Sustainable Development Goals (SDG)
Committed to actively helping to fully achieve the 17 Sustainable Development Goals
Our sustainable business strategy is proof of our commitment to the 2030 Agenda
The United Nations (UN) presented the 2030 Agenda for Sustainable Development in August 2015, establishing 17 Sustainable Development Goals (SDGs) and 169 associated targets. Although they are principally aimed at governments and public authorities, companies have a fundamental role in their achievement.
At Naturgy, we analysed each of these goals and rose to these universal challenges in two ways:
- Directly, through initiatives, programmes and actions that help reach the target.
- Indirectly, through the impact generated by policies and practices in the countries in which we operate.
Additionally, as part of our Sustainability Plan we have scheduled a series of specific actions linked to working in line with one or several Sustainable Development Goals (SDGs).
- Identifying future business opportunities
- Improving the value of corporate sustainability
- Strengthening relationships with stakeholders
- Stabilising societies and markets
- Using common language and a shared purpose
- Actions
- Initiatives
- Policies
- Procedures
- Partnerships
164,935 customers on the subsidised rate in 2022
3,600 renovated homes
30,961 people trained by the Energy School since 2017
We are firmly committed to ending poverty, primarily through the Naturgy Foundation, which focuses its social action on measures to help alleviate energy vulnerability with training and direct action with volunteers, as well as home energy rehabilitation, all in collaboration with the Tertiary Sector.
22,533 documented safety inspections at work
Investigation in all cases of accidents and incidents that occurred
We contribute to achieving this goal by focusing on the health, safety and well-being of our employees, suppliers, contractors and subcontractors.
232,445 hours of training
35.9 training hours per employee
97.3%
of the workforce trained
One of our aims is to develop professionals who will be leaders of change to build a future with the Naturgy vision, thus offering an ongoing learning environment, with methodologies, tools and knowledge that facilitate the growth of our professionals, connecting them with trends, technologies and best practice, and promoting their development of skills and competencies linked to our leadership model.
The Corporate Universityis one of the strategic forces behind transformation, serving both people and businesses to contribute to the creation of value and to achieve our goals.
We have three academies that complement each other and enable our teams to tackle the challenges of the present and the future through ongoing learning, development of the leadership role and the adoption of new ways of working: Transformational Leadership, Tech Academy and Extended Academy.
We also foster training and education for children and young people, as basic pillars for human growth and development, in communities lacking financial resources in the countries where we operate, funding grants for children and young people without financial resources and a good academic record, all through the employee Día Solidario association.
33% women / 67% men
26.2% women in executive roles
We believe it is essential to foster diversity and equal opportunities and to create an environment based on respect, and constant listening and dialogue, paying special attention to achieving objectives in issues related to gender and the inclusion of people with disabilities, extending this commitment to suppliers and partner companies.
This all-encompassing commitment is upheld in the Sustainability and People Strategy, as well as the Gender Equality Policy and the Workplace Harassment Prevention Protocol.
Our Equality Plan identifies the strengths that should be maintained and highlights the weaknesses that need to be corrected, as identified by an external expert. These points determine the path that should be followed, indicating actions in the areas of communication and awareness, culture and leadership, development and promotion, payment, flexibility and work/life balance, recruitment, harassment prevention, measurement and monitoring.
-15% water collected from the environment
97% of the water used is sea or waste water
This aspect is part of our Corporate Responsibility Policy, and matters mentioned regarding water consumption represent one of our key responsible environmental management indicators. We constantly measure the water footprint of our activities, conduct water stress analyses or studies, and reduction products.
40% emissions free installed capacity
5,462 MW installed capacity in renewables
-24% total carbon footprint reduction
We are committed to the sustainable development of society by guaranteeing a supply of eco-friendly, safe and competitive energy.
This has always been true but, at a time that is especially significant for the energy sector in particular, and all of society in general, we are further reinforcing our commitment to the fight against climate change and environmental protection. Energy transition is a unique opportunity to transform the company and offer a firm, sustained contribution to decarbonisation of the economy.
