5.1 An organizational structure in line with a new strategy

5.1.1 Governance

Edenred has created an effective organization and governance system to disseminate its social and environmental responsibility approach throughout all levels of the Group. Strategy, non-financial risks and opportunities, and performance indicators related to climate, inclusion and diversity, and respect for human rights are the responsibility of the HR (Human Resources) and CSR (Corporate Social Responsibility) Departments under the HR and CSR Executive Vice-President and the Chief Executive Officer.

This organization leverages two global networks: the HR correspondents network and the CSR correspondents network. These networks are tasked with deploying environmental and social policies and leading local action plans. HR and CSR roadmaps are developed in collaboration with the subsidiaries to apply global objectives to each subsidiary and to meet each country’s specific needs.

The HR and CSR networks operate in a collaborative approach, in line with Edenred’s multi-local culture. This approach includes:

  • regularly scheduled sessions to share best country practices and to develop procedures and tools that apply to the entire Group. An internal collaborative platform: the CSR and HR networks each have their own virtual community in which members can communicate directly, share best practices, tools and methodologies and organize events;
  • regular internal communication based on a shared approach.

In addition to the HR and CSR correspondent networks, Edenred’s social, societal and environmental policy, supervised by the Executive Committee, is cascaded to:

  • key managers, mainly through presentations given at Group events, during regional or support function seminars, or via the managers’ newsletter;
  • all employees, through information published Group-wide or on the collaborative intranet, or via events, newsletters or blogs;
  • external stakeholders, who receive information on Edenred’s social, societal and environmental policy and main projects via the Group’s website, Universal Registration Document, Integrated Report, annual brochure and press releases.

Reviews of local performance in relation to Group objectives are conducted for HR and CSR managers and correspondents each year. The key indicators are managed by the HR and CSR Executive Vice-President, and approved by the Executive Committee, which then presents them to the Board of Directors when reviewing the non-financial performance statement.

 

5.1.2 Methodology

Social, societal and environmental indicators

To comply with the European directive of October 22, 2014 on disclosure of non-financial information, Edenred presents its social, societal and environmental indicators in the form of a non-financial performance statement.

The indicators used since 2012 to meet the obligations set out in France’s Grenelle II and Warsmann IV Acts, but not included in the non-financial performance statement, will be provided in section 5.5.

The indicators cover the period from January 1 to December 31, 2020 and are based to a great extent on the Global Reporting Initiative (GRI) and the United Nations Global Compact, signed in 2015. A cross-reference table with the GRI indicators and the ten principles of the United Nations Global Compact is available in section 9.12, starting on page 375.

 

Reporting scope

The scope of reporting for social data is exactly the same as the scope of consolidation for financial data. Reported data cover every subsidiary, regardless of legal form, host country or size.

In the case of societal and environmental data, the number of reporting subsidiaries has increased over the years, to a total of 40 of the Group’s 46 host countries in 2020. The six remaining countries are either too small to provide meaningful environmental and societal data (with fewer than five employees each) or joined or left the Group after January 1, 2020. Environmental consumption data (water, energy and waste) were collected and consolidated for the main sites (subsidiary headquarters, production site and branches with more than 50 employees).

Joint ventures in which Edenred has a majority interest are fully consolidated, with the exception of those that were formed during the year.