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Other banners are also working hard to highlight environmental product features to customers.
on the benefits of low VOC paint for health and the environment.
We assess each product against the Guidelines to see if it will help customers reduce their environmental impact.
This means they offer a greater environmental benefit.
including improving water efficiency for our taps, responsible sourcing of wood and paper products, switching to LED lighting, removing harmful chemicals from key ranges and switching to water-based paints.
For example, at B&Q we will be testing an end-to-end energy efficiency service during 2022.
This will help customers identify and install energy efficiency measures in their homes.
If products can’t be repaired they are also a waste of resources.
It gives you the same thermal and acoustic performance as traditional mineral wool.
It’s made from recycled fabrics that would otherwise be waste, it is hyperallergenic and made with fewer chemicals – so it is very safe and easy to install.
Improving our packaging is good for the environment, and can also make products more efficient to transport, reduce increasing exposure to environmental taxes and reduce waste disposal costs.
We want to make sure our products don’t contain chemicals that could be harmful to people or the environment.
We aim to identify and phase out chemicals of concern ahead of regulation to protect customers, workers in our supply chain and the environment.
For example, we’ve removed phthalate plasticisers from power cords in our Erbauer power tools and Christmas trees and PFCs from shower curtains.
We’ve prioritised these chemicals because they’re used in our priority supply chains, are potentially harmful to people or the environment, and we know there are safer, more sustainable alternatives available.
Some chrome plating processes use harmful chemicals and we are asking our suppliers to switch to safer methods with a lower environmental impact.
These are the many issues and impacts we need to measure and manage, to ensure we continue to operate responsibly across our business.
Contents 51 Human rights and ethical sourcing 52 Waste and recycling 53 Ethical conduct 55 Tax governance and risk management 56 Public policy 57 Pensions 58 Cyber security 59 Data protection 60 Governance and engagement 61 Engaging our stakeholders 63 Material issues 49 IntroductionKingfisher Responsible Business Repo...
We regularly monitor internal air quality to ensure ventilation systems are working at full capacity.
Our Supply Chain Workplace Standards set out minimum standards on labour practices and environment that our suppliers must abide by.
The EcoVadis assessment covers four themes – labour and human rights, environment, ethics and sustainable procurement.
Scrutinising waste management We work closely with our suppliers and colleagues to reduce waste volumes and improve segregation of waste types to allow more recycling.
In the UK and France, our waste reduction and recycling commitments are embedded in the contracts with waste management providers.
We meet with them regularly to review progress, and in France, we issue monthly waste scorecards for stores to encourage improvements.
In Iberia, we’ve formed a cross-functional working group to identify waste reduction opportunities.
Reducing waste by reusing resources Our banners are identifying new ways to reuse resources and reduce waste.
At B&Q, for example, wood waste from its distribution centres is now recycled to make chipboard.
Our activities generated 210,000 tonnes of waste in 2021/22 (2020/21: 177,000).
Reducing waste at source Screwfix has significantly reduced paper use and waste by no longer sending its catalogue to customers four times a year.
Helping customers recycle more Many stores are helping customers to recycle old or unwanted products, returning resources for recycling. Castorama Poland, for example, encourages customers to return waste electric and electronic products during a twice-yearly campaign.
When they return unwanted products they receive a free pot plant as a thank you.
As part of the franchise agreement, Al-Futtaim is obliged to adhere to key Kingfisher policies which include our Code of Conduct and IT security, human rights, ethical sourcing, and environmental policies.
We have also carried out training on our diversity and inclusion policies for store managers and other colleagues working in the Al-Futtaim franchise stores.
As a multinational group, operating in an increasingly complex and changing international corporate tax environment, some risk is unavoidable.
Which issues did we prioritise in – COVID-19 – We worked together with national and regional governments to ensure our stores were as safe as possible for colleagues and customers. – Domestic energy efficiency – We support policy that makes homes more energy efficient.
In France, Castorama signposts customers to apply for the MaPrimeRénov’ grant to help finance energy renovations.
The KPS integrates responsible investment principles into its work and communicates with stakeholders on its approach to environmental, social and governance (ESG) issues.
Investment managers acting on behalf of the KPS are required to take account of environmental, social and governance considerations (“ESG”) where these may have a financial impact on investment performance.
This provides enhanced ESG integration, focusing on companies that are actively reducing carbon emissions and adopting strong ESG policies.
The KPS Trustees have explored opportunities to invest in specific funds that support progress on sustainability issues, such as renewable energy.
This includes an investment in a global renewable energy fund.
To date, several hundred colleagues have registered with the app and have shared their views on shareholder resolutions in relation to governance, equality and environmental topics.
