EDF / 2018 Reference document

ENVIRONMENTAL AND SOCIETAL INFORMATION – HUMAN RESOURCES Further human resources considerations

Promotion of and respect for all forms 3.4.4.3 of diversity The EDF group is committed to promoting diversity in order to: better understand the diversity of its clients and meet their expectations as best ■ as possible; better reflect the society in which it operates; ■ allow women and men to express their talents to the best of their ability. ■ The new global Corporate Social Responsibility agreement, signed in June 2018, devotes several articles to combating all forms of discrimination, respect for diversity, the promotion of equal opportunities and in particular gender equality at work, as well as the fight against all forms of workplace harassment and violence. With the Group code of ethics, this agreement constitutes the main frame of reference for the Group’s companies. The challenges of all the strategic objectives in terms of diversity are managed by Group HR. Diversity, in all of its forms, is coordinated in three main areas: at Group level, a “Diversity & Inclusion” network has been in place since 2011 and involves the diversity officers at the main international subsidiaries; in France, with a “France Diversity” network, consisting of the EDF business line divisions; and, Group entities in France. Each Group company has a specific level of commitment, adapted to its business model and the current legislative framework and context. For example, Dalkia has the “Diversity” label, while EDF, EDF Energy and EDF Fenice have the GEEIS (Gender Equality European & International Standard) label.

In terms of vocational training and awareness-raising, EDF’s “Diversity” commitments have led to the creation of several training programmes for managers, HR staff, employee representatives and employees. Approximately 10,000 people have attended such courses since 2007. In addition, tools such as serious games have been developed and disseminated with a focus on managing diversity, professional equality and intergenerational issues. One such tool, “Experiencing Diversity Together”, is used to certify the skills acquired. In 2018, an online communication campaign was rolled out during “Diversity Spring”. In terms of diversity, the measures taken by French companies are most often based on collective agreements or action plans on equal access to employment for women and men, disability and age management. In 2018, Enedis published its guide, “Decide without discrimination” in order to prevent and eliminate all discrimination in all HR processes. To prevent all risk of discrimination, EDF regularly conducts surveys and tests of its HR processes (for example at EDF, since 2008 there have been five tests of its main HR processes such as recruitment, work-study schemes or access to internships). In 2017, EDF released a qualitative study on stereotypes in business, a quantitative study on sexism in business and a survey on parenting. The qualitative study showed that the stereotypes found throughout French society are also present at EDF but that employees are aware of and positively appreciate the actions taken by the Company, particularly in terms of equal access to employment between women and men and the integration of disabled persons. In 2018, EDF prepared a Reference Document on respect for gender identity, in order to support employees in transition.

3.

3.4.4.3.1 Support for employee network initiatives Promoting diversity also involves supporting schemes organised by employee networks. These networks (ethnic minorities, women, working parents, disability, LGBT) are now active in certain Group companies and concern several thousand employees.

Number of members on 31/12/2018

Internal networks

Company

Launch date

EDF 2004 Interp’Elles, which became Énergies de Femmes in 2015

2,900

Women

EDF Energy

2009

791

EDF

2011 Energay

91+806 “allies”

LGBT

EDF Energy EDF Energy EDF Energy EDF Energy

2010 LGBT Supporters 2010 Disability and Carers

368

Disabled

Ethnic minorities

2010 (Black Asian Multicultural-Ethnics)

392 430

Parents

2014

EDF Energy Forces Support ex-military personnel EDF Energy Young professionals (length of service < 10 years)

EDF Energy

2015

180

EDF Energy

2016

500

These networks develop schemes to allow discussion, increase awareness and sometimes provide mentoring. For example, in 2018, the Group had over 370 “Elles Bougent” godmothers in France who worked within their regions, to increase awareness among young women of the attractiveness of the Group’s technical business lines. In France, the women’s network “Énergies de Femmes” and “Energay” (the LGBT association for EDF and the Electricity & Gas Industries) have received financial and logistical support from EDF since 2012. Furthermore, EDF and its partner the “L’Autre Cercle” association, which fights against discrimination based on sexual orientation and homophobia at work signed on 21 December 2015, an LGBT (Lesbian, Gay, Bisexual or Transgender) commitment charter. Finally, in 2016 and 2017, EDF endorsed UN projects and created and distributed a code of conduct related to them to prevent discrimination against LGBTI people. The work carried out in conjunction with these non-profits enabled the Company to publish, in June 2015, a Reference Document on respect for different sexual orientations, intended to be used by managers and members of HR, plus an additional guide released in 2018 on respect for gender identities, in order to help managers and HR support employees in transition.

The “guidelines” document on religion targeted at managers and HR, the first of its kind in 2010, was updated in July 2016 and distributed amongst Group Business Departments and companies in France. In addition, a survey was carried out in 2017 of the main entities worldwide in order to draw up the first international “Religion & Beliefs” overview study in the Group. Measures taken to promote the 3.4.4.3.2 occupational integration of disabled people The Group’s goal in this area is supported by the new global Corporate Social Responsibility agreement signed in 2018, which addresses the matter of disability. Furthermore, in 2017 the EDF group Chairman signed the International Labour Organisation’s “Business & Disability” Charter, in order to implement and share the actions of the Charter’s 10 principles with all of the Group’s entities, and demonstrate the Group’s commitment to the issue since 1989. In France, a number of Group companies have decided to sign a disability agreement: EDF, Enedis, Électricité de Strasbourg and EDF Renewables

203

EDF I Reference Document 2018