EDF / 2018 Reference document

ENVIRONMENTAL AND SOCIETAL INFORMATION – HUMAN RESOURCES Further human resources considerations

International European Works Council

This monitoring is also designed to: check the conditions for implementing the agreement; ■

At the end of 2001, the Group created a European Works Council (EWC), presented the Group’s major policies and held consultations during changes to the Group’s scope in Europe, with an impact on employees. Through its working groups, the EWC has launched numerous discussions on human resources policies at European level, notably concerning health and safety, diversity, collective guarantees, particularly guarantees during production site closures this year, and consolidated financial statements. In this context, a working group for Energy Transition and the “Winter Package” were set up in 2017. In February 2018, the EWC met to discuss the Group’s strategy in France and abroad and the council’s operations, and met two times for plenary sessions in June and November. These meetings led to discussions with members of the Executive Committee on the European strategy of Group companies, health and safety, employment, Group results and work done by working groups. Visibility and preparation for asset disposals and their potential impact on employment was one of the EWC’s concerns; the November session also served to inform them about activities in development. CSR agreement and governance The CSR framework agreement signed on 19 June 2018, defines a set of shared commitments to social responsibility, and is characterised by its modern and innovative spirit. In practical terms, it provides major advances in terms of social security for employees in developing countries, combating violence and harassment at work, subcontractor and supplier vigilance, fair transition, transparency of the internal labour market, gender equality, combating discrimination relating to sexual orientation, tax transparency, whistleblower protections, and the fight against corruption and fraud. This framework agreement, signed by all employee representatives and union organisations of the main Group companies, and by the international federations for the industry, are monitored biannually at the meeting of the Dialogue Committee on the Group’s Social Responsibility (DCSR). This agreement governs social dialogue on the issue of CSR. It has enabled the Group to put in place a set of basic shared commitments and common objectives that contribute to the renewal and extension of social dialogue issues. The agreement is currently enforced at all Group subsidiaries through shared communications (OS, Department), and presentations to the HR Management Committees and Executive Committee. Signatories undertake to monitor the agreement at both local and global levels, in order to guarantee compliance with the commitments contained therein: commitments in terms of communication, accessibility and awareness-raising, at global and country/entity level.

assess the Group’s performance in terms of implementation, particularly with ■ regard to the results of monitoring indicators, including actions relating to the compliance plan; identify any discrepancies and areas for improvement, and establish one or more ■ action plans to ensure constant progress; jointly develop an annual summary of the implementation and evaluation of ■ results; identify good practices and suggest measures to promote them. ■ Employees’ view: My EDF group 3.4.4.6 engagement survey At the end of the first “My EDF group” internal engagement survey conducted in November 2012 involving all Group employees, a plan to report results to employees was implemented. The companies drew up action plans to increase or introduce improvement measures based on the results observed within their scope. This process has been repeated every year since. The 7 th edition of the survey was taken in October 2018. A major internal communication campaign was organised to encourage employees to express their opinion (videos, posters and communication kit). Confidence in the future of the Group remains stable (53%) after the decline registered in 2016. Employee engagement remains at 65% at the Group level, with a slight 1-point decline compared to 2017. 68% of employees would recommend EDF as an employer to a friend or relative, a decrease of 3 points compared to 2017, however this score remains 5 points above the external benchmark. The survey demonstrates that confidence in local management remains a real strong point (72% confidence in management's decisions, i.e. 9 points above the benchmark) as does employee involvement (72%). Content of work remains at a satisfactory level of 65% despite a 2 point decrease. However, the perception of the effectiveness of collective operations fell 4 points to 49%. Expectations are still high in terms of recognition (59% consider that their remuneration does not reflect their involvement) and careers (43% satisfaction rate). They will be the subject of specific action plans. Finally, for 84% of employees (stable) safety is a concern shared by everyone. Employee participation (73% and nearly 101,000 respondents), a marked increase from the first year (63%), demonstrates the interest of Group employees in this survey and guarantees reliable results.

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EDF I Reference Document 2018