Ethics
Leading with transparency and integrity as foundations for a reliable and responsible industry.
A responsible and ethical supply chain
The reliability of our CSR commitments is built on a fully controlled, transparent supply chain that meets the most demanding international standards. We work exclusively with identified and assessed partners who are committed to responsible practices. This includes strict respect for human rights, decent working conditions, and traceability of raw materials. This ethical requirement applies across our entire value chain, supporting the social, environmental, and commercial sustainability our clients expect.
Demanding regulatory compliance
In a constantly evolving regulatory landscape, we design solutions that fully comply with the legal requirements of every market where our products are delivered. This regulatory rigor strengthens the reliability of our products, secures our clients’ processes, and minimizes non-compliance risks across the entire value chain. By anticipating regulatory changes, we act as a proactive partner—ensuring controlled and lasting compliance, and guaranteeing true operational continuity for our clients.
Leading with transparency & integrity as foundations for a reliable & responsible industry
Our governance is founded on principles of integrity, fairness & compliance. Our operations are protected against all forms of corruption, money laundering & anti-competitive practices—ensuring an ethical, healthy & sustainable business environment for our clients. We implement strict measures to safeguard sensitive information & ensure the protection of confidential and personal data.
How do we act for ethics?
Chargeurs Group has been a member of the United Nations Global Compact since 2017
Commitment to the United Nations Sustainable Development Goals
Chargeurs Group has been a member of the United Nations Global Compact since 2017 and we ensure that our CSR approach is fully aligned with the United Nations Sustainable Development Goals (SDGs).
The Global Compact translates 17 sustainability goals into 10 principles for companies to follow in the areas of human rights, international labor standards, environment and combating corruption.
Novacel has focused on the following SDGs, defining key indicators:
Despite a reduction in our production in 2023, our water consumption per million square meters produced continued to fall, reaching its lowest level since 2020, with a 20% drop between 2023 and 2020. This was made possible by a number of investments, including an innovative system for reusing water after cleaning at our Italian site.
In 2023, Novacel accident frequency rate dropped. The focus is to reach 0 accident rate at Novacel. Continuous improvement actions and training actions are on-going.
Our range of virtuous products reached 35% of our total sales in 2023, underlining our ongoing commitment to sustainability and socially positive practices. We are proud to be able to offer more and more sustainable solutions to our customers.
Thanks to the efforts of all our teams, we have once again been able to reduce our greenhouse gas emissions per million square meters produced to 2021 levels. At the end of 2023, we took the initiative of installing a new heat recovery system that will enable us to significantly reduce our gas consumption at our French site.
More information about the UN Global Compact
Constantly maintaining good business ethics
Constantly maintaining good business ethics
We strive to maintain business ethics in our relationships with our partners and employees.
Novacel has a responsible purchasing charter that formally outlines the key expectations we have of our suppliers. It underscores the minimum social and environmental standards we expect from entities involved in the manufacture of our products. The goal is to guarantee to our customers that everybody involved in the process has been treated decently regardless of the country they work in. We expect from our suppliers a sustainable commitment to compliance with these principles when working with us. We also conduct social and environmental audits.
Upon joining the company, each employee agrees to read and abide by the Chargeurs Group Code of Conduct.
This Code is based on current international human rights standards - specifically:
- the principles of the Universal Declaration of Human Rights,
- the principles of the United Nations Global Compact,
- the United Nations guidelines on business and human rights,
- the OECD guidelines for multinational enterprises,
- the principles contained in the conventions of the International Labor Organization.
CSR Governance
CSR Governance
Our CSR team actively promotes and implements our social responsibility commitments.
Working closely with the Chargeurs Group and all our internal departments, this team is committed to developing an ambitious policy.
We meet monthly at a global CSR committee to exchange best practices and monitor all our projects, which enriches our approach and stimulates responsible innovation.
Our CSR policy permeates all our processes, including our compensation policy. These measures contribute to the involvement of teams at all levels of the company and demonstrate our deep commitment to integrating sustainable development at the heart of our strategy.
Gender equality index
Gender equality index
In accordance with the provisions of Law N°2018-771 of September 05, 2018 for the Freedom to Choose One's Professional Future, Novacel publishes its Index Gender Equality.
Every year, companies with at least 50 employees must calculate their gender equality index and publish their score. They have three years to comply if they score less than 85 out of 100. Otherwise, they will be subject to financial penalties of up to 1% of their total payroll.
The 100-point Index is calculated based on 5 indicators:
• Indicator 1→ Gender pay gap.
• Indicator 2 → Difference in the rate of individual increases (excluding promotions) between women and men.
• Indicator 3→ Difference in promotion rates between men and women.
• Indicator 4 → Percentage of employees returning from maternity leave during the reference year who received a raise on their return during the same period, if raises were granted during their leave.
• Indicator 5 → Number of employees of the under-represented gender among the ten highest-paid employees.
These results were calculated for the reference period from January 1, 2024 to December 31, 2024:
NOVACEL scores : 92/100
| INDICATORS | NOVACEL |
NUMBER OF INDICATOR POINTS |
|
|---|---|---|---|
| INDIC.1 | Pay gap | 37 | 40 |
|
INDIC.2 |
Difference in the distribution of individual increases | 20 | 20 |
|
INDIC.3 |
Breakdown of promotions | 15 | 15 |
|
INDIC.4 |
Number of employees receiving a raise in the year following their return from maternity leave | 15 | 15 |
|
INDIC.5 |
Gender distribution among the 10 highest earners | 5 | 10 |
|
TOTAL INDICATORS |
92 | 100 | |
|
INDEX (out of 100 points) |
92 | 100 |