96.7% open-ended contracts
82.7% supplier ESG audits
28.356€ billion of economic value generated for suppliers
We operate under a commitment to guarantee decent jobs in all the areas where we are present. To do so, we apply a Human Rights Policy that, among other principles, is aimed at eradicating child labour, facilitating freedom of association and offering decent employment. We conduct ESG assessments and audits with our suppliers, foster local procurement and take part in the First Export Programme.
In addition, our Equality and Diversity Plan includes our commitment to equality and involves people management initiatives related to three specific areas of action: gender, disability and age. Furthermore, workplace safety and risk prevention are key aspects in the daily management of the company, which are enshrined in the Health and Safety Plan.
Diversity and equality
We believe it is essential to foster diversity and equal opportunities and to create an environment based on respect, and constant listening and dialogue, paying special attention to achieving objectives in issues related to gender and the inclusion of people with disabilities, extending this commitment to suppliers and partner companies.
We promote an inclusive culture of awareness and actions that integrate and bring together diversity. This perspective of interest in people guides the company’s way of working and achieving its objectives, and it shares this vision with the entire value chain in the different businesses in which it operates.
This all-encompassing commitment is upheld in the Sustainability and People Strategy, the Corporate Responsibility Policy, the Code of Ethics, the Gender Equality Policy and the Workplace Harassment Prevention Protocol.
Commitment to equality
Our Equality Plan identifies the strengths that should be maintained and highlights the weaknesses that need to be corrected, as identified by an external expert. These points determine the path that should be followed, indicating actions in the areas of communication and awareness, culture and leadership, development and promotion, payment, flexibility and work/life balance, recruitment, harassment prevention, measurement and monitoring.
Our commitment to equality was awarded the “Business Equality Label” (DIE) by the Ministry of the Presidency, Relationships with Parliament and Equality in November 2018, which is still valid, for our implementation of equal opportunities policies through comprehensive, measurable equality plans with specific results. This certification is granted after an exhaustive process to verify activities related to equality with the aim of establishing the level of excellence and mainstreaming in management.
Diversity management
Diversity management is part of our commitment to a sustainable business project and it is being validated through initiatives implemented within three action lines: gender, disability and age.
- Gender: progress is being made in boosting the active role of women in different spaces in the company, consolidating the prioritisation of female management talent within the new organisational model, with the aim of moving forward in our commitment to finding a gender balance in the company.
- Disability: various actions are being with the aim of standardising the management of functional diversity namely, the Family Plan, the Capacitas Plan and the Aflora Plan.
- Age: working towards generational diversity through young talent acceleration actions, monitoring mobility and promotion.
Protocols
The creation and activation of a specific protocol to combat harassment, the protocol on best practice in recruitment processes and the communication guidelines for business professionals needing to get involved in a recruitment process for any reason are just some of the measures put in place that have led to major advances in terms of diversity and equality.
Specifically, the Harassment Prevention Protocol establishes preventative actions to avoid situations of harassment that include informing all employees of the existence of the protocol, training the entire workforce in this area, particularly employees with staff under their responsibility, the obligation and responsibility of every employee to establish relationships from a position of respect and dignity, and every employee’s obligation to inform his or her line manager of any case of harassment.
In another area of activity, the recruitment processes good practices protocol aims to avoid discrimination in recruitment processes, thereby expanding employability options.
€59 million invested annually
We are committed to industry and its infrastructures in the form of various projects driven by innovation.
This is one of our key levers for growth as it enables us to incorporate new and better practices, new business models and technologies to become a more efficient and competitive company. Always at the forefront and putting the customer at the centre of all efforts.
How we perceive innovation means we can transform risks into opportunities, as a contribution to creating a streamlined company capable of existing in a framework of constant transformation with solvency.
Energy rehabilitation solidarity fund
1,111 renovations
Energy School
3,942 attendees
2,943 families assisted
Energy Vulnerability Plan programmes
In addition to the actions carried out internally, such as the implementation of the Code of Ethics or the Equality and Diversity Plan, the company undertakes negotiations with trade unions on the international stage regarding salaries, pension plans, the launch of equality plans and working conditions. In this sense, various actions are promoted with the aim of standardising the management of functional diversity: the Family Plan, the Capacitas Plan and the Aflora Plan.
