Scope 1 Emissions
2022 Communication on Progress
Sopra Steria
Published date
June 29, 2022
No. of questions
64
Supplemental files
CEO Statement
Signed
Governance
Policies and Responsibilities
1. Does the Board / highest governance body or most senior executive of the company:
Optional commentWe use ESG frameworks, such as the UN Sustainability Development Goals and the triple bottom line, to operationalize, document, measure and report our results, to ensure continuously improvement. To ensure that sustainability dimensions are integral through out of our value chain, our Environmental Management System (EMS) is an integrated part of our Steering System. Our environmental management system (EMS) is in constant improvement, and our KPIs are continuously revised and annually re-developed to ensure we reach our Net Zero target. Sopra Steria Norway is certified through ISO 14001:2015, and have an environmental policy, diversity policy, culture index, and mandatory environmental sustainability e-learning resources to support our Environmental sustainability efforts. Sopra Steria Norway has a solid economical sustainability. We have good financial results, and a diversified portfolio with different offerings and services, in both the public and private sector. Sopra Steria Norway has set itself the goal of making a real difference in the development of society in collaboration with other leading actors. We therefore collaborate with leading actors who work with the same sustainability challenges and opportunities that technology and the digitalization of society constitute as a part of our sustainability strategy.2. Does the company have a publicly stated commitment regarding the following sustainability topics?
Optional commentIn our Code of Ethics (page 3), our commitments as a responsible company are stated. The Code of Ethics is publicly available on our webpage: sopra-steria-code-of-ethics-vdef.pdf (soprasteria.com) In addition, we have a own document with our CR commitments: cr-commitments-2021-sopra-steria-en-vdef.pdf (soprasteria.com)3. Does the company have in place a code of conduct regarding each of the following sustainability topics?
Optional commentSopra Steria Code of Ethics referes to the UN Global Compact 10 principles, and focuses on conducting business in a responsible manner (anit-corruption), sustain fundamental and social rights, and maintain respect for the environment. These are principles we also expect from our suppliers. Please see more details in our Code of Ethics (sopra-steria-code-of-ethics-vdef.pdf (soprasteria.com) and Supplier Code of Conduct (group-supplier-code-of-conduct_en.pdf (soprasteria.com).4. Has the company appointed an individual or group responsible for each of the following sustainability topics?
Optional commentHuman rights: CEO has the overall responsibility for human rights in the company Labor rights: The CEO and the Executive Committee are responsible for protecting labor rights in the company. The HR department and all managers of the company closely monitor this responsibility Environment: Sopra Steria’s Head of Sustainability in Norway works with other departments of the company, such as procurement, facilities and risk management, to ensure that our sustainability goals are implemented in the day-to-day management of the company. We also cooperate closely with Sopra Steria Group’s sustainability team in pursuit of our group-wide sustainability targets. Anti-corruption: The Director of DI is responsible for compliance.5. Does the company have a formal structure(s) (such as a cross-functional committee) to address each of the following sustainability topics?
Optional commentEnvironmental: Internally, we have a group of committed employees that reports on different enviromental metrics. In addition, we an environmental community in the Sopra Steria Group that discuss topics relevant for all companies. The employees that are a part of this group will further evaluate the relevance and if relevant integrate in our business. Human Rights and Labour rights: For our work with human rights and labour rights, we have both Saftety representatives (Verneombudet) and Working representatives (AMU). In addition, we have internal network groups consist of employees such as Women@SopraSteria, LHBT+, and Multicultural diversity. Anti-corruption: A GRC (Governance, Risk and Compliance Board) board is established which, on behalf of the strategic management team, follows up the overall risk across the business and functions.Prevention
6. Does the company have a process or processes to assess risk?
Optional commentRisk management is the core of our quality work. At Sopra Steria, we conduct comprehensive risk management in accordance with ISO 31000, focusing on risks at several levels: company level, in our operations and delivery services, in our projects, in our IT systems, facilities and supply chain. A GRC (Governance, Risk and Compliance Board) board is established which, on behalf of the strategic management team, follows up the overall risk across the business and functions. Sopra Steria must operate in all areas in accordance with applicable laws and regulations. The company's challenges must be solved through close cooperation between management, employees, customers, authorities and other stakeholders. Sopra Steria will work for continuous improvement in all our internal processes and areas. Our compliance policies are communicated and distributed to all employees as part of our on-boarding program through introductory courses and e-learning courses and through regular internal awareness campaigns. The latest versions of the policies are available at any time from our intranet site6.1. During the assessment of risk, which business relationships are reviewed?
