Chairman of the Management Board

Environmental impact

As part of its sustainability policy, and the Group’s environmental responsibilities, CNIM has developed a preventive approach to the impact of its activities on the environment. Monitoring the evolving regulatory requirements and technology trends, deploying training programs, and communicating both internally and externally are all part of the Group’s commitment to quality, hygiene, safety and the environment.

Consult the Green House Gas Balance

Quality, Safety, the Environment

CNIM is extremely rigorous in matters of prevention, respecting the staff health and safety regulations, and environmental protection. This commitment is shared by employees at every level of the organization and is reflected in the numerous certifications achieved in the areas of quality, health and safety, and the preservation of the environment.

Consult the Certification Chart

HR commitments

CNIM’s commitments cover the full range of HR topics: recruitment, career development, professional training, the work-life balance, and health and safety in the workplace.

CNIM also takes action to provide employment, career development and training for people with disabilities, and to promote diversity in the workforce.

Learn more about our HR commitments

Ethics and Integrity

The Management Board has introduced a Charter of Ethics covering all of the companies making up the Group. It sets out all the values that employees need to respect during the course of their work, and is supplemented by a Declaration from the Management Board on respecting fundamental rights in the workplace and the Group's yearly modern slavery act transparency statement.

CNIM Group’s Purchasing Policy is being implemented in accordance with the Group Charter of Ethics and the Corporate Code for Purchasing, which make clear the rules of behavior and the ethical standards that are expected from employees in this area.

CNIM's stakeholders and employees can refer to the whistle blowing procedure to report any breaches of these charters.

Group citizenship

CNIM is committed to good citizenship and takes part in a range of activities that are aligned with its core skills and the local communities. The Group supports schools, along with associations for those on the margins of society, and is also involved with local enterprise and professional organizations.

Find out the organizations to which CNIM is affiliated

CSR and greenhouse gas publications

For several years, CNIM has been providing annual reports on the social and environmental impacts of its activities, as part of its Registration Document filing to France’s financial markets authority, the AMF. The Group also publishes annual figures on its greenhouse gas emissions.

Consult our CSR and greenhouse gas publications since 2012

CSR proof points

For more information, read the 2016 CSR report

Health and Safety

The statistics confirm the efficiency of the system implemented by CNIM in the UK. After 10 million hours of work, the accident rate (Riddor) at CNIM is 0.088—this is far below the average rate in the UK, which stands at 0.4.

At the Seyne-sur-Mer facility, the number of benign accidents and accidents with or without lost time has been halved between 2014 and 2016—whereas over the same period the number of working hours has increased.

Expenditure on safety amounts to €1.7 million for 2016, which is equivalent to €747 per employee. This very high investment, which is up 7% compared with 2015 and more than 30% compared with 2014, reflects how important employee safety is to the company.


In 2016, more than 49,000 hours of training were provided, or an average of 21.4 hours per employee. 
Nearly 61% of employees were able to benefit from at least one training course during the year.


42% of the Directors on CNIM's Supervisory Board are women.

The pay gap between men and women in the CNIM Group is 7.8%. This discrepancy should be compared with the difference in pay between men and women in the European Union that is 16% (2016 data, source ILO).

Environmental impact

In 2016, the sites operated by the CNIM Group generated and sold 825,077 MWh of electricity and 321,368 MWh of heat.

More than 64% of waste was sent to subsidiaries:
- to be used mainly as fuel or other means of producing energy;
- for recycling or to recover the metals and metallic components;
- for recycling or to recover other inorganic materials so that they can be re-used.

Over the scope of consolidation for 2016, the total water consumption for the CNIM Group was 1,967,390 m3, of which 1,344,647 m3 was recycled (i.e. 68%).

CNIM, acting as an operator of waste to energery and organic recovery plants avoided  the emission of 264,605 tCO2e in 2016.


In 2016, all of the sound measurements taken complied with regulations, and from all of the 35 sites included in the scope of consolidation, only 2 complaints from neighbors were recorded.

HR commitments

In 2016, 91% of employees in the scope of consolidation benefited from an assessment and career development interview.

In 2016, the CNIM Group Human Resources Department carried out an in-house opinion poll, to follow on from those performed in 2012 and 2014. The scope was increased to include all of the Group's employees in France—ultimately the aim is cover all of the companies in the Group.

93% of the CNIM Group's employees are on permanent contracts.