Scope 1 Emissions
2022 Communication on Progress
ENGIE Impact
Published date
June 17, 2022
No. of questions
71
Supplemental files
2022 - ENGIE Impact COP_Final_1.1.pdfGHGVerificationStatement-ENGIE-2021.pdfENGIE Impact DEI Policy FINAL.pdfHealth and Safety Policy.pdfCEO Statement
Signed
Governance
Policies and Responsibilities
1. Does the Board / highest governance body or most senior executive of the company:
2. Does the company have a publicly stated commitment regarding the following sustainability topics?
Optional commentENGIE Impact is committed (https://www.engieimpact.com/ethics-compliance) to respecting human rights wherever we operate around the world, either through direct action or through our relationships with clients, public authorities, suppliers and communities. • We respect the fundamental rights of our employees in accordance with the conventions of the International Labour Organisation. We reject all forms of forced or compulsory labour, of child labour, and of discrimination and we recognise freedom of association and the right to collective bargaining. • We reject all forms of harassment and violence in the workplace and provided our employees with a working environment that is respectful of their individual freedoms and privacy. • We ensure that our activities do not infringe the rights of local communities surrounding our locations. Environment: The vision of our corporate sustainability program is to drive leading edge corporate sustainability practices into every aspect of ENGIE Impact’s business strategy and operations (https://tinyurl.com/3rpk9mb2) Fight Against Corruption: ENGIE Impact’s ethics and compliance program is aligned globally with ENGIE Group’s standards and processes. We adopted all ENGIE Group Ethics & Compliance policies including the Group´s Ethics Charter (https://tinyurl.com/ysxa6jjb).3. Does the company have in place a code of conduct regarding each of the following sustainability topics?
Optional commentHuman Rights: ENGIE Impact has adopted all of ENGIE Group’s Human Rights policies and its Vigilance Plan. ENGIE’s commitments in the area of human rights is rooted in the United Nations guiding principles on business and human rights (UN, 2011) and the French Sapin 2 law. Environment: ENGIE Impact: As employees continued working from home, we implemented an new internal engagement program to empower them to live a more sustainable lifestyle. We have committed to embracing hybrid and flexible work arrangements for the long-term. While our buildings were temporarily vacated, we rationalised our office space requirements to reduce our square footage and completed renovations to several locations. Ethics, Compliance and Fight Against Corruption: ENGIE Impact’s ethics and compliance program is aligned globally with ENGIE Group’s standards and processes. We adopted all ENGIE Group Ethics & Compliance policies including the Group´s Ethics Charter and a number of codes of conduct including supplier relations and lobbying (https://tinyurl.com/ysxa6jjb). ENGIE Group is certified ISO 37001: 2016 Anti-Bribery Management System Certification every year since 2018. The latest certification was awarded on Dec. 17th 2021 with validity up to July 24th 2024.4. Has the company appointed an individual or group responsible for each of the following sustainability topics?
Optional commentThe Chief Legal and Sustainability Officer is responsible for Human Rights, Anti-corruption and Environment The Chief Human Resource officer is a member of the Executive Committee and ultimately responsible for Labour Rights and Decent Work. Corporate Sustainability is a strategic priority for ENGIE Impact. We have established a governance model for Corporate Sustainability that ensures that it is fully integrated into every aspect of our operations. ENGIE Impact’s Corporate Sustainability governance model starts with our top leadership. Our Executive Committee approves, monitors and animates our Corporate Sustainability goals, policies and processes. All of ENGIE Impact departments are involved and accountable for Corporate Sustainability through the annual goal setting process led by our Executive Committee. Responsibility for implementation of our Corporate Sustainability goals is intentionally decentralised to ensure high level of engagement across the organisation. We nurture sustainability champions at all levels, and we empower employees in our different regions to select locally relevant activities.5. Does the company have a formal structure(s) (such as a cross-functional committee) to address each of the following sustainability topics?
Optional commentThe Chief Legal and Sustainability officer is am member of the Executive Committee and ultimately responsible for Human Rights, Environment and Anti-corruption. The Chief Human Resource officer is a member of the Executive Committee and ultimately responsible for Labour Rights and Decent Work Executive Committee and Senior Leaders are the final decision-maker on Corporate Sustainability (CS) strategies, goals and objectives, performance and risk oversight. Business and Functional Organisations: Decentralised at business operations Level. Each operational unit appoints a representative who is empowered to implement CS actions within its perimeter and responsible for coordination of measures needed to support organisation-wide CS objectives. Corporate Sustainability Function: Develops environmental sustainability strategy. A Corporate Sustainability Director Coordinates the implementation of CS strategy and activities across the business, connecting teams responsible for brand, communications, human capital, facilities and infrastructure, procurement and risk. Coordinates with ENGIE Group. Manages implementation, measures progress, and reports on tactical integration of CS strategiesPrevention