We are also developing the Energy Vulnerability Plan throughout Spain. The Plan has been consolidated as a priority and core for the activities of the Naturgy Foundation to alleviate energy vulnerability and poverty in Spain.
Diversity and equality
We believe it is essential to foster diversity and equal opportunities and to create an environment based on respect, and constant listening and dialogue, paying special attention to achieving objectives in issues related to gender and the inclusion of people with disabilities, extending this commitment to suppliers and partner companies.
We promote an inclusive culture of awareness and actions that integrate and bring together diversity. This perspective of interest in people guides the company’s way of working and achieving its objectives, and it shares this vision with the entire value chain in the different businesses in which it operates.
This all-encompassing commitment is upheld in the Sustainability and People Strategy, the Corporate Responsibility Policy, the Code of Ethics, the Gender Equality Policy and the Workplace Harassment Prevention Protocol.
Commitment to equality
Our Equality Plan identifies the strengths that should be maintained and highlights the weaknesses that need to be corrected, as identified by an external expert. These points determine the path that should be followed, indicating actions in the areas of communication and awareness, culture and leadership, development and promotion, payment, flexibility and work/life balance, recruitment, harassment prevention, measurement and monitoring.
Our commitment to equality was awarded the “Business Equality Label” (DIE) by the Ministry of the Presidency, Relationships with Parliament and Equality in November 2018, which is still valid, for our implementation of equal opportunities policies through comprehensive, measurable equality plans with specific results. This certification is granted after an exhaustive process to verify activities related to equality with the aim of establishing the level of excellence and mainstreaming in management.
Diversity management
Diversity management is part of our commitment to a sustainable business project and it is being validated through initiatives implemented within three action lines: gender, disability and age.
- Gender: progress is being made in boosting the active role of women in different spaces in the company, consolidating the prioritisation of female management talent within the new organisational model, with the aim of moving forward in our commitment to finding a gender balance in the company.
- Disability: various actions are being with the aim of standardising the management of functional diversity namely, the Family Plan, the Capacitas Plan and the Aflora Plan.
- Age: working towards generational diversity through young talent acceleration actions, monitoring mobility and promotion.
Protocols
The creation and activation of a specific protocol to combat harassment, the protocol on best practice in recruitment processes and the communication guidelines for business professionals needing to get involved in a recruitment process for any reason are just some of the measures put in place that have led to major advances in terms of diversity and equality.
Specifically, the Harassment Prevention Protocol establishes preventative actions to avoid situations of harassment that include informing all employees of the existence of the protocol, training the entire workforce in this area, particularly employees with staff under their responsibility, the obligation and responsibility of every employee to establish relationships from a position of respect and dignity, and every employee’s obligation to inform his or her line manager of any case of harassment.
In another area of activity, the recruitment processes good practices protocol aims to avoid discrimination in recruitment processes, thereby expanding employability options.
12% increase in environmental action investment and spending
16.5% total carbon footprint reduction since 2021
We carry out our activity by committing to improving energy efficiency and air quality in cities, minimising our environmental impact regarding use of water, land and waste generation, and strict control of our environmental risks.
80.4% procurement from local suppliers
6,065 supplier assessments
We remain committed to responsible production and commitment beyond legal requirements as we implement actions to reduce the consumption of resources, water and energy. We also undertake educational activities with our stakeholders: environmental training for employees and awareness actions with suppliers and customers in this regard.
Likewise, we carry out business with a commitment to sustainability in our supply chain. Besides fostering procurement from local suppliers, we promote compliance with the company’s code of ethics and policies throughout the supply chain and incorporate sustainability criteria into the assessment and management of suppliers, beyond mere regulatory compliance.
345 biodiversity projects
-24% total carbon footprint reduction
Injection of 0.22 TWh of renewable gas in the distribution network in Spain
The Corporate Responsibility Policy and the resulting Environmental Policy voluntarily undertake the commitment to be a key agent in the energy transition towards a circular economy, low-carbon and digital model, working in four strategic environmental areas: Environmental management and governance, climate change and energy transition, the circular economy and eco-efficiency, and natural capital and biodiversity.