Optional commentIn order to be able to meet our regulatory and self-imposed commitments, we are dependent on control with our subcontractors and partners. Prior to the signing of the contract/establishment of the cooperation agreement, we verify whether the sub-contrator/partner has an established management system and internal control regime that looks after our needs. If a sub-supplier does not possess the desired qualifications, it is obliged to follow our requirements and guidelines. The supplier must provide proof that it has established an internal control system that maintains the following: • Security for customer information assets • Human rights, working conditions, the environment and anti-corruption • Ensure quality in deliveries to the customer In addition, we ask all our critical suppliers to sign the group's Suppliers Code of Conduct on ethics and the environment. The supplier's profile and score within environment, quality and information security are taken into account in the evaluation and selection of suppliers. In 2022, we are assessing suppliers through EcoVadis. Suppliers that have been selected in the first instance are the suppliers Sopra Steria Norway has a cost of more than NOK 1.5 million, and which has more than 26 employees in its company. Together, these make up over 70 percent of our total supplier costs.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 commentWe have a strategy on sustainable procurement. In this context a simple and reliable rating is needed. To reduce the risk of supply chain disruption, protect our company reputation, efficient the work around assessment and through collaborative actions we have a partnership with EcoVadis. EcoVadis is a web-based solution that addresses sustainability issues by providing scorecards where our sustainability and procurement teams can monitor the sustainability performance of their trading partners as well as collaborate on continuous improvement actions. The objective of the rating methodology we follow at Sopra Steria is to measure the quality of our suppliers’ sustainability management system through their policies, actions and results. Going one layer deeper on the methodology, the EcoVadis assessment covers 21 sustainability criteria, in 4 themes: environment, labour and human rights, ethics, and sustainable procurement. The issues covered by our methodology are based on international standards such as the Ten Principles of the UN Global Compact, the International Labour Organization (ILO) conventions, the Global Reporting Initiative (GRI)’s standards, the ISO 26000 standard, the CERES Roadmap, and the UN Guiding Principles on Business and Human Rights, also known as the Ruggie Framework. That said, the issues covered in each assessment are based on the company’s industry, size, and country of operations. Questionnaires are customized to be as relevant as possible for the business being evaluated.7.1. During the due diligence process, which business relationships are reviewed?
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 commentThe whistleblowing procedure can be used to flag up serious situations and risks relating to legal or regulatory requirements, ethical principles or internal policies, notably in the following areas: corruption and influence peddling, fraud, insider trading, breaches of competition law and infringements of the duty of care (humanrights and fundamental freedoms, health and safety, environment).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 commentEmployees may bring any concerns they have to the attention of their line manager, their line manager’s manager, their entity’s Compliance Officer, the Compliance Officer of the functional division to which their entity belongs or the Group Compliance Officer, as they see fit. As an alternative to these usual communication channels, they may choose to use Sopra Steria’s whistleblowing procedure. An e-mail address is provided within each entity, managed by a designated individual approved by the Group’s Internal Control Department, which is responsible for the whistleblowing procedure. Concerns can also be raised directly with the Group’s Internal Control Department by writing to the following e-mail address:ethics@soprasteria.com. This reporting channel is also open to all external stakeholders, including in particular the Group’s clients, suppliers, subcontractors and business partners. It is also available on the Ethics and Compliance page of the Group’s website at www.soprasteria.com.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?
Lessons
10. How does the company capture lessons regarding each of the following sustainability topics?
Optional commentThe strategic management team annually reviews Sopra Steria's quality, environmental, information security and Health, Safety and Environment work in the management's review, with a focus on continuous improvement, goal achievement and risk management. Specific quality, environmental, information security and HSE goals and improvement measures have been established, which are followed up and communicated regularly. Any deviations are followed up with measures implemented by the management team.Executive Pay
11. Is executive pay linked to performance on one or more of the following sustainability topics?
Board Composition
12. Percentage of individuals within the company’s Board / highest governance body by:
13. Do you produce sustainability reporting according to:
Data Assurance
14. Is the information disclosed in this questionnaire assured by a third-party?
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 commentOur employees are our most important assets, and we therefore focus on inclusion and diversity through specific measures and network groups. In addition, we have a culture that embraces knowledge sharing; Power of Sharing ”both internally, with customers and society in general. To find the best consultants to work at Sopra Steria, we must look among all people with different experiences, education, social background, gender, ethnicity, degree of function, gender identity and sexual orientation, cultural background, outlook on life and age, as we know that: - diversity provides a greater breeding ground for innovation and new thinking than homogeneous groups - decisions that are quality assured from different perspectives are improved - we must understand and reflect the diversity in the society we are part of in order to create good solutions for everyone - a diverse work environment creates learning and development for everyone - diverse organizations achieve better financial results. Given the nature of its activities, which are focused on new and digital technologies, Sopra Steria has always recognised the importance of the human element, which must remain at the centre of its action. As such, Sopra Steria attaches great importance to privacy and personal data (“Personal Data”) protection, which constitutes a major asset for developing the trust of its employees, partners and customers.Commitment