6. Does the company have a process or processes to assess risk?
Optional commentENGIE Impact applies a principled prioritisation process that includes consideration of: • Risks to people and the environment: The contribution every company can make to achieving the SDGs by meeting its responsibility to address potential and actual negative impacts to people and the environment that are linked to its operations and value chains; and • Beneficial SDG-related products, services and investments: the additional contribution that companies can make to achieving the SDGs by applying their knowledge, skills and other capabilities to benefit people and the environment. The principled prioritisation process identifies the most severe negative impacts on people and the environment that are linked to the company’s operations and value chain and connects them to the relevant SDGs targets. These impacts include the ‘salient’ human rights risks or issues. ENGIE Impact is a management consulting and environmental service provider with a homogeneous type of activity, supply chain and, in general, exposure to Environmental, Social and Governance (ESG) risk. Our main risks are therefore linked with the way we perform our work (eg. office work, visit to clients, participation to events, etc.) and ethics in conducting our business (eg. corruption, data privacy, etc.). Normally our employees perform their jobs in offices that we lease or in co-working spaces under licensing agreements. However, during 2021, most of our workforce remained working from home due to COVID. Only at the end of the year, and based on the evolution of the sanitary situation, of our staff visiting clients on their premises. In a limited number of cases, some of our teams engage on on-site visits to construction projects, which came with higher risks. Our biggest challenge in identifying and managing all sustainability risks is the geographical spread of our activities as well as the fact that the biggest share of our sustainability challenges are in our value chain (mainly upstream) where we have limited control. In April 2021 we had about 2,600 employees, located in 10+ countries with varying employee-related benefits and practices, regulatory frameworks, and degrees of control in shared office spaces. However, almost 80% of the total workforce is located in the United States and Europe. ENGIE Impact´s main environmental footprint is related to our ways of working and in particular GHGs emissions mostly in our supply chain (Scope 3). In 2021 we performed our first risk assessment for change on climate and weather patterns.6.1. During the assessment of risk, which business relationships are reviewed?
Optional commentValue chains must be resilient from a business perspective as well as from a societal perspective, enabling companies to address the most critical challenges of our times such as biodiversity, climate change, human rights, racial inequity, governance and ethics. To better understand our value chain, we complete a yearly supply chain risk assessment. Our analysis was conducted in Q1 of 2022, to include the full scope of ENGIE Impact’s 2021 tier 1 supply chain. Our spend categories are typical for a consulting company, with a larger proportion of IT-related spend due to the dominance of digital processes in our business model. Our top nine spend categories represent more than 80% of our total operational spend. The majority of our top nine spend categories remained the same in 2021, with the exception of our “real estate, rents, charges and fees”-related spend, which increased significantly compared to 2020. This change was driven by pandemic-related shifts to our office footprint. Throughout 2021, we closed and moved several offices, and made capital improvements in our Spokane, Washington office, which increased spend in this category. Our highest risk categories remained stable in 2021. Top 9 spend categories: 1. IT Intellectual Services (spend = high / criticality = low) 2. IT Software (spend = high / criticality = medium) 3. Real Estate, Rent, Charges & Fees (spend = high / criticality = low) 4. Management & Organisation Consulting (spend = medium / criticality = low) 5. IT Hardware (spend = med / criticality = high) 6. Office Supplies & Other Equipment (spend = low / criticality = med) 7. HR Recruitment & Development Services (spend = low / criticality = med) 8. Temporary Workers/Agencies (spend = low / criticality = high) 9. Banking Services (spend = low / criticality = low)7. Does the company have a due diligence process through which it identifies, prevents, mitigates, and accounts for actual and potential negative impacts on sustainability topics?
Optional commentHuman rights: ENGIE Impact conducts an annual risk assessment of human rights and leverages this assessment to improve our controls and mitigation. Our 2021 human rights risk assessment concluded that our level of risk in these areas is low due to the nature of our work. We provide sustainability advisory services to large businesses and governments primarily in countries with established regulatory processes and low human rights risks according to standard indexes. Environmental Risks: Due to the nature of its operations, ENGIE Impact environmental risk is low. ENGIE Impact´s main environmental footprint is related to our ways of working and in particular GHGs emissions mostly in our supply chain (Scope 3). Ethics, Compliance and Fight Against Corruption: We are not subject to any local regulations in the area of anti-corruption, human rights or embargo that impose additional requirements. ENGIE Group’s systems include: • Robust ethics policies • Due diligence requirements for third party relationships • Requirements for contract provisions related to ethics, safety, and social and environmental responsibility • Code of Conduct with respect to lobbying • Whistleblower hotline and system for management of investigations • Audit and control requirements7.1. During the due diligence process, which business relationships are reviewed?
Optional commentHuman Rights: ENGIE Impact adopted ENGIE Human Rights referential (https://tinyurl.com/329hk8d6) Ethics, Compliance and Fight Against Corruption: ENGIE Impact leverages ENGIE Group’s system (https://tinyurl.com/4u62jkmk) to prevent corruption and bribery. We are not subject to any local regulations in the area of anti-corruption, human rights or embargo that impose additional requirements.Concerns and grievance mechanisms
8. Are there any processes through which members of the company’s workforce can raise concerns about the company’s conduct related to human rights, labour rights, environment, or anti-corruption?
Optional commentENGIE Impact leverages ENGIE Group’s Whistleblower hotline for our grievance mechanism for employees and third parties. Information on this tool is available to employees on our internal SharePoint page and to third parties through a link on our public website (https://tinyurl.com/2p8fpe86).8.1. Please provide additional detail regarding the process(es) the company has through which members of the company’s workforce can raise concerns about the company’s conduct.
