Ethics and CSR commitments
Ethics and corruption, quality, safety, the environment and citizenship: find out more about CNIM's CSR commitments.
Business Ethics
Compliance with the CNIM Group ethical and corruption risks management program must be the responsibility of all and is a priority, as the development of the Group depends on the confidence it inspires in its customers, its employees, its shareholders and its private and public-sector partners. This program is based on:
1- The following publicly available documents:
Charter of Ethics
Anti-corruption Code of conduct
Purchasing Code of Ethics
Modern slavery act transparency statement
Stock Market Ethics and Confidentiality charter
2 - The following internal procedures, available to all CNIM Group staff through the CNIM Intranet:
Selection and management of sales agents procedure
Corruption risk in (potential) Partnerships procedure
Gifts and invitations procedure
Whistleblowing procedure
3 - A whistleblowing system, enabling CNIM Group employees as well as external or occasional employees and third parties, to issue an alert, in accordance with the "Sapin II" law of 9 December 2016, relating to transparency, anti-corruption and economic modernization.
You wish to consult a summary of the contents of the charters, codes and internal procedures structuring the CNIM Group ethical and corruption risks management program, click here.
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.
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.
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.
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.
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.
CSR 2017 proof points
For more information, read the 2017 CSR report
91% of the Group's employees are on permanent contracts.
In 2017, expenditure on safety amounted to €1.8 million, or more than €774 / employee.
In 2017, 52,350 hours of training were given, or an average of 22 hours / employee, and two-thirds of the Group’s employees benefited from at least one training course.
300 managers have been integrated into the Management training program since it was put in place in 2015.
In 2017, 92% of employees benefited from an assessment and career development interview.
The discrepancy in average pay between men and women is 3.6%, which should be compared with the average observed across the European Union that is 16%.
In 2017, 14% of the employees recruited were 50 year’s old or more.
10 companies or 19 of the Group’s sites are ISO 14 001 and / or ISO 50 001 certified, or more than 1,000 trained in approaches to protect the environment.
In 2017, the sites operated by the CNIM Group generated and sold 567,164 MWh of electricity and 399,831 MWh of heat,
83% of the Group’s waste was recycled in 2017, or sent to recycling or recovery branches, or used as fuel to generate power.
The total water consumption for the Group in 2017 was 2,090,431 m3, 70% of which came from recycling or reuse in-house.
By using waste to energy conversion on its sites, the CNIM Group avoided the emission of 323,487 tCO2e in 2017, which is an improvement of 20%.
45% of the Members on CNIM's Supervisory Board are women.