Akuo values and commitments
Defending our principles and our planet!
Activists by nature, not only do we uphold our commitments to our stakeholders, but also more broadly to our planet. Motivation is needed for the future to unfold and so we truly strive to assert and defend concrete commitments:
Our CSR commitment
- Reduce dependence on fossil fuels
Fossil fuel dependence is the cause of geopolitical conflicts and the acceleration of climate change. We are helping to reduce our civilization's dependence on fossil fuels as much as possible by building and operating green power plants using renewable resources such as wind and sun.
- Reduce greenhouse gas emissions
In 2019, 59.1 billion tons of CO2 were released into the atmosphere, but what’s more, energy production accounted for 27% of the European Union's greenhouse gas emissions. Our value proposition counters this trend in order to reduce greenhouse gas emissions. In fact, according to the IRENA, renewable energy and electrification can reduce emissions from the energy sector by 75%. We are proud that each of our projects contributes to this global objective. (Reference here)
- Support the transition of agricultural sectors
There will be no change without the transition of all sectors, and so we are committed to supporting agricultural transition projects, particularly through the agrivoltaics concept, which combines green power generation and farming.
- Co-develop projects for the benefit of regions
Since Akuo was founded, we have decided to apply the principles of the AA 1000 standard developed in 2003 by British NGOs, which defines and measures a systematic stakeholder commitment process.
Each power plant must be part of a local environment. We are therefore committed to going well beyond standard impact studies and to including local populations in the co-development of the overall project. All projects are designed to create a solution for a local need.
We have values and energy to spare!
Our gender equality index in 2023: 89/100
- Pay gap indicator: 34/40
- Indicator relating to the gap in the rate of individual increases: 35/35
- Indicator relating to the % of female employees who received a raise in the year following their return from maternity leave: 15/15
- Indicator relating to the number of employees of the under-represented gender among the 10 employees with the highest salaries: 5/10
Overall result level: 89/100 points