Optional commentENGIE Impact leverages ENGIE Group’s Whistleblower hotline for our grievance mechanism for employees and third parties. Information on this tool is available to employees on our internal SharePoint page and to third parties through a link on our public website (https://tinyurl.com/2p8fpe86).9. Does the company provide or enable access to effective remedy to right holders / stakeholders where it has caused or contributed to the adverse impact?
Optional commentRemedy provided only to employees.Lessons
10. How does the company capture lessons regarding each of the following sustainability topics?
Optional commentFor health and safety onlyExecutive Pay
11. Is executive pay linked to performance on one or more of the following sustainability topics?
Optional commentBonuses for the top senior executives at ENGIE Group, including ENGIE Impact's CEO, are measured not only on financial objectives but also on key non-financial metrics in climate impact, health and safety, and diversity.Board Composition
12. Percentage of individuals within the company’s Board / highest governance body by:
Optional commentLeadership team are all executives. ENGIE Impact is 100% owned by ENGIE SA and there are no independent members in the leadership team13. Do you produce sustainability reporting according to:
Optional commentENGIE Impact KPIs are defined using GRI as reference. ENGIE Impact materiality matrix is prepared following GRI G4. TCFD is used to identify climate change related risksData Assurance
14. Is the information disclosed in this questionnaire assured by a third-party?
Optional commentENGIE Impact main environmental footprint is related to its GHGs emissions. We calculate our Scope 1, 2 and 3 emissions and our GHGs inventory is externally verified. The verification was conducted on 100 percent of ENGIE Impact’s reported scope 1 and scope 2 emissions, and 100 percent of the reported scope 3 emissions (100 percent of the total reported scope 1 + 2 +3 emissions).Human Rights
Materiality / Saliency
1. Which of the following has the company identified as material human rights issues connected with its operations and/or value chain, whether based on their salience (i.e., the most severe potential negative impacts on people) or another basis?
Optional commentENGIE Impact is a professional services organization centered in remote and/or office environments; areas of focus from a human rights perspective are therefore in line with these environments and professional/technology services (such as non-discrimination, health and safety, work-life balance, and digital security). We believe in the importance of promoting gender equality and women’s empowerment. Our company was founded with the purpose of making sustainability happen today and gender equality is central to this mission. ENGIE is accelerating the integration of women through its Fifty-Fifty (https://tinyurl.com/ycy56mfj) Project, which aims to create the necessary conditions to achieve managerial parity by 2030 and to strengthen cultural anchoring and managerial practices over the long term. DEI. There is no sustainability without diversity, equity, and inclusion; it is therefore central to our purpose, strategy, and culture. We strive to address the core challenges that affect our business and our lives: inequality in society, diversity in the workplace, environmental justice and much more. Our commitment and approach are based on the following core beliefs: 1. DEI and our purpose are intertwined. 2. We must understand environmental justice and act with our clients to improve it. 3. Diversity increases innovative thinking. 4. To live our values, we must nurture an inclusive culture.Commitment
2. Does the company have a policy commitment in relation to the following human rights issues?
Optional commentENGIE Impact is committed to respecting regulations relating to the protection of personal data. We follow ENGIE Group's Personal Data Protection Policy (“Privacy Policy”). This Privacy Policy defines the objectives, means and governance that ENGIE Impact entities use to comply with the regulations in this area. (https://www.engie.com/en/privacy-policy) ENGIE Impact has appointed Data Privacy Managers in each of its geographies charged with coordinating personal data protection activities. Our Data Privacy Managers implement the Privacy Policy, provide advice and information of the data controllers, ensure compliance with the regulations on the protection of personal data within their scope and raise employee awareness on privacy issues. We conduct an annual risk assessment process related to data protection and apply a control framework which is supported by ENGIE Group’s annual internal control exercise. Our data protection activities are included in ENGIE Group’s collective annual personal data protection report to the Committee for Ethics, the Environment and Sustainable Development (CEEDD) of the ENGIE Board of Directors. In 2021, ENGIE entered the "Advanced" category with a "Bitsight" cyber rating of 740. BitSight Security Ratings range from 250 to 900 and are calculated using externally observable data. The higher the rating, the more effective the company is in implementing good security practices. As a young company, it is essential that we build an inclusive, supportive culture from the outset; it’s the foundation that supports all of us as employees and it’s a competitive differentiator for ENGIE Impact. As such, we are committed to building a solid foundation while committing to the long-term work of cultural transformation, so that all employees are supported throughout their career journeys with ENGIE Impact. In addition to taking the time to develop clear alignment with our Executive Committee (ExCom), developing our current baseline and integrating our commitment to DEI clearly in our corporate strategy and goals, we’ve also developed a DEI Policy and metrics dashboard to track our progress over time. In the upcoming months, we will complete our annual pay equity analysis, and analysis of promotion and leadership opportunities. In addition, we have asked all employees to go through unconscious bias training, with additional opportunities for discussing these difficult and personal topics together as colleagues. We believe in the importance of promoting gender equality and women’s empowerment. Our company was founded with the purpose of making sustainability happen today and gender equality is central to this mission. ENGIE Impact recently became a Women's Empowerment Principles (WEPs) signatory. Established by UN Global Compact and UN Women, the WEPs (https://www.weps.org/) promote gender equality and women’s empowerment in the workplace, marketplace and community. As an organisation, we are currently focused on prioritising progress on Principle 1, 2, 4, and 72.1. For each human rights policy, is it:
Optional commentSee above #2.2. https://www.engie.com/en/privacy-policyPrevention
3. In the course of the reporting period, has the company engaged with affected stakeholders or their legitimate representatives in relation to the following human rights issues?
