anthesis group annual report 2021

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Carlyle to acquire majority stake in anthesis.

• Investment to support Anthesis’ impact and growth, expand its differentiated ESG and sustainability offering, and widen its international footprint
• Transaction further strengthens Carlyle’s ESG strategy, advancing progress across its portfolio and on industry-wide ESG initiatives 

London, United Kingdom, 30 June 2023 - Global Investment firm Carlyle (NASDAQ: CG) today announced that it has agreed to acquire a majority stake in Anthesis, a leading global pure-play sustainability advisory and solutions firm. Carlyle will be investing alongside Anthesis’ employee shareholders, with existing shareholder, Palatine, reinvesting for a minority stake. Details of the transaction are not being disclosed. 

Over the last 10 years, Anthesis has built deep and broad expertise in analyzing, designing and implementing impact-led sustainability, ESG, and net zero programmes for over 4,000 clients across corporates, financial and  governmental institutions, delivered by a high-quality team of over 1,250 specialists across 39 offices in 22 countries. The company, which has achieved B Corp certification, has established itself as one of the largest group of dedicated sustainability professionals globally, having experienced rapid growth across its global customer base and network in recent years, and has completed 18 add-on acquisitions since inception.  Anthesis supports its highly diversified blue-chip client base in multiple aspects of their business, focusing on developing and activating sustainability strategies, enhancing digital capabilities, implementing carbon reduction plans and creating purpose-led communications.

Equity for the investment will be provided by the Carlyle Europe Partners (CEP) platform, which will support Anthesis to build upon its industry leading position in end-to-end sustainability solutions through international expansion, broadening the company’s service offering and continuing its successful track record of M&A. This transaction strengthens Carlyle’s firm-wide commitment to demonstrating leadership around critical ESG issues, and to create and execute increasingly more effective decarbonization strategies to build value across investments. Read more about Carlyle’s approach to ESG in its latest 2023 ESG Report . 

Stuart McLachlan, CEO of Anthesis, said: ”Anthesis is uniquely positioned to provide the holistic solutions the market demands, harnessing its advisory, digital, carbon, and communication skills in response to regulatory and stakeholder pressures. We are excited to work closely with Carlyle to further strengthen their approach to ESG and sustainability, as they seek to lead by example in the global investment industry. We will continue to act as guides to our clients, realizing the value creation opportunity of sustainability in our rapidly changing world.”

Mark Dale, Managing Director on the Carlyle Europe Partners investment advisory team, said: “In Anthesis, we identified an opportunity to partner with a mission driven business that is uniquely positioned to deliver impact. As demand for sustainability solutions continues to accelerate, we believe Anthesis’ long-standing reputation for leading technical expertise and track record of high-quality delivery, makes the company exceptionally well positioned to further scale to meet this growing opportunity. Leveraging Carlyle’s global network and expertise in scaling similar businesses, we are delighted to support Stuart and the entire team in the next chapter of its growth journey.” 

Meg Starr, Global Head of Impact at Carlyle, said: “We are excited to partner with Anthesis and look forward to working closely in the coming years to develop solutions around material ESG topics both within our portfolio and on a broader, global scale. We are particularly looking forward to collaborating with Anthesis given its convening power to drive convergence on critical ESG issues in private markets, such as their market-leading work on decarbonization and Net Zero guidance for private equity.” 

Beth Houghton, Impact Managing Partner at Palatine, said: “We have enjoyed a close and successful partnership with Stuart and the Anthesis team, achieving significant organic growth and five successful acquisitions, delivering strong impact and returns for Palatine. In re-investing, we will continue to deliver on our mission of generating Returns with Purpose. We’re excited to be part of the next stage of the Anthesis’ growth journey alongside Carlyle, as more organisations embrace the imperative to act with urgency to address the climate crisis.”

About Carlyle

Carlyle (NASDAQ: CG) is a global investment firm with deep industry expertise that deploys private capital across three business segments: Global Private Equity, Global Credit and Global Investment Solutions. With $381 billion of assets under management as of March 31, 2023, Carlyle’s purpose is to invest wisely and create value on behalf of its investors, portfolio companies and the communities in which we live and invest. Carlyle employs more than 2,200 people in 29 offices across five continents. Further information is available at www.carlyle.com. Follow Carlyle on Twitter @OneCarlyle.

Anthesis 

Anthesis is the sustainability activator. Proud to be a B Corp, we seek to make a significant contribution to a world which is more resilient and productive. We do this by working with cities, companies, and other organisations to drive sustainable performance. We develop financially driven sustainability strategies, underpinned by technical expertise and delivered by innovative, collaborative teams across the world. Anthesis has clients across all industry sectors and supports some of the world's largest multi-nationals, such as Reckitt, Cisco, Tesco, The North Face, and Target. The company brings together over 1,250 experts operating in 45 countries around the world. It has offices in Andorra, Belgium, Brazil, Canada, China, Colombia, Finland, France, Germany, Hong Kong, Ireland, Italy, the Middle East, the Netherlands, the Philippines, Portugal, Singapore, South Africa, Spain, Sweden, Switzerland, the UK, and the US. 

www.anthesisgroup.com 

About Palatine 

Palatine is a UK mid-market private equity investor focused on delivering returns through sustainable growth by building on solid foundations with a commitment to the environment and society.  

