EDF / 2018 Reference document

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ENVIRONMENTAL AND SOCIETAL INFORMATION – HUMAN RESOURCES Other areas of the sustainable development policy

Policies and commitments on human 3.3.3.1.1 rights On 19 June 2018, a new global agreement was signed on the EDF group’s corporate social responsibility. It was signed by two international trade union federations (IndustriAll and ISP) and the EDF group's own trade unions. It automatically applies to all Group employees. It effectively reflects the EDF group’s commitment to “make upholding human rights a prior condition for all business activities, and not to tolerate any breach of these rights whatsoever, whether during the course of its business, or by its suppliers, subcontractors and partners". It confirms that, in the event of conflicting standards with applicable laws in countries in which it operates, the EDF group undertakes to apply the most protective human rights provisions. This agreement also includes its commitment to involve the trade unions in the preparation and implementation of the vigilance plan, as required by the French Law of 27 March 2017 on the duty of care, in particular “to identify risks and prevent any serious breaches of human rights and fundamental freedoms” (see section 3.4.4.5 “High-quality social dialogue”). The EDF group and the signatories to the global agreement are committed to promoting all of the legal texts to which the agreement refers amongst its subcontractors and suppliers (3) . The EDF group joined the United Nations Global Compact in 2001. EDF publishes a Communication on Progress (COP) at the “Advanced” level every year. Due diligence measures and monitoring 3.3.3.1.2 the implementation of commitments During 2018, consideration for human rights matters was stepped up and due diligence initiatives were developed: at the Corporate level, “Human Rights” are systematically taken into account in ■ the screening of projects presented to the Group Commitments Committee (investments of over €50 million), specifically impacts on local communities or matters relating to employee safety; for the EDF group, the application of the “Duty of Care” Law of 27 March 2017 ■ gave rise to “Human Rights” risk mapping, as well as the implementation of a due diligence mechanism at all of its entities. In 2018, a mandatory sheet was added to the internal control manual, in order to ensure the main EDF group entities had implemented this mechanism; in terms of procurement, 1,700 suppliers with business volumes of over ■ €400,000 received a self-assessment questionnaire. More than 770 of them have already been checked and evaluated. In addition, 53 external audits were carried out, with a specific focus on human rights issues (4) ; fuel supplies take human rights matters into account: the supply of coal is ■ covered by the Bettercoal code of conduct, that of uranium is the subject of mine audits (5) and that of gas and oil for plants in France’s overseas departments was the subject of human rights risk mapping, as part of the vigilance plan; “Human Rights” are also considered in the Company’s consultation processes ■ (see section 3.2.5 "Committed to consultation"); an e-learning course on “human rights at work”, developed with the Entreprises ■ pour les droits de l’homme (EDH (6) ) non-profit, of which EDF is a founding member, is available in English and in French on the manager and employee platforms, and particularly for purchasers. This e-learning module was customised by adding the EDF group’s commitments; 77 employees completed this training in 2018;

The new profit-sharing agreement for 2017-2019 includes a sustainable development and digital criterion based on the reduction in paper consumption. This criterion represents a total of 10%. It involves the reduction in the annual percentage of print jobs on the printers connected to the EDF network (annual target: -15%). A number of measures were implemented to achieve this target and encourage the personnel to reduce paper printing: fewer printers, removal of individual printers, basic double-sided printing on printers in black and white, generalisation of secure print with password and, finally, on some sites, targeted and encrypted campaigns (annual paper consumption displayed) are carried out and displayed at the printing locations. The target was largely exceeded in 2017 (-19%) and again in 2018 (-15.4% at the end of December 2018). In addition, 100% of the paper used is FSC paper (recyclable and carbon neutral) and carries the EU Ecolabel. Every EDF site has implemented paper sorting for the recovery of office paper (1) . PEOPLE The EDF group pays close attention to people, specifically those within its map of identified stakeholders (see section 3.1.1.1 “Mapping of the Group’s stakeholders”) including Group employees and subcontractors, consumers, the communities neighbouring our facilities or projects, and populations who do not yet have access to power. Human rights 3.3.3.1 PAYING CLOSE ATTENTION TO 3.3.3 The EDF group's commitment, taken to the very highest level and officially set out in its Sustainable Development policy is to “not tolerate any breach of human rights whatsoever, in any of its business activities, or those of its suppliers”. Human rights matters are coordinated by the Sustainable Development Department, which reports to the Executive Committee and the Board of Directors’ Governance and Corporate Social Responsibility Committee. Nevertheless, this concerns and involves all departments (Legal, HR, Business Lines, Purchasing, etc.). Due to EDF’s and its subsidiaries' industrial activities in France and abroad, in more than 24 countries around the world, the Group is aware of the risk of human rights breaches to which it may be directly or indirectly exposed, in particular through its suppliers, subcontractors and partners. The EDF group’s approach to compliance with human rights is based on the UN’s guiding principles relating to business and human rights (2) . In 2018, the EDF group stepped up its commitments, specifically by signing a global CSR framework agreement, integrating human rights even further in its impact studies and consultation mechanisms (see section 3.2.5 “Committed to consultation”) and when screening new projects before deciding to launch. It also ramped up manager awareness-raising campaigns regarding human rights, and overhauled its whistleblowing system open to all.

ee PAP50 assessment, see to section 3.7 “Non-financial rating”. (1) Texts to which EDF refers: ILO fundamental conventions; Universal Declaration of Human Rights and the International Covenant on Civil and Political Rights (1966); the (2) International Covenant on Economic, Social and Cultural Rights (1966); Declaration on the Elimination of Discrimination against Women (1967); Declaration of the Rights of the Child (1959); OECD Guidelines for Multinational Enterprises (2011); UN Guiding Principles for Business and Human Rights (2011). Furthermore, a collective bargaining agreement was signed in China in 2012. It was set up in favour of the employees at the Chinese holding company, with the primary goals of (3) continuously improving employees’ working and employment conditions and promoting social dialogue. The EDF China Trade Union Committee (seven members elected for a five-year term) represents EDF China's employees with regard to compliance with Chinese laws, as well as with the principles and values of the EDF group. See section 3.3.3.4 "Responsible purchasing". (4) Id. (5) EDH has 17 members, among the major French companies: e-dh.org. (6)

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EDF I Reference Document 2018