The environment: being a responsible operator
Reducing environmental impact by reducing our carbon footprint is at the heart of Wifirst's strategy. We deploy sustainable networks with conviction and support our customers and partners in their own challenges. For more details, please consult our Responsible Digital page, which explains our practices.
Since 2020, Wifirst has been calculating its carbon footprint (the latest Assessment can be found here) and acting in favor of the circular economy. Wifirst's environmental policy is based on the following commitments:
Reducing its carbon footprint
Wifirst's carbon footprint assessment has enabled us to identify the impacts associated with our activity and to define reduction targets to contribute to the Paris Agreements, with actions put in place to achieve them. Actions have been taken to achieve our reduction targets:
- Progressive replacement of combustion-powered vehicles by electric vehicles
- Supplying our offices with electricity from renewable sources
- Raising awareness of climate issues (Climate Fresco)
- Business travel policy to limit air travel
- Involvement of our value chain in ESG initiatives
Other actions taken
- Recycling print cartridges since 2015;
- Zero plastic since 2017 ;
- Waste sorting since 2018;
- The use of recycled paper, and the setting of printers to recto/verso since 2019;
- The implementation of a responsible purchasing grid in 2020.
- Remote meetings to limit travel
Employee well-being: being a responsible employer
Wifirst's commitment to its employees is reflected in its recruitment, management, training and internal development policies. Wifirst's ambition is to foster an inclusive culture that enables everyone to develop their full potential, whatever their individuality. In particular, this means ensuring professional equality between men and women, from recruitment onwards and throughout their career with the company.
- Workforce: at 31/12/2024, women represented 25% of our workforce.
- Recruitment: 41 new hires in 2024 (excluding internships), 37% of them women.
- Raise policy: in 2024, the proportion of employees eligible for a raise is equivalent between men and women.
- Training: in 2024, 55 external training sessions were deployed, for a total of 493.5 hours. Wifirst also invests in internal training on several themes (soft skills, cybersecurity, CSR, management, etc.): in 2024, a total of 275 employees attended at least one training module.
- Promotion: Wifirst guarantees career management and promotion based on professional criteria (skills, experience, professional qualities).
- Support for external initiatives: Wifirst supports initiatives in associations such as "Elles bougent", which aims to introduce young high school and university students to the exciting careers of women technicians and engineers.
Wifirst also takes care to ensure the balance and well-being of its employees through a healthy working environment: telecommuting policy, sports coaching: a professional coach is present 2 days a week to help our employees get back into shape with personalized sports sessions (strengthening, boxing...).
Professional equality index 2024: 93/100
By indicator :
- Gender pay gap: 39/40 (+1 vs 2022)
- Difference in rate of individual increases: 20/20
- Difference in promotion rates: 15/15
- Percentage of employees receiving a raise within one year of returning from maternity leave: 15/15
- Number of employees of the under-represented gender among the 10 highest earners: 5/10 (+5 vs 2022)
Business practices that respect human rights: being a responsible partner to our customers, suppliers and subcontractors.
Wifirst has created a healthy ecosystem with all its stakeholders. We have been working with the same trusted suppliers and technicians for many years. In order to verify the compliance of our suppliers and production sites, we include dedicated clauses in each of our contracts.
Installing equipment that does not impact on the health of staff and users
Wifirst complies with the regulatory conditions for radio emission power set by Arcep.