2. Does the company have a policy commitment in relation to the following human rights issues?
Optional commentWe have principal documents, policies and processes that all support our focus on diversity and inclusion: - Code of Ethics which states that the principle of equal treatment must be respected and permeate all processes of the organization - Supplier Code of Conduct - Sopra Steria Norway is a member of the UN Global Compact, and has through this membership committed itself to ensuring that discrimination in working life is abolished (principle 6). - Our Diversity and Inclusion policy publically available through our web page - Recruitment policy that under pines the importance of recruiting a divers pool of employees - Yearly people review process that evaluates all employees in the company and have a focus on highlight women's achievements and achievements, as well as identify talents of both sexes to ensure fair promotions and career opportunities. - Sopra Steria Group have signed UN Global Compact Women’s Empowerment Principles and are committed to realize the seven principles that are important to give women influence. - Our employee and leader handbook embraces an inclusive language and takes into account our diversity of employees, such as non-binary and transgender people. With the adoption of the General Data Protection Regulation (GDPR), Member States of the European Union (EU) now have a common set of rules which are equally applicable to all Sopra Steria entities established therein. These rules may be supplemented by specific provisions required by local law. We have a published policy on personal data protection “General Personal Data Protection Policy”: https://www.soprasteria.com/docs/librariesprovider2/sopra-steria-corporate/juridique/general-personal-data-protection-policy.pdf?sfvrsn=b091e1dc_6 All topics are included in Code of Ethics which complies with the principles and fundamental rights of the Universal Declaration of Human Rights of the EU. https://www.soprasteria.com/docs/librariesprovider2/sopra-steria-corporate/publications/sopra-steria-code-of-ethics-vdef.pdf?sfvrsn=265d188a_182.1. For each human rights policy, is it:
Prevention
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 commentIn our active networking groups (Women@SopraSteria) we have established forums on our digital collaboration tools where employees can discuss, read, and learn on topics relating to gender equality, diversity and inclusion. These networking groups arrange meetings and workshops to inspire and discuss on important topics relevant to the company. Through our work with the Activity Duty and the Duty to issue a statement (Aktivitets- og redegjørelsesplikten), Sopra Steria Norway yearly measures its progress which we communicate both internally to our leadership team and report externally through the statement. Sopra Steria Norway has set itself the goal of making a real difference in the development of society in collaboration with other leading actors. We therefore collaborate with leading players who work with the same sustainability challenges and opportunities that technology and the digitalisation of society constitute. For the human rights topics, we collaborate closely with UN Global Compact, SHE, MAK, The Church City Mission and FERD Social Entrepreneurs. Regulation (EU) 2016/679 of the European Parliament and of the Council of 27 April 2016 – known as the General Data Protection Regulation, or GDPR – entered into force on 25 May 2018. Sopra Steria Group and its subsidiaries have rolled out a programme intended to ensure compliance with this regulation and local laws. This programme is under the responsibility of the head of the Group’s Legal Department, an Executive Committee member, who is responsible for coordinating measures to protect personal data processed by Group companies (both for their own purposes and on behalf of their clients). This programme is underpinned by an organizational and governance structure and an overarching policy on the protection of personal data. The organisational and governance structure has two tiers: a group tier and a local (country/entity) tier. Data Protection Officers have been appointed within each of the Group entities concerned. The Group Data Protection Officer relies on this structure to roll out the compliance programme across the Group. As regards awareness-raising and training in the area of information security more specifically, the Group has a catalogue of training made available to employees via the Group Academy. Employees may take one or more of these training courses a year depending on their role. As regards awareness-raising, two e-learning modules are available, which are reviewed every two years. These are also supplemented by information messages and best practice, which are constantly shared on the Group’s intranets.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 commentIn order to fulfill our role in society as an important contributor to digital transformation and the green shift, a great diversity in the organization is absolutely fundamental to success. Sopra Steria should therefore be a workplace where everyone feels a sense of belonging, security and recognition. Difference must be valued, and the competence that the difference entails must be used for the benefit of our customers and employees. No one should feel discriminated against on the basis of their experience, education, social background, gender, ethnicity, degree of function, gender identity and sexual orientation, cultural background, outlook on life or age. Sopra Steria works according to the guidelines given in Norwegian Standard 11201: 2018, Diversity Management Systems to ensure a systematic approach, and our guidelines are documented in a separate diversity policy. We have worked systematically to increase the gender balance for several years and have an internal Steering committee with key stakeholders and key male managers to lead and oversee the work in this field. But owing to a general shortage of women in the IT industry in general, and the lack of gender balance in IT studies at universities, it has proven difficult to change this imbalance. To help change this gender imbalance, we are engaged in a lot of initiatives, such as promoting STEM subjects to young girls and promoting the IT industry as an attractive work environment to high school students. We actively encourage all managers to look for skilled women in their recruitment processes. Each month our leadership team reviews the gender balance in our different departments, to monitor and act to reach our goal of 40% women being employed in the company. The company’s feedback and reporting procedure (available on company intranet) gives all employees the means to report breaches of human rights and other issues, such as breaches of labor principles. No such breaches were reported in 2021.5. Who receives training for the following human rights issues?
