Our commitments
Working in line with our values
Our values
IINNOVATION: We develop and integrate technologies with the aim of creating value. We are always seeking partners who share our vision as part of an open innovation approach.
IMPACT: We are dedicated to promoting environmental transition within the building industry, focusing on actionable steps. Our employees advocate for the significance of their actions both in their professional roles and in external projects.
IDENTITY: We have a cross-border origin and a national and European outlook. Our identity is rooted in a management style that emphasizes cooperation, respect, active listening, individual participation, and cultural openness.
INDEPENDENCE: We assert our right to shape our future. This independence allows us to remain objective and provide the best possible solutions for our customers and partners.
(c)Jean-Julien Gabard
We have joined the Business Climate Convention (BCC)
Julien Szabla, our Director, and Magali Houllier, our CSR Manager, joined CEC Nouvelle Aquitaine at the end of 2024.
Our mission is fully focused on addressing energy and environmental transition issues. However, we must pursue a form of development that respects the planet’s limits and is considerate of living beings.
In a constantly changing world, self-reflection is crucial for our survival and for remaining true to our convictions, values, and environment. The work we undertake over the next 10 months at CEC should culminate in a concrete regenerative roadmap.
Find out more
We contribute to policies and standards
International Involvement: Member of ECTP
For over 10 years, our teams have actively participated in the international market, where collaborative networking—particularly among European technology centers—provides practical solutions to environmental challenges and, more recently, health and geopolitical emergencies.
NOBATEK is closely involved in Built4People, a public/private research and development partnership for the European construction sector. This engagement is facilitated by Claudia Hunziker-Keller, who serves on the ECTP steering committee.
National Focus: The Endowment Fund
The Cercle Promodul endowment fund aims to foster collaboration between NOBATEK teams and corporate sponsors on topics related to energy, environmental sustainability, and digital transformation in the building industry.
Reducing the negative impact of our activities while enhancing the positive effects of our projects.
©Sabina Hourcade
Our building is bioclimatic
Our head office, located in Anglet at the heart of the Arkinova technology park dedicated to sustainable construction, was completed in 2009. It is a bioclimatic building that holds the Bâtiment Basse Consommation (Low Consumption Building) label and HQE™ (High Environmental Quality) certification. The building utilizes as many local materials as possible, including Landes maritime pine cladding on the facade, and its cube shape minimizes energy loss through the envelope. After over 15 years of operation, we have found that our daily energy consumption, as measured by our teams, aligns perfectly with the forecasts made during the design phase.
We are currently in the process of constructing a 360 m² extension to expand our technical hall and offices, adhering to the principles we promote. This includes features such as an extruded north facade, reuse of partitions, chopped straw insulation, and earth rendering. Once completed in March 2025, the new building will be RE 2020 certified at the 2028 threshold, achieving a Bbio score of 84.6 points (representing a 42% reduction compared to the 2020 threshold) and a construction Ic of 683 kg eq CO2/m² (which is 7% lower than the 2028 threshold). This places us close to the 2031 threshold, which requires reaching an Ic of 625 kg eq CO2/m².
We use renewable electricity and recycle our waste
Our energy supplier is Octopus Energy France, which has received the VertVolt label from ADEME. We make it a priority to sort waste systematically and engage in various DIY projects using reusable materials. The remaining waste is sent to the appropriate recycling centers.
Here’s a summary of our practices:
- Consumables: We collect used ink cartridges, encourage black and white printing, reuse paper for drafts, and recycle all paper waste.
- IT Equipment: We refurbish second-hand computers for reuse or send them to a specialized recycling center.
- Organic Waste: This waste is composted on-site in our garden.
- Experimental Waste: Materials and other items that can be reused or repurposed are offered to our employees and partners in the Arkinova zone, including organizations like the Compagnons.
We have carried out our Carbon Footprint
Our colleague, Franck Morin, who is trained in the Bilan Carbone® method, conducted our 2023 carbon assessment based on our emissions from 2022. The results are as follows:
Total emissions: 428 (± 91) tCO2eq, which equates to 7.1 tCO2eq per employee.