Optional commentData security / Privacy: as a company - we invest in preventing and mitigating data security risks and we discuss our actions with our clients - who would be impacted if there were an incident. In 2021, ENGIE Impact became a signatory of UN Women's Empowerment Principles, to demonstrate our commitment to promote gender equality and women’s empowerment in the workplace, marketplace and community. We also became EDGE Plus ceritified. The leading global assessment methodology and business certification standard for gender and intersectional equity (which includes elements such as ethnicity, age, disability, etc.), EDGE measured the company on a number of dimensions, including representation, employee perception, statistical data, and policy/procedure effectiveness. In addition, our Women Professional network, called Ellxvate, whose mission is to empower women to lead courageously and achieve career success by cultivating a community of belonging, connection and growth has worked to integrate gender parity in recruitment and retention, professional growth, and developing connectivity for women professionals across ENGIE Impact. ENGIE Impact’s Employee Resource Groups (ERGs) are our corporate-recognized workplace groups led by employee volunteers. These enable employees with shared interests to meet, support each other, and help to improve ENGIE Impact’s business and culture. Each year, our ERGs play an important role in driving improvements at the corporate level and engaging colleagues to increase visibility, understanding, support and allyship for their communities. Each ERG has an executive sponsor and regular interactions with the CEO and CHRO. Three out of ENGIE Impact´s 4 ERGs are particularly relevant to discuss right of women and other DEI topics: 1) Ellxvate is a global employee network in pursuit of gender equality and women’s empowerment. Ellxvate´s mission is to empower women to lead courageously and achieve career success by cultivating a community of belonging, connection and growth. 2) Pride@ENGIE Impact supports, empower, and celebrate Lesbian, Gay, Bisexual, Transgender, and/or Queer (LGBTQ+) and ally members at ENGIE Impact and in our communities, through the promotion of unity and inclusion of sexual and gender diversity of expression. 3) HUES was created in 2021 with the mission of build a culture where difference is valued and sustainable. The aims are (1) to nurture and promote a multiculturally inclusive environment at ENGIE Impact, (2) to facilitate and support career growth for members across all levels and cultures, and (3) to recruit and retain culturally diverse team members at ENGIE Impact.4. What type of action has the company taken in the reporting period with the aim of preventing/mitigating the risks/impacts associated with this human rights issue?
Optional commentENGIE Impact's Womens Network, Ellxvate, was established in 2021, has worked to develop programs to increase development and support for women professionals, including cohort-based mentoring, roundtables, workshops, and focus groups for particular topics relating to empowering woem to lead and achieve career success at ENGIE Impact. In addition, ENGIE Impact is committed to continuing to make progress in ENGIE Group's goal for managerial gender parity by 2030. For more information, so to https://www.engie.com/en/commitments/professional-and-gender-equality.5. Who receives training for the following human rights issues?
Optional commentRights of women. All employees as part of the awareness rasing to fight against discrimination6. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following human rights issues?
Optional commentTo become certified, EDGE measured the company on a number of dimensions, including representation, employee perception, and statistical data in the areas of recruitment, promotion, leadership development, pay equity, the effectiveness of policies and practices, and the inclusiveness of our culture across our geographic locations.Response
7. During the reporting period, has the company been involved in providing or enabling remedy where it has caused or contributed to adverse impact associated with the following human rights issue(s)?
8. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the human rights principles, including any challenges faced and actions taken towards prevention and/or remediation.
As part of our broader sustainability mission, ENGIE Impact employees must be aware of human rights issues and stay vigilant to ensure that human rights are respected in all circumstances. To support this, we made the training, “Human Rights at ENGIE” mandatory for all employees. Our data shows a current completion rate of 70% with continued escalation. We have also shared information on Human Rights with all of our employees through broadly shared video content and other forms of communication.Labour
Commitment
1. Does the company have a policy commitment in relation to the following labour rights principles?
Optional commentAll labour rights principles are integrated into Employee Handbooks; employees are required to read and sign off on these principles regularly. Moreover, these principles are covered clearly in ENGIE Group's mandate for our global business (https://tinyurl.com/329hk8d6). ENGIE Impact has a dedicated H&S policy that is updated every year.1.1. For each labour rights policy, is it:
Optional commentENGIE Group Labour and Human Rights approach: https://tinyurl.com/329hk8d6 https://tinyurl.com/bdejmets https://tinyurl.com/4th6dc3u All labour rights principles are integrated into Employee HandbooksPrevention
2. In the course of the reporting period, has the company engaged with affected stakeholders or their legitimate representatives in relation to the following labour rights issues?
