EDF / 2018 Reference document

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ENVIRONMENTAL AND SOCIETAL INFORMATION – HUMAN RESOURCES EDF's Corporate Social Responsibility Goals

Gender equality 3.2.2.2 EDF ensures diversity at all managements levels of the Company and is strongly committed to a policy to promote women to key positions. This commitment is based on increasing the attractiveness of technical jobs for young women and ensuring that equal opportunities are guaranteed for all of the Group's women and men throughout their careers. The CSR World Agreement signed on 19 June 2018 (also see section 3.4) devotes its Article 6 to the challenges in respect of professional gender equality, recognising its desire to promote gender diversity in work teams across the business. At Group level, an indicator measures diversity in the Management Committees. At the end of 2018, this diversity of the Management Committee had reached 26.3% [*] with women representing 24.6% of staff. In addition, women's share of the top 10% high-responsibility positions at EDF was 26.3% at the end of 2017 (1) . Several Group companies began the process to gain European recognition regarding equal access to employment (EDF, EDF Energy Fenice) and were accordingly

awarded the Gender Equality European & International Standard (GEEIS). EDF and WIN France created a “Fem’Energia” prize which since 2006 has recognised and supported women involved in the nuclear industry. In 2018, the EDF group was involved in the “EQUAL BY 30” campaign to promote diversity in the energy sector. Since 1 January 2018, Group companies such as EDF, Enedis, and Electricité de Strasbourg have deployed an agreement signed at the level of their professional branch that modernises support for employees in charge of their families, parents or family caregivers. The support offered is in a contemporary setting, open to all family formats (single parents, parents of children with disabilities, blended families, etc.) with a constant quest for equal access to women and men and non-discrimination. Many companies (EDF, EDF EN, Enedis, Électricité de Strasbourg) deploy their policies as part of the three-year gender equality agreement. By way of example, as part of its 2017-2020 gender equality agreement, EDF SA promises :

Main ambitions

Related objectives

Distribution of an annual communication kit on “everyday sexism at work” to help managers to increase awareness among all work teams. Distribution of published guidelines on harassment and discrimination. Guidelines on moral and sexual harassment targeted at managers and HR. Deployment of a serious game “Experiencing Diversity Together” to enable employees to test and train themselves on issues of stereotypes and discrimination (with separate modules for the general public and managers). The Company has made the commitment to train 100% of its managers and HR staff involved in recruitment over the next five years. To preserve equal pay for “equal work, equal skills and equal value”, achieved since 2009. Systematic examination of the pay situation of women returning from maternity leave. External auditing & analysis of wage differentials at the Company (INED/INSEE researchers) in order to better identify, and correct, the sources of gender wage gaps at all pay levels. In 2018, EDF's gender equality index was 80/100. Annual training reviews by gender. Monitoring by gender of employees who have not attended a training course for 3 years. Covering of childcare costs incurred due to absence for promotional training and for any course and from the first day of training for single parents, or within the framework of particular family situations. Support for the “Énergies de Femmes” and “Elles Bougent” networks. Increased proportion of women recruited and mobilisation of Company’s work/training networks to improve recruitment of women in technical departments. Promotion of fast-tracking between business lines enabling reconversion from tertiary to technical. Parenthood charter signed, adapted and implemented. Parenthood guide distributed to all employees. Aim to achieve diverse teams amongst Management and Directors. In 2018, at EDF, women represented 30.6% of staff, 29.8% of managers and 25.3% of Management Committee members. Deployment of teleworking and the right to disconnect for all. (over 6,000 teleworkers at the end of 2018) Mechanism to allow employees to opt to extend paternity leave by an additional 10 working days (15 days for multiple births). Experiment with a mechanism to provide help with homework and academic support entirely covered by the employer in organisations that may have difficult working hours.

Increased awareness among its staff of the bias created by stereotypes and to fight against any form of discrimination, sexism at work and more generally against violence done to women. Implementation of schemes that guarantee equal pay, that neutralise the impact of maternity or adoption on career development, and that also attempt to better understand, analyse and deal with persistent wage differentials. Guaranteeing equal access to occupational and promotional training. Mobilising all career path tools and stakeholders to advance gender-related representation of business lines in order to favour the recruitment of women in technical business lines and, more globally, to enable greater variety and diversity at work Finally, promoting employee engagement via better work-life balance, by adapted working conditions and the organisation of work encouraging women to hold key positions and responsibilities at the Company.

In accordance with Article L. 225-37-4 (6°) of the Commercial Code, this percentage is calculated for functions with the highest responsibility from a sample of 6,232 people, (1) representing 10% of the Company's workforce (statutory employees) at 31 December 2017, which includes executives and senior managers. The 2018 final figures were not available on the date of this Registration Document. [*] IND Key non-financial performance indicator (see concordance table with the non-financial performance statement in section 8.5.4)

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EDF I Reference Document 2018