Breakdown of emissions:
- Buildings, equipment, and furniture: 30%
- Services: 25%
- Travel: 17%
- IT equipment: 11%
- Lunch: 4%
- Use of buildings: 2%
We are currently implementing a transition plan, and a new carbon footprint assessment is scheduled for 2027.
Preserving biodiversity in our gardens
Our head office is situated on the Parme plateau, within the Landes de Juzan campus, offering a unique environment surrounded by forests, streams, and ancient watercress beds. This area is home to a variety of animal species, including green woodpeckers, frogs, Girondine coronellae, and hedgehogs, as well as a diverse range of plant life.
We practice ‘differentiated management’ of our green spaces, which helps preserve biodiversity through a respectful, nature-oriented approach. This method differs from conventional green space management by emphasizing ecological practices that reduce maintenance needs and minimize the use of plant protection products. Our goal is to promote the growth of a rich diversity of flora and fauna.
A local company, specially adapted for this type of work, maintains our gardens.
We encourage sustainable mobility
Business Travel: We systematically assess the necessity of travel by evaluating the benefits versus impacts. When travel is essential, we prioritize videoconferencing. If travel is unavoidable, we favor train journeys, with air travel limited to unforeseen circumstances and international trips. Each location is equipped with bicycles for short trips near our offices. Whenever possible, we promote carpooling for car journeys, sharing visit schedules in advance.
Commuting: We are developing a policy to encourage alternatives to car use. This includes a sustainable mobility package that offers carpooling reimbursement at €0.40/km, capped at €700 per year, or €800 if combined with a public transport allowance. We provide a 50% reimbursement for public transport season tickets. Additionally, we regularly participate in the Mobility Challenge, which has instigated a lasting shift for many of us from using cars to cycling. We also offer the option of two teleworking days per week.
NOBATEK joins Néo Terra
On July 9, 2019, the elected representatives of Nouvelle-Aquitaine adopted the regional roadmap for energy and ecological transition, called Néo Terra. The goal is to support the transition in energy, ecology, and agriculture by the year 2030.
Well-being at work
Enhancing your professional experience at NOBATEK to make it fulfilling and progressive.
Quality of Life at Work
NOBATEK’s Social and Economic Committee (CSE), in collaboration with General Management, regularly conducts a questionnaire to assess the working conditions and overall quality of life at work.
Every three months, we enhance team cohesion through collective briefings and organize two large meetings each year, where we collectively explore ways to improve our working methods.
Since the beginning, we have intentionally designed our offices to be open-plan to foster discussion and collaboration. Each year, we randomly assign new seating to encourage creativity and promote cross-functionality among teams. Additionally, we periodically evaluate the comfort of our workspaces to improve ergonomics, making adjustments as necessary (such as providing ergonomic mice and footrests).
Onboarding and Training
Every new employee receives support upon joining our team, which includes an induction interview and regular assessments. We are currently exploring the implementation of a mentoring system. Each year, we also develop a training plan to further support employee growth and development.
Professional equality
Every year, companies with more than 50 employees are required to publish an index based on four to five indicators, depending on the size of the company, to measure their efforts in promoting equal pay between women and men. This obligation is part of the Avenir Law, enacted on September 5, 2018, which aims to eliminate the pay gap between men and women.
The Professional Equality Index
The publication of results on gender equality in the workplace is based on the following four indicators:
- Pay gap indicator: not calculable (valid groups make up less than 40% of the total workforce).
- Indicator for the difference in the rate of individual increases: 35/35.
- Indicator for the percentage of employees who received an increase in the year following their return from maternity leave: not calculable (no returns from maternity leave).
- Indicator for the number of employees of the underrepresented sex among the 10 employees with the highest salaries: 5 out of 10.
Overall result Index 2024 (for the year 2023) : Not calculable (40 points obtained out of a maximum of 45 points that can be obtained)