Optional commentENGIE Impact is committed towards a more proactive stakeholder engagement to assess and understand the relevance of these topics for the organisation and its employees.3. What type of action has the company taken in the reporting period with the aim of preventing/mitigating the risks/impacts associated with this labour rights issue?
Optional commentEngie Impact has published its Diversity, Equity & Inclusion policy with a clear commitment towards a diverse and inclusive workplace (incl processes and policies, goal setting and measuring progress). This is a critical focus for us in the upcoming few years. In 2021, we conducted a leadership H&S training for over 150 leaders throughout the organisation. ENGIE Impact provides an orientation for all our contractors before coming onsite including an online training module they are asked to review before coming onsite.4. Who receives training for the following labour rights issues?
Optional commentENGIE Impact and ENGIE Group require frequent training on anti-discrimination and Health & Safety, taking into consideration Group regulations and local particularities.5. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following labour rights issues?
Optional commentENGIE Impact analyses these issues on ad hoc basis and is committed to formalising these processes towards a more standardised approach. Occupational Health and working conditions: KPIs 2022-2024 Focus Programs * Safe customer visits: 100% of industrial site visits are precluded by a completed risk assessment by Dec 2024 * Contractor management: 100% of contracts acknowledge compliance with H&S requirements; 100% completion of contractor safety awareness training by Dec 2024 * Mental health: 100% of employees with tenure > 6 months have completed awareness training by Dec 2024. * Ergonomics: 100% employees with tenure > 6 months have completed annual ergonomic assessment by December 2024Performance
6. What is the percentage of employees covered under collective bargaining agreements?
Optional commentWe have a collective agreement for France (despite not having a works council)7. What is the percentage of employees in a trade union or other workers' organization?
Optional commentEI fosters collaborative social dialogue with all employees - regardless of them being organised in unions/ works councils.8. In the course of the reporting period, what was the percentage of women in:
Optional commentENGIE Impact is committed to continuing to make progress in ENGIE Group's goal for managerial gender parity by 2030. For more information, go to https://tinyurl.com/2ykadn9h. As part of the 50-50 Program at ENGIE, we have committed to gender parity in leadership by 2030; we are currently at 36% women in management positions, and will continue to improve this in the upcoming years.9. What was the average ratio of the basic salary and remuneration of women to men (comparing jobs of equal value) during the reporting period?
Optional commentENGIE Impact is in the process of completing a full pay equity analysis in 2022.10. In the course of the reporting period, how frequently were workers injured (injuries per hour worked)?
11. In the course of the reporting period, what was the company’s incident rate?
Optional commentEvents and situations with high potential of severity (HiPo): 2 Frequency rate (FR) of occupational accidents: 0 Prevention Rate (PR): 1 Severity rate (SR) of occupational accidents: 0Response and Reporting
12. In the course of the reporting period, has the company been involved in providing or enabling remedy where it has caused or contributed to the adverse impact associated with the following labour rights issues?
Optional commentIn 2021, one incident related to discrimination was reported. A corrective action was taken in this instance.13. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the labour rights principles, including any challenges faced and actions taken towards prevention and/or remediation.
ENGIE Impact’s objective is to be a Company of Choice by delivering best-in-class employee and client experiences that maximise environmental, social and financial performance. Our employees are key to enabling our clients to achieve a sustainable future.Environment
Commitment
1. Does the company have a formal policy on the following environmental topics?
Optional commentENGIE environmental policy (https://tinyurl.com/yc3jhxas) applies to all ENGIE entities including ENGIE Impact, however, not all of these environmental topics are material to Impact's business model as a professional services business. Relevant environmental topics include: climate action, water, waste and energy and resource use. ENGIE Impact material topics are addressed through our Corporate Sustainability approach: https://www.engieimpact.com/corporate-sustainability1.1. For each environmental policy, is it:
Optional commentSuppliers are an essential stakeholder in the ENGIE value chain. The duty of vigilance also makes the Group responsible for the actions of its suppliers. For a number of years now, the Group’s purchasing policy has incorporated preserving the environment into its requirements. To this end, and in addition to the contractual provisions of the requirement specifications, the Group has initiated an external CSR appraisal of its suppliers. A new milestone was recently reached when the Group adopted the target of having all our preferential suppliers SBTi certified by 2030 at the latest.Prevention
2. In the course of the reporting period, has the company engaged with affected stakeholders or their legitimate representatives in relation to the following environmental issues?
Optional commentAs a professional services company, ENGIE Impact does not directly contribute to any environmental outcomes that directly affect our stakeholders. However, as part of our continuous efforts to understand our stakeholders, ENGIE Impact engaged our employees, our Executive Committee, clients and even competitors to develop our materiality assessment. We conducted an extensive series of surveys, interviews and focus groups with internal and external stakeholders to build a clear understanding of their expectations and our priorities. Through this work, we identified our material topics: 21 environmental, social, governance and economic topics. This assessment was updated in 2022. • Enabling the Zero Carbon Transition: Offer customers global solutions across the value chain to design, engineer and deliver outcomes that put them in science based decarbonization paths. • Climate Change: Reduce and promote the reduction of greenhouse gases in the Earth's atmosphere and build resilience to the consequences of climate change by reducing our own energy and water use and waste. • Sustainable Growth: With respect to economic performance, maintaining a thriving and sustainable business. On a global scale, promote inclusive and sustainable economic growth by creating the conditions to allow a greater number of people to have quality jobs that stimulate the economy while not harming the environment.3. What type of action has the company taken in the reporting period with the aim of preventing/mitigating the risks/impacts associated with these environmental topics?