We invest from two funds. Buyout Fund: Sustainable returns - Investing between £10m - £30m in dynamic and visionary management teams looking to drive their business through their next phase of sustainable growth. Impact Fund: Returns with purpose- Investing £10m - £25m in commercially driven businesses with a mission to positively impact on society or the environment.

Contact: 

Carlyle Charlie Bristow [email protected] +44 7384 513568

Anthesis  Charlotte Chadwick [email protected] +44 7515 854 510

Palatine Peter Lappin [email protected] 07935 500 397

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Anthesis Emerges As A Serious Contender In The Global Sustainability Consulting Market

David Metcalfe

Despite being founded just eight years ago, through a string of 13 acquisitions and a recent investment from Palatine private equity, Anthesis Group has now earned the right to position itself as a genuine contender in the global climate change and sustainability consulting market. The firm has more than 600 employees located in 25 offices across 16 countries including Brazil, China, Columbia and United Arab Emirates. Anthesis now has the organizational resources, financial backing, digital expertise and project track record to compete with the likes of Deloitte, ERM and McKinsey.

The transformation of Anthesis into a global player with scale has accelerated in the last two years. Firstly, the firm  merged with Barcelona-headquartered Lavola  which approximately doubled the size of the business as it added 200 employees to the combined entity. Secondly, with the March 2021  investment from Palatine’s Buyout Fund  Anthesis provided a liquidity event in the range of £10 million to £30 million for some shareholders of firms it had acquired in the past. At the end of 2019, 70% of share capital was owned by Anthesis employees. For growth, Palatine’s Impact Fund also made a multi-million-pound investment – in the £5 million to £10 million range – in Anthesis. The Anthesis team chose Palatine over other private equity firms due to its exclusive focus on ‘businesses that can create a clear positive impact on society or the environment’. Anthesis reported net revenues of £27.7 million for the year ending December 31, 2019. The third element of Anthesis’ transition over the last two years has been the expansion of its  portfolio of digital tools . The portfolio includes SCATTER which provides city-wide GHG emissions reporting, Vastum which is a digital waste tracking tool and RiskHorizon used in due diligence to identify ESG risks.

As financial markets participants continue to push climate change and ESG issues up the corporate agenda, Anthesis is well-positioned to benefit from a wave of investment in sustainability initiatives. The firm’s ability to operationalize ESG and sustainability plans – the ‘sustainability activator’ role as Anthesis CEO Stuart McLachlan describes it – with digital tools and implementation services will be a key ingredient in the firm’s future success. The mission-driven impact strategy and recent B-Corp Certification enhance the firm’s positioning with like-minded clients. There is no doubt that the climate change and sustainability consulting market is a hot space. In November 2020,  Willis Towers Watson acquired Acclimatise  and in March 2021,  McKinsey acquired Vivid Economics and Planetrics  to enhance its sustainability and climate change expertise.

David is the CEO of Verdantix and co-founded the firm in 2008. Based on his 20 years of experience in technology strategy and research roles he provides guidance on digital strategies to C-level executives at technology providers, partners at private equity firms and function heads at large corporations. His current focus is on helping clients understand their market opportunity tied to ESG investment trends and their impact on corporate sustainability strategies. During his 12 years running Verdantix – including 4 leading the New York office – he has helped dozens of clients grow their businesses through fund raising, acquisitions and international growth. David was previously SVP Research at Forrester and Head of Analysis & Forecasting at BT. He holds a PhD from Cambridge University and also worked as a Research Associate at the Harvard Business School.

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The founding premise of Better Cotton is that a healthy sustainable future for cotton and the people that farm it is in the interests of everyone connected with it.

Let us help you find what you’re looking for, better cotton releases first study on ghg emissions.

A new report published on 15 October 2021 has revealed the first-ever quantification of global greenhouse gas emissions of Better Cotton and comparable production. The report, conducted by Anthesis Group and commissioned by Better Cotton in 2021, found significantly lower emissions from Better Cotton licensed farmers’ cotton production.

Anthesis analysed more than 200,000 farm assessments from three seasons (2015-16 to 2017-18) and used the Cool Farm Tool as the GHG emissions calculation engine. The primary data provided by Better Cotton covered input use and types, farm sizes, production and approximate geographical locations, while some information was filled via desk research where primary data was not available.