The facility is linked to our Responsible Business targets, including the delivery of our and 2 emissions.
Key changes included integrating our Ethical Sourcing and Supplier Workplace Ethical and Environmental Assurance (SWEEA) Policy into our Human Rights Policy, clarifying the different roles, responsibilities and processes for ethical sourcing between our Group teams and banners.
We also published our first Forest Positive Policy, combining content from our previous Wood and Paper and Deforestation policies, added a section on biodiversity to our Environment Policy and made minor updates to our policies on animal welfare, chemicals, community and packaging.
– Supply chain ethical and environmental compliance. – Wood and paper compliance. – Discrimination and risks to diversity and inclusion. – Sustainability regulation and compliance. – Delivery, reporting and communications of our Responsible Business strategy. Read more on our approach to risk management in our Annual R...
This explores perceptions of our banners and their key competitors in the UK, France, Poland, Romania, Spain, Portugal and Ireland in relation to offering sustainable products, community investment and caring about the environment (along with other areas).
Investors Our Responsible Business and Investor Relations (IR) teams collaborate closely to communicate our approach to environmental, social and governance (ESG) risks and performance to investors, including via investor meetings, our Annual Report, Responsible Business Report, Final Results announcement and benchmark...
We participated in a panel event during the Conference on net-zero for the retail sector through our founder membership of Race to Zero: Retail Breakthrough and a second session with the Rainforest Alliance’s Forest Allies programme.
CDP Forests The focus of our submission to the CDP Forests questionnaire is on timber.
Forest Identifies and ranks the most influential companies and institutions in the forest risk commodity supply chain.
Issues such as wellbeing, health and safety, data privacy and security, and diversity and inclusion, have increased in priority since last year.
The procedures performed in a limited assurance engagement vary in nature and timing from, and are less in extent than for, a reasonable assurance engagement; and the level of assurance obtained is substantially lower than the assurance that would have been obtained had a reasonable assurance engagement been performed.
Our multi-disciplinary team consisted of professionals with a combination of environmental and sustainability assurance experience.
All statements other than statements of historical facts, including statements about our environmental, social and corporate governance plans and goals, such as those regarding greenhouse gas emissions, made in this document are forward-looking.
In fostering a diverse and inclusive culture at Huron, further solidified by my joining the CEO Action for Diversity & Inclusion™ coalition.
By signing on to this commitment, I pledged Huron will take action to cultivate a workplace where diverse perspectives and experiences are welcomed and respected and where employees feel encouraged to discuss diversity and inclusion.
We remain focused on our commitment to diversity and inclusion — continuing to make progress on our five-year diversity and inclusion action plan that we introduced in 2020.
In emissions to understand our baseline emissions and help establish environmental goals.
We are early in our environmental sustainability journey, but I am excited about the opportunity that lies ahead as we set goals to help us positively impact the environment.
A Letter From Our CEO In our 2021 report, we share details on our approach to environmental, social and governance (ESG) topics, our continuing commitment to the United Nations (U.N.) Sustainable Development Goals (SDGs), and the actions we have taken to advance a more sustainable future.
Index Addendum and shown in our baseline environmental impact data.
In the pages that follow, we share how we harnessed the passion and energy of our people to advance these goals.
Sustainable Development Goals Commitment BOARD-LEVEL OVERSIGHT Huron’s robust governance practices extend to environmental, social and governance (ESG) risks and opportunities.
They are members of Huron’s Global Diversity and Inclusion (D&I) Council, which sets the strategy and goals for diversity and inclusion matters and provides oversight for the D&I working groups.
As part of its scope, the ERM Committee monitors business continuity planning, IT security, data privacy, human capital development and retention, and environmental-related risks associated with Huron’s business.
Our cross-functional ESG team is made up of senior-level employees with a wide range of subject matter expertise in the areas of diversity and inclusion, employee and community experience, governance, corporate citizenship, business development and investor relations.
Our Environmental, Social and Governance Management Engaging with our various stakeholders is an ongoing activity that informs our ESG priorities and strategy.
GLOBAL BENCHMARK IS “The success of our business begins with our people, and it is our diverse experiences and perspectives that help us better serve our clients and our communities.” — PATTY OLSEN, CHIEF HUMAN RESOURCES OFFICER 2021 ENVIRONMENTAL, SOCIAL AND GOVERNANCE REPORT | 11 TALENT DEVELOPMENT Huron is invested ...
To meet the needs of our people in a remote environment, we have evolved our talent development initiatives, including training, certification and performance management programs, and tools.
In across the company for talent in underrepresented groups to drive continued growth for the organization, develop our people, foster our culture and enhance the diversity of Huron’s leadership.
