There are worse welcomes for a newly appointed CEO than to come first in a ranking of the world’s most sustainable companies. “It’s the best gift . . . that I can receive as a new CEO. The timing is great,” says incoming Schneider Electric CEO Olivier Blum from the Paris headquarters of the global electronics conglomerate.
While Blum may have just arrived in the CEO role, he’s a well-known commodity within Schneider, having spent more than 30 years at the company. His fingerprints are all over the changes that have led to Schneider being the first company to top the Global 100 more than once (it first earned top spot in 2021).
Blum led Schneider’s first steps in emission reductions and corporate social responsibility (CSR) 20 years ago. At first, sustainability targets were seen as extra initiatives to be achieved while the organization carried on operating in much the same way. “Very quickly we realized this concept of corporate social responsibility living in a separate part of the [company’s] universe didn’t make a lot of sense,” Blum says.
With revenues of €36 billion in 2023 and offices in more than 100 countries, Schneider Electric’s universe is vast. It manufactures and sells everything from light switches to electrical panels. It’s also a world leader in helping data centres reduce power consumption, as well as offering AI-based solutions for smart energy and building management, software, micro grids, EV charging, water management and energy management – the division that Blum led prior to his appointment as CEO.
A structure that supports diversity
Much of the company’s marketing material extols the benefits of the smart city of the future – where most everything is electrified, renewable generation and consumption are closely managed, and efficiency drives down energy demand.
But it is on employee diversity where Blum’s enthusiasm really comes through. Rather than having diversity targets separate from the company’s activities, Schneider learned from its CSR experience and changed its entire structure to promote diversity.
Schneider was a traditional French company with a French headquarters and a leadership that was, consequently, largely French. To break out of this mould, the company invented what it calls a “multi-hub model,” says Blum, who led Schneider’s diversity efforts for five years as head of human resources. The company now has three regional hubs, in the United States, Europe and one serving the Middle East and Asia (Blum is based in Schneider’s Dubai office and was previously in France, India, China and Hong Kong).
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The benefits are very clear to Blum. “If you are working in China, you don’t need to go back for a decision to Paris or to the U.S. to move fast and to have an approval. The second benefit is that when you’re 25 years old, you enter Schneider, for instance, in the U.S., in China, in India, now in the Middle East. You look at that and you say, ‘Oh, I can go to the top of the company even staying in my region.’”
"Whether we like it or we don’t like it"
But a global company also attracts global criticism. Corporate Knights received dozens of complaint letters in 2023 after announcing that Schneider Electric was once again ranked one of the 100 most sustainable companies. The complaints centred on the use of Schneider’s technology in a pipeline linking Uganda with the Tanzanian coast.
“I always understand that some people can have a different point of view, but we are very at ease with our position on those kinds of projects,” Blum says. “It will take time to move from fossil fuels to renewables; it’s a fact whether we like it or we don’t like it. So we prefer Schneider to be involved in those projects and to help our customers to build pipeline infrastructure” that consumes less energy and therefore emits fewer emissions.
Roughly 5% of Schneider’s revenues do not meet the EU’s rules on “environmentally sustainable” economic activities or are products with sulfur hexafluoride (used in insulating electrical parts); 74% is considered sustainable.
Despite more pipelines being built, Blum is confident that global momentum for decarbonization is growing at all business levels.
Enduring demand for decarbonization technology
The 2015 Paris Agreement created a big incentive for Schneider to double down on its sustainability focus, but that decision was not echoed in its customer base. Blum reckons that it took three or four years for the enormity of the Paris Agreement to transform into business decisions at many large corporations: “2019 is when we started to see a large number of enterprises taking a lot of interest [in decarbonization]. I was leading strategy and sustainability at that point of time.”
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Then COVID hit, and rather than impede corporate decarbonization efforts, things started to accelerate – a trend that continues as more climate-reporting obligations in Europe and around the world have spurred even more interest in the last two years. “Many large companies in the world have realized that they have to be part of that story,” Blum says. This has a knock-on effect well beyond the direct emissions of large corporations. “Many of [their suppliers] are small and medium-sized enterprises. And SMEs are seeing that if they want to stay relevant, then for their large customers they also need to have a decarbonization strategy,” he says.
The end result is growing demand for the decarbonization technology that Schneider Electric offers. The company has been tracking all the companies that publicly commit to net-zero with science-based targets, and the list, Blum says, is doubling in size every year.
“Now is a very interesting place because we meet all the largest companies in the world, and all of them put sustainability in their strategy,” he says.
Adrian Hiel is a Canadian writer who has spent the last two decades in Brussels.