The aims of this study were two-fold. Firstly, we wanted to understand if Better Cotton farmers have produced lower emissions while growing cotton than comparable non-Better Cotton farmers. Secondly, we wanted to quantify emissions for producers contributing 80% of Better Cotton global production and use this baseline to set a global emissions reductions target for 2030.

Results from our comparative analysis

To understand if Better Cotton farmers have produced lower emissions while growing cotton than comparable non-Better Cotton farmers, comparison data was provided by Better Cotton. Each season its partners collect and report data from farmers cultivating cotton in the same geographic areas using same or similar technologies, but who are not yet participating in the Better Cotton programme. The study found that on average Better Cotton production had a 19% lower emissions intensity per tonne lint than comparison production across China, India, Pakistan, Tajikistan and Turkey.

Over half of the difference in emissions performance between Better Cotton and comparison production was due to difference in emissions from fertiliser production. A further 28% of the difference was because of emissions from irrigation. 

On average Better Cotton production had a 19% lower emissions intensity per tonne lint than comparison production across China, India, Pakistan, Tajikistan and Turkey.

This will enable emissions reduction strategies across Better Cotton’s and its partners’ major production areas to implement meaningful and measurable climate change mitigation actions.

Analysis that informs Better Cotton’s 2030 Strategy

We aim to make, and demonstrate, positive real-world change for the climate. This means having a baseline and measuring change over time. To help inform our forthcoming 2030 strategy and associated global target on emissions reduction, we requested a separate piece of analysis to assess emissions from Better Cotton (or recognised equivalent) production constituting over 80% of licensed Better Cotton’s global production across Brazil, India, Pakistan, China and the US. The analysis breaks down emissions drivers for each state or province per country. This will enable emissions reduction strategies across Better Cotton’s and its partners’ major production areas to implement meaningful and measurable climate change mitigation actions.

The study found production had average annual GHG emissions of 8.74 million tonnes carbon dioxide equivalents to produce 2.98 million tonnes lint – equating to 2.93 tonnes carbon dioxide equivalents per tonne lint produced. Unsurprisingly, the largest emissions hotspot was found to be fertiliser production, which accounted for 47% of total emissions from Better Cotton production. Irrigation and fertiliser application were also found to be significant drivers of emissions.

Better Cotton’s next steps on GHG Emissions

Set a 2030 target.

• Better Cotton will set a 2030 target on GHG emissions reduction. This will be informed by climate science and the collective ambition of the apparel and textile sector , including notably the UNFCCC Fashion Charter of which Better Cotton is a member.
• Better Cotton’s emissions target will sit within our comprehensive climate change strategy currently under development.

Take Action Towards the Target

• Given their sizable contribution to total emissions, reductions in the use of synthetic fertilisers and irrigation  can unlock significant reductions in emissions. Efficiency improvements through better yields will also contribute to reducing emissions intensity, i.e. GHGs emitted per tonne of cotton grown.
• The adoption of management practices such as cover cropping, mulching, no/reduced tillage and application of organic manures offer significant opportunities to reduce emissions through carbon sequestration. These practices can simultaneously have a positive impact on conserving soil moisture and enhancing soil health.
• Galvanising collective action where it matters most will also support emissions reductions – this includes identifying hotspots, leveraging new resources and advocating for change outside Better Cotton’s direct scope (e.g. approximately 10% of Better Cotton emissions to produce cotton lint comes from ginning. If half the ginning operations were supported to transition away from fossil fuel-powered energy to renewables, Better Cotton emissions would reduce by 5%).

Monitor & Report Against the Target

• Better Cotton is partnering on a project led by the Gold Standard , which will provide guidance and credibility to Better Cotton’s emissions quantification method. We are testing the Cool Farm Tool as a scientific, credible and scalable approach to help us monitor change in emissions over time.
• The collection of additional data from Better Cotton farmers and projects will enable refinement of the emissions quantification process in subsequent years.

Download the report below and access our recent Better Cotton Update on Measuring and Reporting Greenhouse Gas Emissions Webinar and presentation slides to find more details from the report.

Learn more about Better Cotton’s work on Greenhouse Gas Emissions.

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Do you want to know what the largest cotton sustainability programme in the world is up to? Keep up to date with the latest developments and hear from BCI Farmers, Partners and Members in the new BCI Quarterly Newsletter. BCI Members also receive a Monthly Member Update.

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Updated May 2022.

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The employee experience below at Anthesis Group, compared to a typical company.

97% of employees at Anthesis Group say it is a great place to work compared to 57% of employees at a typical U.S.-based company .

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Source: Great Place To Work® 2021 Global Employee Engagement Study.

Why Work at Anthesis Group?

See what employees say about what makes Anthesis Group a great workplace. These words are drawn from employee comments on the Trust Index™ survey.

