Strategic vision
Building the future
The transformation project, called GOA (Gear up Our Ambition), was presented to and approved by the Board of Directors in 2022, and forms Antolin’s roadmap until 2026.
The plan has three core objectives:
01
Increasing the company’s PROFITABILITY by achieving a double-digit EBITDA margin.
02
Evolving the BUSINESS PORTFOLIO with a greater footprint in markets with high growth potential.
03
Attracting the best
TALENT to Antolin.
To achieve these objectives, the company has identified four key levers:
STRENGTHENING relationships with vehicle manufacturers through innovation and a customer centered culture.
DEVELOPING operational and industrial excellence.
FAST-TRACKING technological development, innovation, and digitalization.
Team TALENT and ENGAGEMENT coupled with managerial leadership.
Sustainability: more ambition
This responsible business model, which is the basis of the transformation plan that Antolin has in place, is based on three fundamental areas that increase value for the company: Planet, People and Business.
To make progress in these three axes, Antolin has had Environmental, Social, and Corporate Governance (ESG) goals in place since 2021.
In a context of increasing pressure Antolin has sought to increase its ambition in relation to these initial goals. This update on ESG goals will be approved and communicated in 2023.
> Click on each value type to learn more.
OBJECTIVES
MAIN PROGRESS 2022
COMPANY BY 2050
CO2 emissions neutral in own operations (Scopes 1 and 2) by 2040.
-75% CO2 emissions by 2028 (versus 2019).
Reduction of total Scope 1 and 2 emissions by 36% versus base year (2019) and by 13.8% versus 2021.
10.92% electricity from renewable sources versus 2.46% in 2021.
Monitoring of the main Scope 3 categories.
CIRCULAR BUSINESS
Eco-design. Life Cycle Analysis of its main products.
10% reduction of non-hazardous waste by 2028 (versus 2019).
Consolidation of the Life Cycle Analysis as an ecodesign tool.
-5.1% versus sales of non-hazardous waste.
objectives
main progress 2022
SAFE AND HEALTHY
WORKING ENVIRONMENT
Decrease of 2.30 in the global frequency rate by 2030.
Reinforcing the commitment to the health and of 18.18% in the Severity Rate and safety culture.
Decrease of 10.76% in the Global Frequency Rate and of 18.18% in the Severity Rate.
DIVERSITY,
EQUITY AND INCLUSION,
APPLIED TO TALENT
Diversity and inclusion focused on knowledge, values, skills and experiences.
Specific plans in the tangible dimensions of diversity: gender, disability, age, race, culture and professional profile.
Increased promotion of women to managerial levels.
60% female presence in the governing bodies: 40%
on the Board of Directors and 75% on the Advisory Board.
28% women on the Executive Committee.
4 new equality plans.
Among the top 100 companies in attracting and retaining talent according to the Merco Talent ranking.
SOCIAL DEVELOPMENT
€38.13 contribution per employee versus €34.19 in 2021
objectives
main progress 2022
ETHICS, INTEGRITY,
AND COMPLIANCE
100% of confirmed reports resolved.
100% of people trained in the Code of Ethics.
100% of substantiated claims resolved.
91% trained out of the target group based on proximity
to the risk, cumulative to 2022.
A RESPONSIBLE
SUPPLY CHAIN
100% adherence to the Supplier Code of Conduct by 2028.
95% of direct material suppliers assessed in ESG by 2028.
84% adherence of suppliers of direct material and investments in 2022.
63.1% of suppliers assessed in 2022.
> More information in LEADERSHIP