Optional commentThe environmental risks associated with our operations are mainly linked with our ways of working and are predominantly associated with GHGs emissions (to a lesser extent waste and water). No other relevant environmental direct impact was identified in our risk assessment. The risk for the environment is low as both probability and potential environmental impact linked to our operations are limited. All our offices are leased, and environmental performance is integrated in the evaluation of any new office. All lease contracts include the obligation for the landlord to comply with environmental laws and regulations. Additionally, ENGIE Impact is committed to sourcing high-quality carbon offsets. ENGIE Impact invested in two projects to offset more than its 2021 carbon footprint: a reforestation project in Panama and a methane capture-and-use program in the United States. Through the combined action of buying carbon offsets and energy attributes certificates (EACs) to cover our electricity use (including working from home), we achieved our carbon negativity objective in 2021. Furthermore, ENGIE Impact partnered with Saving the Amazon to plant over 100 trees in the Amazon Rainforest. The Amazon suffers from significant deforestation, endangering the biodiversity of the Amazon biome. By planting trees, we are helping to compensate for the deforestation, while helping to protect local ecosystems.4. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following environmental topics?
Optional commentAction plans to address our environmental impact are in place and regularly monitored. Every year we calculate and report on our carbon footprint and resource use. Information on progress towards our targets is shared with the Executive Committee at least on a quarterly basis and reported at the Strategy In Action section of our web page: https://www.engieimpact.com/our-sustainability-strategy4.1. For each environmental topic in which the company sets timebound goals / targets, what kind of targets has the company set?
Optional commentIn mid 2020, ENGIE Impact set our own wide-reaching environmental goals, including reaching carbon negativity by 2021, zero waste by 2023 and water balance by 2023. As a leader in the sustainability transformation, our approach to our own decarbonization journey was designed to drive leading-edge sustainability practices. We lead by example as we seek to reduce our emissions internally as quickly and cost-effectively as possible through energy efficiency and changing our ways of working. Waste diversion is a critical component of our sustainability strategy. Across all our offices, we are committed to minimizing our own waste generation, maximizing circularity, and increasing diversion in order to achieve zero waste. We will achieve this goal by leveraging our expertise in waste characterizations, zero waste roadmaps and analytics to create a data-driven understanding of how waste is generated and how it can be diverted away from the landfill. Access to clean, sustainable water sources is essential to mitigate and adapt to the effects of climate change. Protecting and managing this resource is a priority for ENGIE Impact and an essential part of our corporate sustainability strategy. While managing carbon is a global issue, managing our water footprint is a local one. Therefore, we are working to understand the increasingly urgent water risks in communities where we live and work. Our ambition is to not only be more efficient in our water consumption but restore and replenish watersheds that supply our own local communities. Learn more about the steps we are taking to reach out sustainability goals: https://tinyurl.com/447ax9e3.4.2. For each environmental topic in which the company sets timebound goals / targets, how is progress against target / goal tracked?
Optional commentInformation on progress towards our targets is shared with the Executive Committee at least on a quarterly basis and reported at the Strategy In Action section of our web page. Progress is communicated to employees at least on a quarterly basis. External communication available here: https://www.engieimpact.com/our-sustainability-strategy5. In the course of the reporting period, has the company been involved in providing or enabling remedy for any actual impacts associated with the following environmental issue(s)?
Climate Action
6. What were the company’s gross global greenhouse gas emissions for the reporting period?
Scope 2 Emissions
Scope 3 Emissions
Optional commentScope 1 - full: 762 metric tons CO2e Scope 2 - full: 895 metric tons CO2e Scope 3 - partial: 1933 metric tons CO2e The verification was conducted on 100 percent of ENGIE Impact’s reported scope 1 and scope 2 emissions, and 100 percent of the reported scope 3 emissions (100 percent of the total reported scope 1 + 2 +3 emissions). This includes all direct and indirect emissions from facilities that are under ENGIE Impact’s operational control: all ENGIE Impact offices, data centers, Business Travel (commercial air & ground travel), Employee Commute (commute & remote employees), Waste Generate in Operations, and Purchased Goods & Services (digital services) for its global operations. ENGIE Impact is committed to sourcing high-quality carbon offsets, reflecting GHGs reductions, avoidance or removals with a focus on additionality, permanence, and a principle of no significant social and environmental harm. As a result, ENGIE Impact has invested in two projects to offset more than its 2021 carbon footprint: a reforestation project in Panama and a methane capture-and-use program in the United States. Through the combined action of buying carbon offsets and energy attributes certificates (EACs) to cover our electricity use (including working from home), achieved of our objective of being carbon negative in 2021. We addressed 100% of the emissions associated with our non renewable electricity consumption from our offices, servers and from employees working at home through the procurement of Energy Attribute Certificates (EACs) sourced specifically from renewable energy providers in the respective country of operation.6.1. Which Scope 3 categories are included in the organization’s scope 3 emissions calculation?