Organizations partner with Great Place To Work to understand how effectively their leaders create the conditions for an overwhelmingly positive employee experience. Great Place To Work offers best-in-class data about the employee experience, sourced from surveys taken by millions of employees globally. This data offers organizations invaluable insight into how their workers will interact with the workplace and establishes benchmarks for working conditions around the world.

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Great Place To Work Certification criteria are the global standard for quantifying and benchmarking the employee experience. Using the  Great Place To Work Trust Model and the Trust Index Survey , Certification evaluates workplace culture from the perspective that matters the most — the employee — offering the most comprehensive picture on the market of the internal health of an organization.

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Anthesis Group

Investors count, portfolio exits, funding, valuation & revenue.

Anthesis Group's latest funding round was a Private Equity - II for on September 12, 2023 .

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4 Investors

Anthesis Group has 4 investors . Tikehau Capital invested in Anthesis Group's Private Equity - II funding round .

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13 acquisitions.

Anthesis Group acquired 13 companies . Their latest acquisition was Given Agency on March 26, 2024 .

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1 portfolio exit.

Anthesis Group has 1 portfolio exit . Their latest portfolio exit was Anthesis Group - RiskHorizon on October 20, 2020 .

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Compare Anthesis Group to Competitors

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Zero is an independent, non-profit organization focused on promoting practical solutions to the climate crisis. Their main services include advocating for political leadership and forward-thinking business practices to address environmental challenges. They work across various sectors such as transport, maritime, energy systems, finance, and industry. It was founded in 2002 and is based in Oslo, Norway.

BEE is a company that specializes in engineering consulting and materials solutions with a focus on sustainability in the construction and building industry. The company offers a range of services including green building consulting, wellness advisory, smart building solutions, and sustainable materials services, all aimed at enhancing the sustainability and healthiness of indoor spaces. BEE primarily serves sectors such as retail, hospitality, commercial, and mixed-use developments. It was founded in 2009.

Encon is an independent company specializing in energy savings, energy efficiency, and renewable energy within the industrial sector. The company offers a comprehensive range of services from initial energy audits to the implementation of energy-saving and renewable energy projects, focusing on cost-efficiency, integrity, and transparency. Encon serves various sectors including hospitality, healthcare, retail, logistics, real estate, construction materials, food and consumer goods, and urban developments. It was founded in 2002 and is based in Bilzen, Belgium.

Open Energy Market is a company that focuses on the energy sector, providing sustainable energy and risk management services. The company offers energy procurement services, helping businesses reduce costs and make informed long-term decisions through a technology-driven approach. It primarily serves businesses across various sectors, assisting them in transitioning to greener energy and managing their energy procurement. It was founded in 2013 and is based in Guildford, England.

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Spotlight on Anthesis’ 2021 Annual Dinner Sponsor: Dignity Group

Located in the heart of Ontario, Dignity Group is a non-profit organization that helps families with special needs navigate the disability system. Since 1997, Grady Jennings, Executive Director of Dignity Group, has led the organization with compassion and empathy. Jennings’ experience with his own son, James, allowed him to understand first-hand what families with special needs experience. For each family they serve, Dignity Group is dedicated to understanding their unique needs, discussing available benefits, and building a plan to support their future. Over the years, Dignity Group has consistently and generously supported Anthesis.

In 1988, former Anthesis Board Member, Ned Duffield, met Grady at a special need’s seminar. After the seminar, Duffield sought out Grady, shared information about the Anthesis mission, and invited him to attend an upcoming Anthesis meeting. Jennings accepted the invitation, without knowing that he was attending an Anthesis Board meeting. Before he knew it, Grady was nominated to be a part of the Anthesis board. (Anthesis was known as the Pomona Valley Workshop (PVW) at that time.)

Over the next 23 years, Dignity Group has supported Anthesis by providing special needs seminars to participants and families, advocating for legislation that benefits adults with disabilities, and philanthropically supporting Anthesis programs and services. Dignity Group has seen Anthesis programs evolve to better serve individuals with disabilities, which is only possible thanks to generous sponsors. With the support of Dignity Group and other funders, Anthesis will continue to serve adults with disabilities and foster a blossoming community for participants, families, and supporters.

When asked to describe the most positive experience about partnering with Anthesis, Dignity Group said, “There has not been just one moment. There are so many treasured memories of meeting new people and reshaping thinking based off of family dynamics.”

Thank you, Dignity Group, for continuing to fuel your partnership with Anthesis in order to better serve adults with disabilities!

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2023 Annual Report – Chapter VI of the Staff Rules and Regulations

Settlement of disputes and discipline

12 July, 2024

By HR department

The Organization is committed to a fair and respectful work environment. Conduct issues or administrative disputes brought to the attention of the Organization are addressed in a timely manner using, whenever possible, informal resolution mechanisms such as mediation. In cases where informal resolution is not achievable or appropriate, the Organization or the member of the personnel concerned may decide to initiate formal proceedings under the Organization’s settlement of disputes procedure or conduct-related frameworks, as applicable [1] . This report provides an overview of the cases handled under Chapter VI of the Staff Rules and Regulations in 2023.