Optional commentAll new joiners in the company take part in a mandatory induction program. Introduction to the company’s labor policies is an integral and important part in this program. All new managers also take part in a mandatory “New as Manager” program, where the company’s labor policies are an important topic. In this program managers are challenged with different dilemmas related to the practical use of these policies.6. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following human rights issues?
Optional commentSopra Steria Norway employed 2342 people at the end of 2021, with 685 women amongst them. To be an employer of choice, we pay great attention to family-friendly working polices and professional development for all. To support women in the company we have a Women@SopraSteria community, in which most of the company’s women take part. To support especially young women who often are “the only ones” in their projects or departments, we organize small communities and support the members’ personal development and self-esteem. The company puts a lot of care into the composition of job advertisements, to make them as attractive to both genders as possible. We actively encourage all managers to look for skilled women in their recruitment processes.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.
We are constantly working on gender equality, and our plans are divided into an external and an internal focus. Externally: Continue the long term work on supporting different women networks in the IT sector and the activities these networks are promoting to motivate girl to choose STEM courses Motivate more women to register on the database rollemodell.no Collaborate with other IT companies and universities through the GoForIT-project Be present at the universities with female presenters Internally: Continue to develop the internal Women In Tech network Strengthen the visibility of women working in the technical units Actively support the internal women's networkLabour
Commitment
1. Does the company have a policy commitment in relation to the following labour rights principles?
Optional commentSopra Steria complies with the principles and fundamental rights of the Universal Declaration of Human Rights of United Nations and the Charter of Fundamental Rights of the European Union.1.1. For each labour rights policy, is it:
Optional commentAll activities in Sopra Steria Scandinavia shall be in accordance with applicable laws and regulations in each jurisdiction, as well as internal and external guidelines that have been adopted. This includes the following principles: * The company's work must be in accordance with the Sopra Steria group's ethical framework, including respecting the group's values and ethical guidelines. * Since 2004, Sopra Steria has been a member of the UN Global Compact. From 2019, Sopra Steria Norway has been an independent member. Through this membership, we are committed to complying with the Global Compact 10 principles for responsible business. Principle no. 10 specifically points out that fraudsters must fight against all forms of corruption. The ten principles apply to all Sopra Steria, its employees, and shall also be exercised in relation to third parties when relevant: The UN's Global Compact's ten principles shall be enforced in connection with subcontractors or partners that are part of a Sopra Steria offer or similar, unless the subcontractor or partner has similar rules. With respect to subcontracts and affiliates, Sopra Steria does not accept breaches of applicable anti-corruption laws (such as illegal payments, lunches, gifts or events that are not open to all), competition rules (illegal collaborations between players in the same industry) and other relevant provisions of criminal law (for example, fraud). States in our Code of Ethics, Sopra Steria complies with the principles and fundamental rights of the Universal Declaration of Human Rights of United Nations and the Charter of Fundamental Rights of the European Union. Sopra Steria will: '- fights against child labour and exploitation, forced labour or any form of complusory labour '- comply with national social law and the specified labour agreements of each country where the Group does business '- comply with the application of trade union rights in each of the countries concerned Sopra Steria implements a social policy aimed at preserving the health, safety and dignity at work of each of it employees. In particular, Sopra Steria takes particular care to respect principles of equality, diversity and non -discrimination, both when hireing employees and throughout the career progression of it employees.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 labour rights issues?
Optional commentFreedom of association: To make sure we uphold the freedom of association and the effective recognition of the right to collective bargaining, we have regular discussions and share information with elected members of local unions. The company has 3 labor unions present among employees. To nurture a close and trusting relationships with these unions and other employee representatives, there is a structured communication process, consisting of the following elements: 1. Work Council composed top management of the company and representatives from each of the labor unions. It meets 4 times a year and discuss topics like business status, health & safety and working conditions. 2. Specific meetings addressing the annual compensation and benefits process. A Working Environment Committee (WEC), composed of employee representatives and top management, ensures the health and safety of all employees. The WEC meets twice a year. In addition to these mandatory meetings, the Facility Department checks and monitors the facilities each week to uncover any safety issues. There were no work-related injuries reported in 2020. In addition to these structured communication processes, there is an “open door” policy towards labor unions and other employee representatives, and a lot of additional interactions take place during a year. Elimination of discrimination The company invests a lot of effort and care to eliminate discrimination and support diversity. To make sure we work systematically and with a scientific approach, we use the Norwegian Standard for Diversity Management issued by Standards Norway as a guideline. An employee community has been established to support the topic of sexual orientation, referred to the LHBT+ Community. This community organizes meetings and lectures related to the topic and serves as spokes persons and role models. This community is surrounded and supported by a large group of “LHBT+ allies”. The company is composed of people with a variety of ethnic and cultural backgrounds. Our employees speak around 60 different languages. People of all colors and backgrounds are visible as role models and supported to reach the best of their abilities. We have no other data available to demonstrate the diversity related to ethnicity. In order to fulfill our role in society as an important contributor to digital transformation and the green shift, a great diversity in the organization is absolutely fundamental to success. Sopra Steria should therefore be a workplace where everyone feels a sense of belonging, security and recognition. Difference must be valued, and the competence that the difference entails must be used for the benefit of our customers and employees. No one should feel discriminated against on the basis of their experience, education, social background, gender, ethnicity, degree of function, gender identity and sexual orientation, cultural background, outlook on life or age. Sopra Steria works according to the guidelines given in Norwegian Standard 11201: 2018, Diversity Management Systems to ensure a systematic approach, and our guidelines are documented in a separate diversity policy. Our Safety Representatives (Verneombudet) works to promote Sopra Steria must be a safe workplace where health, environment and safety are important. Sopra Steria strives to get a good score on employee surveys that are done. No one shall have more than 350 hours of overtime per calendar year.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?