Optional commentENGIE Impact's Scope 3 emissions include: work from home and digital purchased goods and services7. What percentage of the company's revenue was invested in R&D of low-carbon products/services during this reporting period?
8. Has the organization acted to support climate change adaptation and resilience?
Optional commentIn 2021, ENGIE Impact performed its first risk assessment for change on climate and weather patterns. Taking into consideration the nature of our activities (consultancy and advisory services), the overall risk was considered low and mostly related to staff health and safety and the continuity of our IT services. The following risks and opportunities were identified: (1) OPERATIONAL a. Risks: • Physical impact to critical assets that can compromise business continuity ‒ In house servers and other IT infrastructure ‒ Electricity supply and/or internet connection (at office or at home for a large part of our remote workforce) ‒ Offices inaccessible ‒ Transportation disruptions (commuting and business travel) • H&S (heatwaves, storms, mental health of people hit by natural disasters) b. Opportunities • A decentralised workforce that can deliver from home or from office might be more resilient to localised climate events (e.g., river floods) • Use of cloud services with redundancy and backups • Talent retention and acquisition: increased willingness to work for companies with positive impact. (2) MARKET a. Risks • Increased insurance costs • Clients out of business due to scarce resilience • Procurement of critical products (e.g., IT hardware) b. Opportunities • Increased demand for environmental services (particularly to increase resiliency) As part of our offsetting strategy we bought carbon credits from nature based projects that increase the resilience of the beneficiary communities.Energy / Resource Use
9. Please report the company's renewable energy consumption as a percentage of total energy consumption in the reporting period.
Optional commentWe addressed 100% of the emissions associated with non-renewable electricity consumption from our offices, servers and from employees working at home through the procurement of Energy Attribute Certificates (EACs) sourced specifically from renewable energy providers in the respective country of operation.Technology
10. What percent of the company's revenue came from environmentally friendly products / services during this reporting period?
Optional commentENGIE Impact accelerates sustainability transformation for corporations, cities and governments. We help organizations embed sustainability strategies into their operations, allowing them to bridge the gap between sustainability goals and realized results to capture economic value and make them more competitive over the short- and long-term. What We Offer • Strategy & Planning: Achieving ambitious sustainability goals begins with a strong sustainability strategy and proper preparation. As a trusted advisor, ENGIE Impact combines global expertise, technology and data to thoroughly assess organizations' current state and develop a tailored, long-term sustainability roadmap—and then make sure it is achieved. • Execution: Executing a sustainability strategy at scale is highly complex. By leveraging ENGIE Impact’s global reach and proven programs, companies can tap into local solutions and utilize data-driven knowledge on resources markets, utilities, and regulations to remove the complexity and fragmentation of implementation—not only accelerating execution but driving real results. • Tracking & Reporting: Organisations need tracking and reporting to prove their sustainability strategy is progressing at the right pace, their initiatives are performing, and promises made to stakeholders are kept. ENGIE Impact delivers advanced analytics tools and proactive insights to help organisation identify opportunities, track progress, and disclose performance across energy, water, waste and carbon emissions. Taking in to consideration the nature of our services we believer it is a sizeable part of our revenue but are current information systems do not allow us to provide percentage yet.Sector-specific Questions
11. Which sector(s) does the company operate in? If diversified, choose top 3 by revenue.
Optional commentENGIE Impact applies data analytics, multi-disciplinary expertise, and global reach to accelerate sustainability transformation of organisations around the world. The process starts with tailored roadmaps to help organisations establish and achieve their sustainability goals. This guidance is grounded in reliable data and advanced analytics, creating a holistic view across resources: energy, water, waste and carbon.Sector-specific: Water
12. Please provide details regarding the company's water withdrawal and consumption (own operations) during the reporting period.
Water withdrawal (volume of water in megaliters):
Water consumption (volume of water in megaliters):
Optional commentAs a professional services company, ENGIE Impact water use if for domestic purposes (drinking water and sanitation) with some used for cleaning at our offices. All our offices are connected to the public water and sanitation networks. As a professional services company, ENGIE Impact does not withdraw any water. Percentage of water consumed in regions with high or extremely high water stress (WRI Aqueduct Water Atlas) is about 17% corresponding to the following locations: Los Angeles, Brussels, Ottignies-Louvain-la-Neuve, Santiago de Chile, Melbourne, Frankfurt, London, Bicester, Dubai, and Istanbul, As part of its water commitment, ENGIE Impact purchased 1,816 Water Restoration Certificates (equivalent to 6.9 megalitres) to restore critically dewatered rivers and streams to benefit the Mill Creek, which begins in Shasta County and flows into Tehama County.13. Please provide details about the company’s water intensity of products in regions with high or extremely high water stress.
Sector-specific: Air pollution
17. Where applicable, please report the company's emissions of the following pollutants during the reporting period.
Optional commentAs a professional services company, ENGIE Impact does not produce any material levels of air pollution.Sector-specific: Waste
18. Please report the company's total weight of waste generated in metric tonnes during the reporting period.
Optional commentIn 2021, ENGIE Impact generated 15.77 lbs of waste.19. Please report the percentage of the company's waste that was hazardous waste (i.e., hazardous waste ratio) during the reporting period.