Introduction The Annual Report under Chapter VI (“Settlement of Disputes and Discipline”) of the Staff Rules and Regulations serves to report on:

• requests for review;
• internal appeals;
• cases in which disciplinary action was taken; and
• complaints before the Administrative Tribunal of the International Labour Organization (ILOAT).

Requests for review and internal appeals Under Article S VI 1.01 of the Staff Rules, members of the personnel may challenge an administrative decision by the Director-General where it adversely affects the conditions of employment or association that derive from their contract or from the Staff Rules and Regulations.

If permitted by the Staff Rules and Regulations, a decision may be challenged internally within the Organization:

• through a review procedure; or
• through an internal appeal procedure. In this case, the Joint Advisory Appeals Board (JAAB) [2] shall be consulted by the Director-General prior to taking any final decision on the merits of the appeal.

Disciplinary Action Under Article S VI 2.01 of the Staff Rules, the Director-General may take disciplinary action against members of the personnel who, whether intentionally or through carelessness, are guilty of a breach of the Rules and Regulations or of misconduct that is to the detriment of the Organization.

Article S VI 2.02 of the Staff Rules stipulates that, having regard to the gravity of the breach or misconduct in question, the disciplinary action shall be:

• a reprimand;
• suspension without remuneration or pay for a period not exceeding six months;
• downward adjustment of the staff member’s salary;

The Director-General shall consult the Joint Advisory Disciplinary Board (JADB [3] ) prior to taking any disciplinary action other than a warning or a reprimand (Article S VI 2.04 of the Staff Rules).  In cases of particularly serious misconduct, the Director-General may decide to dismiss without notice and without consulting the JADB (Article S VI 2.05 of the Staff Rules).

Complaints before the Administrative Tribunal of the International Labour Organization (ILOAT) A decision may be challenged externally through the filing of a complaint before the ILOAT:

• when internal procedures have been exhausted and the decision is final;
• when an internal challenge is not permitted by the Staff Rules and Regulations; or
• when the complainant is authorised by the Director-General to proceed directly to the Tribunal.

A - Requests for review:

From 1 January to 31 December 2023, five requests for a review of administrative decisions were introduced:

i.     In May 2023, a fellow [4] requested the review of the decision not to pay compensation for untaken annual leave on termination of their employment contract at the end of the probation period. In addition, the fellow requested that a decision be taken to award financial compensation for loss of earnings beyond the end of their contract and to make efforts concerning rehabilitation. The Director for Finance and Human Resources decided to maintain the decision concerning the refusal of compensation for untaken leave and rejected the two additional requests.

ii.     In June 2023, a staff member requested the review of the decision not to be granted a lump-sum payment for family-related travel expenses in connection with the loss of a close relative, because the request had been submitted outside the regulatory time limit. Given the exceptional circumstances of the request however, and that the staff member had not been adequately informed about the procedure, an exceptional exemption from the time limit was granted allowing the payment to be made.

iii.     In September 2023, a staff member requested the review of the decision to classify an accident they suffered during a private trip following a duty trip as being of a non-occupational nature. The Director for Finance and Human Resources decided to uphold the decision: an accident occurring during a private trip following a duty trip cannot be of an occupational nature.

iv.     In November 2023, a former fellow requested the review of the decision not to grant travel expenses for their spouse when they took up their appointment at CERN. The Director for Finance and Human Resources decided to uphold the decision as the regulatory criteria for payment were not met.

v.     In December 2023, a former fellow requested the review of the decision taken by the Director-General, further to an investigation by the Harassment Investigation Subpanel, to reject a complaint for harassment on the basis that no element of harassing behaviour had been detected.  The request for review was withdrawn following amicable resolution.

B - Internal appeals (Joint Advisory Appeals Board (JAAB)):

During the period from 1 January to 31 December 2023, seven internal appeals were introduced:

i.     In March 2023, three staff members introduced internal appeals against the decision of the CERN Council to apply a 2.5% crisis levy to the staff members’ basic salaries in 2023 compensated by five additional days of annual leave to be taken during the year.  All three staff members decided to withdraw their appeals.

ii.     In March 2023, a staff member introduced an internal appeal against the decision taken by the French Ministry for Europe and Foreign Affairs to reject the Organization’s request to register the staff member’s private vehicle on special series plates (green plates). The Director for Finance and Human Resources considered the appeal irreceivable because the contested decision was not a decision taken by the Director-General but taken by the French Ministry. The appellant’s request for financial compensation for financial loss was also refused. To be noted that the French Ministry subsequently issued a favourable decision regarding the request for registration.