We are excited for how this program will continue to develop future leaders and expand diversity across the company.
The summit, sponsored by our women’s employee resource group, was interactive and educational and included a mix of keynote speakers, panel discussions, networking and career workshops.
Our women’s employee resource group also hosts semiannual workshops geared toward junior-level employees to help build skills and empower women to grow in their careers.
We continue to foster an environment where diverse cultures, experiences and perspectives are celebrated and embraced.
In James H. Roth, signed the CEO Action for Diversity & Inclusion™ Pledge to take action to advance diversity and inclusion within the workplace.
These recognitions also reflect the work we have done to continue to advance diversity and inclusion at Huron.
From a gender diversity perspective, of the 25 promotions to the senior leadership level made at the end of 2021, effective Jan. 1, 2022, are women, representing 68% of all senior leadership promotions.
+Change in overall racial and ethnic minorities since 2019 +6% Change in overall representation of women since 2019 2021 ENVIRONMENTAL, SOCIAL AND GOVERNANCE REPORT | 17 Diversity is reflected at the highest levels of Huron’s leadership, where two of our six-member board are women, and one board member selfidentifies a...
Our employee resource groups continue to initiate meaningful conversations across our Huron community while strengthening our culture and the employee experience.
In awareness employee resource group launched two new subcommunities, including the Jewish subcommunity and the Middle East and North Africa (MENA) subcommunity.
The Jewish subcommunity aims to connect those who identify as Jewish and those who are interested in learning about Jewish traditions and culture to create an inclusive, warm and welcoming environment.
Huron’s Black Alliance employee resource group organized our annual Black History Month Book Drive in honor of the pioneers who have dedicated their lives to ensuring civil rights for all.
Huron’s LGBTQ+ employee resource group hosted a series of events during Pride Month, including a companywide panel discussion and a fundraiser for The Trevor Project.
Our employee resource groups are instrumental in creating the space for all of our colleagues to share their experience and bring our value of inclusion to life.
Launched sponsorship program Embedded Cultural Sensitivity, Unconscious Bias and Allyship workshop into new hire orientation Huron’s Diversity and Inclusion Journey Huron has a long tradition of supporting the communities where we live and work.
This time we had more than “Knowing St. Jude is an organization that provides free care to vulnerable kids around the world when they are sick and learning about how advanced the research and the care is, I knew together we could make an impact to help St. Jude in their mission.” — ALEX SERAN, MANAGING DIRECTOR 2021 EN...
PROMOTING GENDER EQUALITY As part of Huron’s commitment to gender equality and access to quality education, we established the Dawn Gideon-Huron Scholarship, which is awarded to women who self-identify as Black/African American, Latinx/Hispanic, or Native American or who have demonstrated a commitment to health equity ...
Volunteers from our employee resource group that encourages the advancement of women in technology fields hosted two free TechGirlz workshops to inspire middle school girls around the world to explore the possibilities of technology to empower their future careers.
This year our Black Alliance employee resource group launched a new webinar series featuring leaders from historically Black colleges and universities (HBCUs).
Bridging this gap to social care requires new information, capabilities and financing models that do not exist in today’s healthcare ecosystem.
HURON’S SOCIAL ALLIANCE Motivated by our passion for education as an engine for economic and community growth, Huron launched the social alliance initiative as part of the Huron Helping Hands program to help address the need for broader educational access and support resource-constrained institutions as they prepare st...
We recognize that addressing climate change now is critical to our future and reducing greenhouse gas emissions will play an important role in helping to combat the climate crisis.
MANAGING ENVIRONMENTAL RISKS AND OPPORTUNITIES As described earlier in our report, the Nominating and Corporate Governance (N&CG) Committee of Huron’s board of directors provides oversight of the companywide corporate social responsibility strategy, including environmental sustainability.
As part of that scope, the Enterprise Risk Management (ERM) Committee assesses environmental and sustainability-related risks associated with our business, and this committee is responsible for reporting quarterly on risk-related issues to the Audit Committee.
STRATEGY Our environmental sustainability strategy is focused on the areas where we have an opportunity to make an impact aligned with business risks.
As a professional services firm, we do not manufacture or distribute products or generate hazardous waste.
Yet, carbon emissions from business travel, which is a necessary part of our operations, is an area that provides an opportunity to reduce our environmental impact.
Our local offices also contribute to greenhouse gas emissions, and we have begun to take measures to decrease our footprint, thereby reducing the energy consumption needed to operate our physical locations.
By measuring our greenhouse gas emissions on an annual basis, beginning with our baseline calculation for on the environment and where and how we should prioritize opportunities to lessen that impact.