4. Who receives training for the following labour rights issues?
Optional commentAll topics are included in our Employee Handbook which is a part of the onboarding training courses in Sopra Steria Norway. In additon, our leaders get extra training in these topics and they are included in the leader handbook.5. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following labour rights issues?
Optional commentSopra Steria have a goal of eliminate all forms of discrimination, achieve a high level of gender equality and promote diversity at every level of the business. To ensure we implementing the anti-discrimination and diversity policy, Sopra Steria have KPIs and actions relating to non-discrimination in respect of employment and occupation that are reviewed in the annual leadership review («Ledelsens gjennomgang»). Sopra Steria’s workplace health and safety policy complies with regulatory requirements in each country where the Group is present. It forms part of a preventive approach to occupational risks. It is aimed at protecting employees’ and subcontractors’ health and safety, improving their working conditions. It contributes not only to workplace well-being but also to work-life balance. This policy of prevention and support is based on a systematic approach underpinned by an action plan and specific achievements. Sopra Steria operates in the service sector. Its operations do not involve any high-risk activities, notably in respect of workplace accidents, which occur very rarely and are related purely to the hazards of everyday life.Performance
6. What is the percentage of employees covered under collective bargaining agreements?
7. What is the percentage of employees in a trade union or other workers' organization?
8. In the course of the reporting period, what was the percentage of women in:
Optional commentIn 2021, there are 33% women in the senior leadership level postions. This is an increase from 2020 when it was 25%. We understand that what is meant with the non-executive board is an advisory board, which we do not have at this point in time.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 commentWomen in the company earn on average 95% (24% in 2020) less than men. To be able to assess equal pay for comparable work, we use the company’s Job family framework. The framework has two components: experience (level 1 being junior positions and upwards to level 6 showing top management); and family (job content and expertise). The table below shows the proportion of women’s wages to to on each level in the main job families, covering most of our employees. Please see page in the Likestillingsredegjørelsen 2021.10. In the course of the reporting period, how frequently were workers injured (injuries per hour worked)?
Optional commentDuring 2021, we had none injuries.11. In the course of the reporting period, what was the company’s incident rate?
Optional commentDuring 2021, we had none inciedents.Response 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?
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.
In 2021 we took the following actions: - Developing our sustainability strategy - Focusing on the gender gap pay - Focusing on reducing the risk for unconsious bias - Identify specific actions that are specific /differenciated that suits the different business areas In 2022 we are planning to: - Implement our sustainability strategy - Continue to focusing on the gender gap pa - Continue to on reducing the risk for unconsious bias -Continue to develop specific actions that are specific /differenciated that suits the different business areas - We will translate our employee contracts to english - Ensuring that we have a including HR system in terms of language and how to register our employees - Maintain momentum on constructive labour relations to support the Group’s development and successfully implement new agreements.Environment