iii.     In May 2023, a staff member introduced an internal appeal against the decision to transfer them to another unit in their department and qualify their performance as “fair” for the reference year 2022. The appeal was withdrawn following amicable resolution.

iv.     In June 2023, a staff member introduced an internal appeal against the decision to qualify their performance as “fair” for the reference year 2022, whilst raising, inter alia, harassment allegations. The appeal was suspended pending the outcome of an investigation by the Harassment Investigation Subpanel. Thereafter, the staff member decided to withdraw the appeal.

v.     In August 2023, a former fellow introduced an internal appeal against a review decision not to pay compensation for untaken annual leave on termination of their employment contract at the end of the probation period, not to award financial compensation for loss of earnings beyond the end of their contract, and not to initiate a procedure before the Joint Advisory Rehabilitation and Disability Board with a view to rehabilitation measures [5] . The appeal was withdrawn following amicable resolution.

Concerning previous appeals:

vi.     In June 2022, two staff members introduced internal appeals against the Director-General’s decision, which concluded an arbitration procedure, in accordance with the working procedures of the Standing Concertation Committee, concerning the methodology of calculation of the salary increase annual budget in the context of the 2022 MERIT Guidelines; and against the decisions to qualify their individual performance during the year of 2021 as “strong”.  Both appellants also requested the Director-General’s authorisation to directly challenge the decisions before the ILOAT, which the Director-General rejected. The Director for Finance and Human Resources considered the appeals receivable only regarding the individual performance qualification decisions and resulting performance rewards. In May 2023, the Director-General decided to follow the recommendation of the JAAB and rejected both appeals.

vii.     In July 2021, a staff member introduced an internal appeal against the decision to qualify their performance as “fair” for the reference year 2020, and at the same time raised, inter alia, harassment allegations. This procedure was suspended pending the outcome of an investigation of the Harassment Investigation Subpanel. The internal appeal procedure resumed in January 2023. In November 2023 the Director-General decided to follow the recommendation of the JAAB and rejected the appeal.

C - Warnings and reprimands:

In 2023, the Organization issued one warning:

i.     A warning was issued to a user who failed to comply with a request by Swiss customs officers to submit to a customs control of their vehicle before entering the site at Gate E. This led to the Swiss Federal Office of Customs and Border Security contacting CERN about the incident.

In 2023, the Organization issued two reprimands:

ii.     A reprimand was issued to a staff member further to the outcome of an investigation by the Harassment Investigation Subpanel. The investigation concluded that the staff member had engaged in inappropriate behaviour towards a colleague.

iii.     A reprimand was issued to an associated member of personnel who repeatedly falsified their the CERN supervisor’s signature.

D - The Joint Advisory Disciplinary Board (JADB):

The JADB was not convened in 2023.

E - Dismissal notified during the probation period:

In 2023, the contracts of two employed members of the personnel were not confirmed following the probation period (as per Article S II 5.01 g) of the Staff Rules).

F - Particularly serious misconduct:

No contracts were terminated for reasons of particularly serious misconduct in 2023.

G - Complaints before the Administrative Tribunal of the International Labour Organization (ILOAT) [6] :

During the period from 1 January to 31 December 2023:

Complaints introduced :

i.     In March 2023, a former staff member filed a complaint against the decision to calculate their indemnity for physical deterioration following an occupational accident at 15%. The Tribunal’s ruling is expected in 2024.

ii.     In July 2023, a staff member filed a complaint against the Director-General’s decision to refuse the recognition of total disability resulting in an incapacity to work. The Tribunal has since suspended the matter on the request of the complainant pending the completion of a new procedure before the Joint Advisory Rehabilitation and Disability Board (JARDB).

iii.     In July 2023, a former fellow filed a complaint with the ILOAT against the decision of the Director for Finance and Human Resources to terminate their employment contract at the end of the probation period, due to unsatisfactory performance. The complaint has been withdrawn following amicable resolution.

iv.     In August 2023, two staff members each filed a complaint with the ILOAT against the Director-General’s decision to dismiss their internal appeals against the individual administrative decisions on the qualification of their performance for 2021 (strong) and the resulting performance rewards, in the context of the 2022 MERIT Guidelines. The Tribunal’s ruling is expected in 2026.

Judgements issued :

The ILOAT has ruled in four cases involving the Organization, which had been filed in 2021:

v.     In two cases filed individually by two staff members requesting the ILOAT to review Judgments 4273 and 4274, the Tribunal dismissed these requests in their entirety by Judgments 4706 and 4705 of 7 July 2023.

vi.     In three cases filed individually by three associated members of the personnel against the determination and application of a ceiling on their subsistence allowance payments, which were processed by CERN on behalf of third parties, the Tribunal dismissed the complaints in their entirety by Judgment 4707 of 7 July 2023.

vii.     In March 2021, a staff member filed a complaint with the ILOAT against the Director-General’s decision to deny their request for reclassification. The Tribunal dismissed the complaint by Judgment 4740 of 31 January 2024.