No deterioration of water masses or biodiversity
2% of all water intake consumed
When managing discharges, studies are conducted on the quality of water leaving the thermal power plants after being treated and the results from these analyses ensure that the company does not generate significant impacts on aquatic ecosystems. Furthermore, we build partnerships with third parties, especially conservation organisations and public authorities, in order to undertake actions in this regard, including the clean-up of coastal areas and the protection of marine species.
345 biodiversity projects
14 voluntary environmental actions
50 ha. environmental restoration actions
We undertake actions for the protection and conservation of natural species and spaces that go beyond the legal requirements, diagnostic studies of the environment surrounding our facilities, and education and awareness activities with our stakeholders, all of which are part of the Biodiversity Plan.
Naturgy Foundation also carries out corporate environmental volunteering actions to promote a positive attitude toward conserving biodiversity among employees and their families. Two environmental volunteering actions have taken place in two natural spaces.
As an example, UFD, the electricity distributor of the Naturgy Group, has carried out a pioneering initiative that uses nature-based solutions to control vegetation in areas located under power lines in collaboration with the Ourense Institute for Economic Development (INORDE). The reduction of vegetation under power lines is necessary to ensure safety and is usually done by mechanical means. The project carried out has consisted of innovating, substituting the use of machinery for native cattle, with less impact on the environment and promoting traditional grazing and rural development. Work is underway to implement this measure in other geographies.
As regards integrity and transparency, we operate under a commitment to integrity, responsibility, transparency and non-violence. Our internal mechanisms for this purpose are the Code of Ethics and Supplier Code of Ethics, Crime Prevention Model, Business Gift Policy, Anti-Corruption Policy, Measures for the prevention of money laundering, and Human Rights Policy, in addition to employee training in these areas, a protocol against labour, sexual or gender-based harassment, and the Code of Ethics reporting channel.
Globally recognised for our management in the use of hydro resources after being added to the A List 2021 drawn up by CDP Water. Furthermore, we continue to hold a leadership position in climate management and form part of the A list drawn up by CDP Climate.
We continue to form part of the Euronext Vigeo, Europe 120 and Eurozone 120 indexes, based on the agency’s biannual assessment
We maintain a low risk profile when compared with the 712 utilities assessed and we have been recognised as an ESG Industry Top-Rated company
Awarded a platinum medal for our performance in terms of social, environmental and good governance issues by this global provider of business sustainability ratings
Miembros del Sustainability Yearbook 2023
Seals and certificates
We continue to hold our position as a leading company in Spain thanks to the good working conditions and environment that we offer employees and our special commitment to and interest in people and their development.
We continue to hold our position as a leading company in Spain thanks to the good working conditions and environment that we offer employees and our special commitment to and interest in people and their development.
Obtained in acknowledgement of equal opportunities policies, implemented by means of comprehensive and measurable equality plans with concrete results.
Recognition of our excellent diversity management as regards different abilities.
Awards
In 2021, Naturgy has been recognized as energy company of the year, for its cultural and business transformation, and its executive chairman, Francisco Reynés, as CEO of the year, for its strategic vision, leadership, integrity and capacity for improvement as well as the demonstration of clarity of vision, judgment and motivation to transform organizations.
We consider partnerships to be essential for promoting development. We maintain a working commitment to society that goes beyond business activities and involves an extensive range of sponsorship and patronage projects. Resources allocated to cultural, social, energy and environmental programmes are focused on projects that generate the greatest value for society, while at the same time enabling us to strengthen our commitment to becoming positively integrated into each community and country where we carries out our business operations.
We are a member of the Patronage Board of the Liceu, thus collaborating with initiatives that promote culture and the opera.
With culture
We support the foundational aims of the Teatro Real, which are geared toward scheduling and managing music, poetry and choreographic activities.
We collaborate with the MNAC in promoting and disseminating the history of Catalan art.
With the environment and the sustainability
With research and talent
With training
We collaborate with Energy Club, an entity which promotes activities for education and analysis of the energy sector through arranging conferences such as Global Energy Day.
*The data included in each of the SDGs (with the exception of SDG 1) refer to 12/31/2021