A responsible company
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63%of non-hazardous waste recycled in 2023
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-16%in greenhouse gas emissions since 2017
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Policies to control its environmental impact
LFB’s site in Arras has an eco-designed waste recovery unit that recovers the by-products from the production of medicinal products in LFB’s plants.
This unit was built with sustainable, bio-sourced and geo-sourced materials, in order to minimise LFB’s carbon footprint. This project has won several awards:
- 2024 regional prize awarded by Bois Hauts-de-France / Fibois construction “Special Industrial Building Prize“
- 2023 trophy awarded by Booster réemploi / Construction 21 for “Circular designed building, special mention“
- REV3 trophy awarded by the Hauts de France Region in 2022 for “Sustainable Building, Circular Economy category“
63% of non-hazardous waste was recovered in 2023 at all LFB sites in France.
LFB’s Alès site does its part to improve the energy mix in France by consuming electrical energy that is 100% certified to be of renewable French origin.
The CSR audit by the CAHPP (French Central purchasing office for public and private hospitals)* awarded LFB the “Exemplary” Green Index level for its compliance.
Several audits and evaluations have praised LFB’s CSR performance
SOCIAL RESPONSIBILITY
Well-being at work and professional development are key to LFB's performance.
LFB is committed to its employees
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200promotions in France in 2023
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242internal career mobility in 2023
Continued social dialogue, improvement of quality of life at work, inclusion, appropriation of the Group’s values, training for professional development, as well as employee health and safety are all themes addressed in the context of HR projects carried out in service of the company and its employees.
In light of the company’s strong growth in recent years, skills development is more than ever a key priority. Our challenge: to promote the transmission, maintenance and development of know-how that meets the highest of standards, throughout the career of our employees within the Group.
The internal career mobility system, which was redefined in 2022, is also essential. The employee are at the heart of this approach, as the main actors alongside their managers and the HR teams. Everyone works together to best match every person’s career mobility aspirations with the skills needed within LFB.
Finally, LFB continues to pursue its active policy to promote internships and work-study contracts, the number of which offered in 2023 increased by 40%.
At the same time, it has been strengthening its partnerships with those schools providing training in our professions which are located close to our sites.
The law of 9 May 2014* authorises any French employee to donate one or more days off for a parent with a seriously ill child. LFB’s management team has decided to extend this system to employees with a seriously ill spouse.
For several years now, LFB has offered a Solidarity Savings Account (CES) to which any employee who wishes can donate a day off or reduced work time day off (RTT) (within the limit of 5 working days/year), on a voluntary, anonymous basis, without compensation. This continued “Donation of leave days between employees” campaign allows “any employee who is responsible for the care of a child under 20 years of age or his or her spouse with a serious illness, a disability or who was the victim of an accident so serious that sustained presence and compulsory care are essential” can receive the donation of rest days. This Donation of days allows employees to voluntarily give up part of their own leave days.
In 2022, 17 days were collected. Two campaigns to collect donations of leave days for the CES are carried out each year.
* LAW No. 2014-459 of 9 May 2014 authorising the donation of days off to a parent of a seriously ill child.
The values of the LFB Group and its commitments in terms of social responsibility testify to its attachment to the principle of professional equality between women and men. Valuing professional equality between women and men is to recognise the fundamental challenge of having a mix of talents, which is a factor of social balance and economic efficiency for the company.
Parity between women and men at LFB remained stable in 2023 with near parity, at 48.7% women and 51.3% men.
In 2023, LFB was awarded a score of 98/100 in the Gender Equality Index, which reflects the effective policy carried out in terms of gender equality.
ECONOMIC RESPONSIBILITY: A RESPONSIBLE PURCHASING POLICY
As part of the laws on Duty of Vigilance and Non-Financial Reporting, the LFB Purchasing Department has produced a risk map for CSR issues throughout the life cycle of the medicinal product. This map is a key tool to help purchasing professionals identify, assess and manage potential risks associated with their activity:
- The risks of stock shortages of raw materials,
- The failure of a key supplier,
- The fluctuation of international exchange rates,
- Non-compliance of purchased products with the company’s quality standards or,
- Excessive dependence on a single supplier.
LFB practices responsible purchasing and promotes fair relations with its partners, suppliers and subcontractors. This commitment spearheaded by the Purchasing Department is grounded on the Responsible Supplier Relations Charter signed by LFB on 1st November 2020. This charter defines 10 good practices, from the principle of ethical business to the consideration of environmental issues.
A general procedure has been put in place for Purchases and Expenses which incorporates principles of the prevention of corruption.
Non-Financial Performance Statement
The Non-Financial Performance Statement (NFPS) reflects LFB’s commitments to sustainable development through compliance with ISO 26 000 guidelines. Risks related to the environment, social issues and governance are mapped and define the challenges faced by LFB, while considering the interests of all stakeholders. LFB’s strategic orientations in terms of CSR issues are thus defined and reflected in the policies, objectives and indicators present in the NFPS. The NFPS is audited every year by an independent third party (ITP) that attests to the transparency and sincerity of the information provided.