Ongoing complaints :

viii.     In April 2020, a former staff member filed a complaint with the ILOAT against the Director-General’s decision not to grant them an indefinite contract (IC). The Tribunal’s ruling is expected in 2024.

ix.     In July and August 2020, four associated members of the personnel filed individual complaints with the ILOAT against the decision to replace the 2019 internal tax annual certificate by an individual annual statement. The Tribunal’s ruling on these four cases is expected in 2025. Since the complainants challenge a decision of general application, should they be successful in their complaints, the outcome would be applied to others in like circumstances [7] .

x.     In January 2021, a staff member filed a complaint with the ILOAT against the Director-General’s decision to reject their internal appeal concerning an allegation of harassment. The Tribunal’s ruling is expected in 2024.

xi.     In February 2021, a staff member filed a complaint with the ILOAT against the Director-General’s decision to maintain their initial performance qualification (fair). The Tribunal’s ruling is expected in 2024.

xii.     In July 2021, a staff member filed a complaint with the ILOAT against the Director-General’s decision to maintain their initial performance qualification (fair). The Tribunal’s ruling is expected in 2024.

xiii.     In July 2021, a former staff member filed a complaint with the ILOAT against the Director-General’s decision to refuse the recognition of total disability resulting in an incapacity to work. The Tribunal’s ruling is expected in 2024.

xiv.     In November 2021, a former staff member filed a complaint against the amount received from the insurer following an occupational accident. The Tribunal’s ruling is expected in 2024.

xv.     In January 2022, a staff member filed a complaint against the Director-General’s decision to reject their internal appeal concerning an allegation of harassment. The Tribunal’s ruling is expected in 2024.

xvi.     In June 2022, two associated members of the personnel filed individual complaints with the ILOAT against the Director-General’s decision to maintain the individual annual statements issued to them during the tax year 2021. The Tribunal’s ruling is expected in 2025.

xvii.     In July 2022, two staff members jointly filed a complaint with the ILOAT against the Director-General’s decision to reject their internal appeals against their individual payslips, in the context of the 2021 five-yearly review. The Tribunal’s ruling is expected in 2025.

xviii.     In September 2022, two staff members individually filed complaints with the ILOAT against the Director-General’s decision to declare their internal appeals receivable only to the extent that they challenged their performance qualification for 2021 (strong), in the context of the 2022 MERIT Guidelines. The Tribunal’s ruling is expected in 2025.

xix.     In September 2022, a CHIS member filed a complaint with the ILOAT against the Director-General’s decision to reject the granting of an ex-gratia payment as per the CHIS Rules. The Tribunal’s ruling is expected in 2025.

[1] See Chapter VI of the Staff Rules and Regulations on “Settlement of Disputes and Discipline”, also Operational Circular (“OC”) 9 on “Principles and procedures governing complaints of harassment”; OC10 on “Principles and procedure governing investigation of fraud”.

[2] The composition of the JAAB is described in Article R VI 1.10 of the Staff Regulations.

[3] The composition of the JADB is described in Article R VI 2.09 of the Staff Regulations.

[4] Items (i), (iv) and (v) of the requests for review, item (v) of the internal appeals and item (iii) of the complaints before the ILOAT concern the same MPE. 

[5] Administrative Circular No. 14 (Rev. 5) on ”Protection of members of the personnel against the financial consequences of illness, accident and incapacity for work”.

[6] The predictions mentioned below as to the dates of the issuing of judgements by the ILOAT are based on the Organization’s experience with the Tribunal. As the Tribunal may group cases together or deliver judgments in any order, more accurate estimates cannot be provided.

[7] For this reason, 54 of the original 59 complaints were withdrawn. The 55th complaint was rejected by the Tribunal as irreceivable.

Official News Information

Members of the personnel shall be deemed to have taken note of official news published for the CERN community. Reproduction of all or part of this information by persons or institutions external to the Organization requires the prior approval of the CERN Management. The full list of official news is available here . 

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Task Force on Climate-Related Financial Disclosures (TCFD)

• Introduction
• Mandatory Disclosures
• For PRI Signatories
• Anthesis Support

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TCFD stands for Task Force on Climate-Related Financial Disclosures .

It was formed after a review by the Financial Stability Board (FSB) into how the financial sector can best take account of climate-related issues. It was the first international initiative to examine climate change in a financial stability context.

The Task Force on Climate-related Financial Disclosures (TCFD) , officially disbanded in late 2023, as the IFRS Foundation took over responsibility for monitoring progress on companies’ climate-related disclosures. 

The TCFD aimed to develop consistent climate-related financial risk and opportunity disclosures for use by companies to provide information to investors, lenders, insurers, and other stakeholders. The TCFD framework was adopted internationally at a rapid pace and became the backbone of climate-related disclosure.