Commitment
1. Does the company have a formal policy on the following environmental topics?
Optional commentSopra Steria have an environmental policy for the Group, which is publically avaliable here: https://www.soprasteria.com/docs/librariesprovider2/publications-rse/environmental_policy_2022.pdf?sfvrsn=52174cdc_511.1. For each environmental policy, is it:
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 commentSopra Steria committed to achieving net-zero emissions by 2028. The Sopra Steria Group actively contributes to international initiatives aimed at mitigating climate risk and supports the transition to a low-carbon economy through the services it provides to its clients. Its long-term greenhouse gas emissions reduction targets are approved by the Science Based Targets initiative (SBTi) and aligned with the aim of limiting average global warming to 1.5°C. The Sopra Steria Group’s environmental strategy is supported by a policy broken down into seven priority areas of action: 1. Extending ISO 14001 certification of our Environmental Management System (EMS), which provides a framework for the Group’s policy to the evolution of environmental priorities; 2. Optimising the use of resources in its operations; 3. Increasing the proportion of electricity consumption met from renewable sources and ensuring it does not fall below 95%; 4. Reducing direct greenhouse gas emissions from offices, data centres and business travel, as well as indirect emissions; 5. Contributing to the circular economy by optimising equipment lifespan and waste management, notably for waste electrical and electronic equipment (WEEE); 6. Ensuring the involvement and contribution of the entire value chain (employees, clients, suppliers, partners, etc.) in the continuous improvement process; 7. Embedding sustainability into the value proposition (digital environmental sustainability, sustainable digital, impact of solutions and services on the environment). To strengthen its policy and the associated continuous improvement process, Sopra Steria Group has chosen to work with top-tier international organisations whose aim is to involve businesses, states, NGOs and civil society in action to prevent climate change3. 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 commentWe believe that it will require a restructuring that includes all of the business community, and all sectors and industries to achieve the net zero goal. And especially the industries with heavy emissions, such as oil and gas and the transport sector must adapt. To achieve this, we must focus on innovation and technology development, and work together across also sectors and industries. Sopra Steria Group is addressing business opportunities linked to efforts to prevent climate change and protect resources by offering innovative solutions in terms of both sustainable digital and digital for sustainability, in line with the net-zero emissions programme. Digital technology is a key driver of business transformation. Sopra Steria is supporting its clients as they transition to a net-zero emissions economy and work towards ethical practices and an inclusive and resilient economy. The Sopra Steria Group has made this goal its third ESG priority. Its value propositions are broken down as follows: - Optimising consumption and the environmental footprint of digital technology; - Foster the emergence of new behaviours and uses in support of a carbon-free economy; - Developing inclusive services accessible to all; - Supporting ethical digital practices; - Helping organisations become more resilient. For each of these value propositions, the opportunity is, where relevant, built into the operational business process. No one can tackle the climate challenges we are facing alone, and we have formed relationships with and are working with partners ranging from established companies to niche players and new entrants into the market. We share our knowledge and experience via trade bodies, business forums and international organisations such as the United Nations Global Compact and the Science Based Targets initiative (SBTi) so as to promote best practice in relation to climate action and solution. We are always looking for new ways and collaborations, so that we together can work on finding innovative solutions that drive change. Currently, Sopra Steria Norway is working with the stakeholder community and sector-specific organisations - Næring for Klima - UN Global Compact4. How does the company assess progress in preventing/mitigating the risks/impacts associated with the following environmental topics?
Optional commentOur primary goal over the next ten years is to constantly optimise our resource consumption, continuously reduce our greenhouse gas emissions and offset any unavoided emissions by investing in carbon capture projects in accordance with the UN’s Climate Neutral Now programme so as to achieve net-zero emissions aligned with a 1.5°C trajectory, with the following milestones: · By end-2022: achieve net-zero emissions from our direct activities (offices, data centres and business travel); · By end-2025: add indirect activities to those covered by our net-zero emissions pledge (waste, commuting and homeworking, and energy not included in the Scopes 1 and 2); · By end-2028: include the whole of the value chain in the net-zero emissions programme by adding purchases of goods and services.4.1. For each environmental topic in which the company sets timebound goals / targets, what kind of targets has the company set?
Optional commentSupporting our clients as they transition to a low-carbon economy Because Sopra Steria is itself working to achieve net-zero emissions by 2028, it is able to support its clients as they navigate their own environmental transition, in particular by drawing on expertise developed by the Group for its environmental and low-carbon strategy and on the expertise of operational staff to: · Optimise consumption and the environmental footprint of digital technology: accelerating adoption of digital environmental sustainability, notably by selecting the infrastructure and technologies most closely aligned with clients’ Sustainable Development Goals, applying eco-design principles to solutions development and taking into account environmental costs when assessing the value of new services; · Foster the emergence of new behaviours and uses in support of a carbon-free economy: harnessing the potential offered by new technologies to develop innovative solutions that protect the environment and the climate4.2. For each environmental topic in which the company sets timebound goals / targets, how is progress against target / goal tracked?