20. Please report the company's estimated metric tonnes of single-use plastic consumed wherever material along the value chain during the reporting period.
Optional commentAt this time ENGIE Impact does not quantify the amount of plastics in our waste stream. However, it is something we will look to do in the future. In 2022, we will continue to expand the use of our remote waste audit app, which supports remote waste audits to be used by employees working from home. We will launch employee engagement campaigns, which will help support our zero waste ambitions through monthly waste audits and other initiatives. Our champions will drive the effort at the local level to increase the rate of diversion from landfills. We will gather e-waste data to reduce our digital footprint, and establish purchasing and end-of-life processes as we work toward standardising green purchasing by the end of 2022. And we will increase waste stream data collection and periodic waste auditing at large offices. As part of our goal to reduce the amount of trash while increasing recycling, monthly waste stream weights are being collected in Spokane. The first waste audit in Spokane has also been conducted with the goal of conducting quarterly audits. As more employees return to other offices, waste weight collection and audit activities will be cascaded to other offices as well.Overall Environment
21. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the environment principles, including any challenges faced and actions taken towards prevention and/or remediation.
ENGIE Impact is pleased to announce that in 2021 we achieved our goal of becoming carbon negative. By first reducing our emissions by 21% compared to 2020, as well as purchasing both electricity certificates and carbon offset credits for the emissions we couldn’t reduce, we brought our carbon footprint down to zero—becoming carbon neutral. Going one step further, we purchased more offsets to ultimately achieve our carbon negative goal. In Q1 2022, we successfully balanced our 2021 water consumption in our U.S. offices through the purchase of Water Restoration Certificates (WRCs) from the Bonneville Environmental Foundation (BEF). ENGIE Impact purchased 1,816 WRCs, which represents 1,816,000 gallons of water restored to critically dewatered rivers and streams. These Certificates help to restore the ecological, recreational and economic health of critical freshwater ecosystems. All WRC projects are certified by a qualified third party against a strict set of criteria to ensure flow is restored to the environment in locations and at a time that will have optimum environmental benefit. Throughout 2021, we continued to focus on collecting waste data. This included weighing waste streams on a monthly basis at our largest office in Spokane. We compiled more complete data on the company’s e-waste, which allows us to create purchasing and end-of-life processes—aimed to launch first in the U.S. and then deploy company-wide at all international locations. Many companies are dealing with what the new normal will look like as we start to come out of the pandemic, and ENGIE Impact is among them. We have continued focusing on engaging our workforce, whether at home or in the office, with learning opportunities and activities.Anti-corruption
Commitment
1. Does the company have an anti-corruption compliance programme?
2. Does your company have policies and recommendations for employees on how to act in case of doubt and/or in situations that may represent a conflict of interest, e.g. with regard to gifts and hospitality, donations, sponsorship, or interactions with public officials?
Optional commentENGIE Impact’s ethics and compliance program is aligned globally with ENGIE Group’s standards and processes. We adopted all ENGIE Group Ethics & Compliance policies including the Group´s Ethics Charter and practical guides (https://www.engie.com/en/group/ethics-and-compliance/principles-and-commitments).Prevention
3. Who receives training on anti-corruption and integrity?
Optional commentENGIE Impact’s Executive Committee sets the tone and expectations for ethics and compliance by directly communicating the importance of our ethics principles. These principles are then infused in our culture through multiple touchpoints including: • Employee onboarding • Online trainings • Customised webinars • Multi-channel communications campaigns Our goal is to ensure that every ENGIE Impact employee is aware of our ethics principles and can easily access information on our policies and procedures. ENGIE Impact requires all employees complete 60 minutes of online training on our Ethics and Compliance systems. Our current data shows a minimum completion rate of 84% with an upward trend. In addition to online training, the Ethics and Compliance network has conducted targeted trainings for leaders and employees with roles that are at higher risk. We plan to increase these targeted trainings over the course of 2022 with a focus on the ENGIE Vigilance Plan, Gift & Hospitality, and anti-corruption policies and processes.3.1. How often is such training provided?
4. Does the company monitor its anti-corruption compliance programme?
Response and Reporting
5. Please report the company's total number and nature of incidents of corruption during the reporting year.
6. Within the reporting period, what measures has the company taken to address suspected incidents of corruption independently or in response to a dispute or investigation by a government regulator?
7. Does your company engage in Collective Action against corruption?
8. Briefly describe practical actions the company has taken during the reporting period and/or plans to take to implement the anti-corruption principle, including any challenges faced and actions taken towards prevention and/or remediation.
In 2021, ENGIE had a strong focus on implementing an updated global gifts and hospitality policy and tracking tool. We believe this policy and tool will help ensure that best practices are used to fight corruption across our organisation. In 2022 we will continue to expand our global operations, and we may expand our services in geographies with a higher risk level for corruption on common indices. This could increase our ethics and compliance risks. We are preparing our teams to ensure that ethics and compliance policies and processes are followed in all circumstances.