Anthesis is proud to have joined over 1000 leading global organisations in being a supporter of the TCFD.

The TCFD considered the physical, liability and transition risks to an organisation and its assets associated with climate change, as well as what constitutes effective financial disclosures across industries. TCFD helped companies understand what financial markets want from disclosure to measure and respond to climate change risks, and to encourage firms to align their disclosures with investors’ needs.

Although a voluntary initiative, the TCFD mirrors a general trend for governments and central banks to increasingly require the disclosure of specific climate and wider sustainability-related metrics and information.

Reporting in line with some of the TCFD’s recommendations was a mandatory requirement for signatories of the UN Principles of Responsible Investment (PRI).

Mandatory Climate Risk Disclosures

In 2021, G7 countries backed moves to force banks and companies to disclose their exposure to climate-related risks. The UK became the first G20 country to make it mandatory for businesses to disclose climate-related risks and opportunities in line with the TCFD . This move accelerated the government’s commitment to make the UK financial system the greenest in the world.

Central banks and other financial regulators often feel left in the dark due to a lack of data on how exposed businesses on their territories are to climate risk. The new requirements helped investors and organisations better understand the impact of climate change and support pricing of climate risks more accurately. TCFD recommendations provide a uniform way to assess how a changing climate may impact business strategy.

Disclosures for PRI Signatories

Since 2020, PRI signatories have been required to report to the PRI on several indicators regarding their management of risks and opportunities related to climate change. These indicators are modelled on the disclosure framework of the Financial Stability Board’s Task Force on Climate-related Disclosures (TCFD).

IN 2021, PRI signatories must disclose the organisation’s governance around climate-related risks and opportunities.

Recommended disclosures include:

• Describing the board’s oversight of climate-related risks and opportunities
• Describing management’s role in assessing and managing climate-related risks and opportunities

As of August 2021, this information does not need to be disclosed publicly as a standalone report or even as part of an annual report, although this is likely to follow as a requirement in the coming years. For now, a PRI signatory simply needs to disclose its governance structure within its PRI submission.

Nevertheless, the maturity of an organisation’s disclosure can range from limited to full disclosure. Therefore, it is important that the organisation is clear in explaining management’s role and any measures in place to increase board knowledge, and considers climate-related risks and opportunities from a physical, transitional and/or liability perspective.

How can Anthesis TCFD consultants support you in reporting climate risks in line with TCFD?

Understanding climate-related risks and building them into financial reporting is undoubtedly challenging. However, the methods and tools that enable organisations to do so are maturing rapidly, as are the expectations of investors and regulators for better information. Companies that fail to grasp this agenda now face a range of risks and uncertainties. 

Anthesis believes that by investing in and implementing the right governance, risk management and strategic planning processes, companies can become more resilient to the risks associated with climate change and the opportunities posed. Through effective reporting, they will be in a strong position to make better decisions for their future business and to fully inform interested stakeholders. 

Now is the time to act and our TCFD consultants are well positioned to support clients to report on their climate risk and wider climate change strategies via assistance with: 

• Developing the wider climate change awareness and management frameworks within an organisation, often as part of a wider environmental, social and governance (ESG) program . 
• Evaluating the climate-related risks and opportunities associated with an organisation and its strategy, including completing the scenario analysis on its material issues.
• Developing climate risk mitigation strategies and programmes. 
• Data identification, collection, analysis and reporting, including calculating an organisation’s Scope 1, 2 and 3 GHG emissions . 

TCFD Consulting Services

Anthesis TCFD consultants help you understand the quality of what your organisation already discloses and how you stack up against the maturity of your peers and best practices. Anthesis can support your company in developing a multi-year roadmap for an increasingly mature climate risk reporting and corresponding strategy, in line with guidance that exemplifies climate leadership.

Anthesis can provide guidance on management and board-level oversight structures, change management, data governance, regular disclosure cycles and climate education. We provide tailored climate education for stakeholders and upskill your workforce to build support and buy-in at every level.

We offer industry-leading, data-driven climate modelling capabilities to conduct scenario analysis and stress testing, to help your company better understand how its exposure to key climate related physical and transition risks may change over time and under many future climate worlds.

Anthesis climate risk consultants provide guidance on climate change mitigation and adaptation strategies. Our in-house experts and external partners will help develop strategies to identify and implement solutions to build climate resilience as it relates to renewable energy, water management, net zero, lifecycle assessment, supplier engagement and other relevant climate risk mitigation efforts.

We will integrate all your climate-related data and insights to produce comprehensive disclosures, so your company is prepared to report publicly; whether through your annual ESG report, Form 10-K or corporate disclosure.

We are the world’s leading purpose driven, digitally enabled, science-based activator. And always welcome inquiries and partnerships to drive positive change together.

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