Optional commentIn Sopra Steria Norway, we accounts of our greenhouse gas emissions that are sent to the Environmental Community in the Sopra Steria Group. Here the figures from all the Sopra Steria companies are compiled. We use the company Green Stone to calculate the final emission figures for us, which are further reported to the CDP (Carbon Disclosure Project) in line with science-based targets (Science Based Targets initiative). Sopra Steria has a policy of investing in carbon capture offset projects under its Climate Neutral Now project, which enabled it to reach its net-zero emissions objective across all its direct activities one year ahead of its target date. The carbon neutral policy confirms the Group's commitment to reducing the environmental impact of its activities and offering its customers services that contribute to a low carbon economy. Since 2015, emissions from offices, data centres and business travel are carbon neutral. They were transitioned in 2020 into the “Climate Neutral Now” programme, an initiative launched by the UN to encourage all organisations, economic players and citizens to take action to help achieve the goal of a climate-neutral world by the middle of the century, in accordance with the Paris Agreement. Due to impact of the investment in carbon capture offset, offices and data centres become part of the “net zero” programme in 2020. Business travel remains with carbon avoidance offset, by offsetting residual greenhouse gas emissions against reductions in emissions from renewable energy projects notably. Sopra Steria funds projects that preserve natural resources or develop the use of renewable energy and have a positive impact on local communities.5. 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 commentElectrical and electronic waste Sopra Steria has an extensive program to reduce electronic waste and ensure that electronics are recycled. Our numbers in this report include our operations in Denmark, as unfortunately we do not have separate figures for the two countries for 2021 and previous years. In 2021, we generated an aggregate of 716 kg of electronic waste. This was an increase from 2020 (477 kg), which was a year were we in a higher degree was affected by the Covid-19 pandemic and therefore the waste in kg was lower. In 2021, 34,78 was re-used and 65,21% was recycled. This is an increase in re-use of the waste from 2020 (27,17%) and 2019 (0%), and decrease of recycle of waste from 2020 (72,83 %) and 20219 (92%). In 2019, and 8% was deposited in landfill. Notably, no electronic waste was deposited in landfill in 2020 and 2021. The reason why more electronic waste was reused in 2020 compared to 2019 is that Sopra Steria changed its supplier of electronic recycling services to a company that was able to achieve a higher degree of recycling. Also the 2020 numbers were based on real data, whereas those for 2019 were modelled using 2018 data. Business travel Carbon emissions from air travel have seen a substantial reduction of 2019 to 2021, from 1180 tCO₂e in 2019 to 878,1 tCO₂e in 2021. The reduction is a result of Covid 19, but there was a slight increase from 432 tCO₂e in 2020 to 878,1 tCO₂e in 2021. We expect the number to increase in slightly, but the positive trend to continue as a result of the permanent changes in the way we work in the post-Covid world. The company is currently working on a strategy for maintaining this low level of travel in the future. Offices and off-site data centres Carbon emissions from Sopra Steria’s offices including offices and off-site data centers in 2021 were an aggregate of 0 tCO₂e compared to 2020 where the aggregate was 384,50 tCO₂e and 370 tCO₂e in 2019. The CO₂ emissions from off-site data centers were due to server capacity provided by Sopra Steria’s suppliers Basefarm, Digiplex and Atea. Had it not been for Covid 19 we would have expected emissions to increase more in 2021, especially for our offices as we have increased our workforce by 653 employees since 2019 and therefore would expect energy use to increase as a result. In addition, we have We added customer data in our off-site data centers in 2020. However, the GHG emissions increased less than expected because in 2020 we secured Certificates of Origin for the supplies of electricity to more of our off-site data centers and could count more energy used there as “green” compared to 2019. Most of the electricity that Sopra Steria consumes in its offices is covered by Certificates of Origin. Other emissions from our offices are due to District Heating.7. 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?
Energy / Resource Use
9. Please report the company's renewable energy consumption as a percentage of total energy consumption in the reporting period.
Optional commentFor offices where we do not have renewable electricity, we have had to buy Guarantees of Origin to cover consumption there.Technology
10. What percent of the company's revenue came from environmentally friendly products / services during this reporting period?
Optional commentThe IT industry is an important part of the climate solution, and at Sopra Steria we seek to help our clients to establish good, economical, and sustainable digital solutions. Therefore, we have developed services to meet our clients needs in all the business units. Together, we use our competence and digitalisation as tools to create a more sustainable community through our services. We assist our clients within environmental, social and governmental relation in a wide range of industries. This allows us to contribute to find solutions on challenges or across industries.Sector-specific Questions
11. Which sector(s) does the company operate in? If diversified, choose top 3 by revenue.
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.
We are working on our seven priority areas of action from our environmental policy: 1. Continuously work on our ISO 14001 certification of our Environmental Management System (EMS). 2. Optimising the use of resources in its operations; both direct and indirect activities 3. Increasing the proportion of electricity consumption met from renewable sources and ensuring it does not fall below 95%; 4. Reducing direct greenhouse gas emissions from offices, data centres and business travel, as well as indirect emissions; 5. Contributing to the circular economy by optimising equipment lifespan and waste management, notably for waste electrical and electronic equipment (WEEE); 6. Ensuring the involvement and contribution of the entire value chain (employees, clients, suppliers, partners, etc.) in the continuous improvement process; 7. Embedding sustainability into the value proposition (digital environmental sustainability, sustainable digital, impact of solutions and services on the environment)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 commentPlease see the link to our Code of Conduct for the prevention of corruption and influence peddling complementary to the Code of Ethics. https://www.soprasteria.com/docs/librariesprovider2/sopra-steria-corporate/publications/sopra-steria-code-of-ethics-vdef.pdf?sfvrsn=265d188a_18 https://www.soprasteria.com/docs/librariesprovider2/sopra-steria-corporate/publications/code-of-conduct_en.pdf?sfvrsn=8d6c70dc_2Prevention
3. Who receives training on anti-corruption and integrity?
Optional commentPlease see the link to our Code of Conduct for the prevention of corruption and influence peddling complementary to the Code of Ethics. https://www.soprasteria.com/docs/librariesprovider2/sopra-steria-corporate/publications/sopra-steria-code-of-ethics-vdef.pdf?sfvrsn=265d188a_18 https://www.soprasteria.com/docs/librariesprovider2/sopra-steria-corporate/publications/code-of-conduct_en.pdf?sfvrsn=8d6c70dc_23.1. 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.
Preventing corruption and influence peddling The Sopra Steria Group is committed to having measures in place to safeguard against risks arising from exposure to corruption and influence peddling. These measures help protect the Group’s reputation and maintain the trust of its internal and external stakeholders. To this end, the Group applies a zero-tolerance policy with respect to corruption and influence peddling. In particular, the following measures are in place: - A high degree of executive involvement in the implementation and monitoring of the Group’s programme to prevent corruption and influence peddling. This firm commitment takes shape in particular through the Group’s specific code of conduct covering these issues, the direct oversight of the programme at the Internal Control Department’s steering meetings, informational meetings for senior managers and regular communications campaigns targeting all Group employees: for example, Executive Management reiterated its commitment to all Group employees on International Anti-Corruption Day, which took place on 9 December; - A Group-wide organisational structure in charge of managing, monitoring and controlling the framework, through a network of Internal Control & Compliance Officers, who have responsibility for compliance and risk management issues within each entity; - A specific mapping exercise to identify risks of corruption and influence peddling, updated every two years or as soon as is necessary following a major Group-level event; - A specific code of conduct for the prevention of corruption and influence peddling, including a foreword by the Chairman of the Board of Directors and the Chief Executive Officer and illustrated with real-world examples, as a supplement to the Code of Ethics. This code of conduct has been translated into 10 languages and covers all Group entities; - A disciplinary regime based on the code of conduct enforceable against all employees since its inclusion in the Group’s internal rules and regulations, or through any other mechanism in force at Group entities; - Specific, formal procedures, allowing in particular for the implementation of the first- and second-level controls, in order to respond to situations identified as potentially exposed to risk. For example: policies on hospitality and gifts and procedures covering conflicts of interest, client events and export activities;'- A strict procedure for assessing third parties, including clients, suppliers and subcontractors. In this regard, the Group implements its purchasing procedure and suppliers’ charter to ensure that all new regulations, and more specifically those connected with the “Sapin II” Act and the duty of vigilance, are covered. Specific procedures are also in place to assess export clients, beneficiaries of donations, sponsorship and patronage, and acquisition targets; '- A Group training programme aimed at raising awareness among all employees, using a practical and accessible approach, and training those segments of the workforce considered as the most exposed in light of the results of the risk mapping exercise for bribery and influence-peddling risks. This programme is based on the following: • A mandatory e-learning course for all employees: this course, renewed in 2021, is available in five languages. It is easily accessible via the website of Sopra Steria’s training organisation. This tailored course, designed in-house, consists of eight interactive modules (Legal framework, code of conduct and key contact points; Invitations and gifts; Conflicts of interest; Public agents; Commercial intermediaries and international sanctions; Donations, sponsorship and patronage; Facilitation payments; Whistleblowing procedure) and ends with a mandatory knowledge assessment quiz that employees must pass to successfully complete the course. At31 December 2021, 92% of Group employees had completed this e-learning module. • Dedicated training for populations considered the most exposed: managers, sales staff, buyers, etc.Strengthened control and audit procedures: The specific controls are covered in the procedures developed under the programme for the prevention of corruption and influence peddling and may be either ongoing or periodic. In addition to the first-level controls carried out in the form of self-checks by the employees concerned and by line managers, controls are mainly performed, depending on the area involved, by the functional departments concerned (Finance Department, Internal Control Department, Industrial Department, Legal Department, Human Resources Department). The procedures are also assessed by the Internal Audit Department when auditing the Group’s subsidiaries and/or divisions, by running through some 30 specific checks, and during specific compliance audits as part of the internal audit programme; - A whistleblowing procedure as set out in section 4.4.1., “Whistleblowing procedure” (page 142). To the best of the company’s knowledge at the time of writing this Universal Registration Document, neither Sopra Steria, nor its subsidiaries nor any member of an administrative or management body have been found guilty of corruption or influence peddling at any time in the last five years