EDF / 2019 Universal registration document

3. Non-financial performance

EDF, a company committed to a just and fair transition

Diversity & inclusion, Equal access to 3.3.3.1.5 employment for women and men The EDF group is committed to gender diversity and equality in the workplace, for a diverse and inclusive environment reflecting all types of differences. Gender equality in the workplace at the heart of the Group’s actions Through the CSRGs, the global CSR agreement and its code of ethics, EDF takes concrete action, measures the progress made and sets targets for gender equality in the workplace. 2019 was marked by: the publication of the first gender equality index on 1 March 2019 (with a score of 80/100) and the continuation of the work carried out since 2015 with the Institut national d’études démographiques (National Institute for Demographic Studies or INED) to identify the sources of the gender pay gap in the Company and take action to remove them; the renewal by Bureau Veritas of the international GEEIS certification for the Group; the distribution of two sets of guidelines on how to prevent and combat sexual harassment and bullying aimed at managers and HR staff, supplemented by educational kits for all employees; the renewal of the awareness-raising and training materials to prevent and combat sexist behaviour in the workplace (sexism kits, creation of a sexism e-learning course in collaboration with Paris VIII University); the implementation of a support initiative for employees who are the victim of domestic or family violence and, in partnership with the association FIT, une femme un toît , training for those responsible for providing the support (HR staff, employee representatives, medical and social teams, (1) etc.); and enhanced support for parents and carers (parental leave, CESU service vouchers, family allowance, family carer leave, marriage or civil partnership bonus) introduced in the agreement on the development of Family Rights in the EGI branch dated 15 December 2017. A Group-wide goal for 2023 In 2019, the Group decided to set a goal for achieving gender diversity, through the Executive Committee, involving three major commitments designed to break the “glass ceiling” preventing female managers from sitting on Management Committees and reaching an executive level. The following targets were set: 28% of the members of the Management Committees should be female by 2023 (27.3% by the end of 2019), 28% of executives and future executives should be female by 2030 and enhanced gender parity on the boards of Directors of the Group’s subsidiaries, with 40% of the Directors appointed by EDF being female (see section 4.2.1 “Members of the Board of Directors – Proportion of women on EDF group governing bodies”). Increased diversity in science, digital technology and innovation The aim is to encourage women in our technical professions (Elles bougent, Fem’Energia, Women in energy transition, women@numerique), train female employees in the emerging digital and cyber professions, and implement internal innovation schemes (PULSE, Let’s Talk Energy, the Y Project) that take into account gender diversity. Increased diversity in the representation of the Group The aim is to organise a gender-diverse team to speak on behalf of the Group, sign the #jamaissanselle charter, and ensure “gender-fair” communications Since 2014, the EDF group and some of its subsidiaries have decided to apply for an international certification (GEEIS certification) to assess the quality and relevance of their commitments to gender diversity and equality in the workplace. The certification was successfully renewed in 2019 and, for the very first time, it was extended to all the Group’s other fields of action in terms of diversity and inclusion. In France, the implementation of a gender equality index became mandatory for all companies with more than 50 employees in 2019, and all Group subsidiaries with more than 250 employees were required to publish this index for the first time in 2019. measured externally. Clear progress

Main results of Group entities based on the gender equality index  (2) :

2019 Index Score/100

Entities

Dalkia Cham

84 84 74 80 81 74 93 68 74

Framatome

EDF

EDF Renewables

Enedis

Citelum

Électricité de Strasbourg

PEI

The Group’s goal is to ensure that all of its subsidiaries score over 75 points by 2021, regardless of when they are first required to publish their results. EDF aims to reach 90 points by 2020. 24.8% of the EDF group’s workforce is currently female (30.5% at EDF), which places it in the top half of the main French industrial groups. Although the increase in this rate has slowed slightly in recent years (impact of the “15 years, 3 children” conditions, reduction in the number of new hires, now mainly needed in technical professions), it is still increasing at double the average rate recorded for French companies, for all sectors combined (DARES). Structurally, EDF is still marked by insufficient gender diversity (15% of professions are diverse) even though the number of women holding technical jobs has tripled since 2002. EDF, a company with a responsible attitude to its employees (CSRG no.2) (see 3.3.3.1)

Gender balance index : percentage of women in the Management Committees of the Group's entities

28%

27.3% 26.3%

10 15 20 25 30

0 5

ND

Target 2023

2019

2018

2017

Key non-financial performance indicator (see concordance table with the non-financial performance statement in section 8.5.4). The scope and methodology of this indicator are set out in section 3.4 "Indicators and methodology". This indicator refers to key stake no. 13 "Equal opportunities" described in section 3.6.2 "Description of key stakes in the materiality matrix ". In order to move forward with this issue, EDF’s aim, as part of the Group’s goal for achieving gender diversity decided by the Executive Committee in November 2019, is that: i) each relevant entity should develop a programme to include young women in STEMs (Science, Technology, Engineering, Mathematics), ii) more and more women should be supported each year in training for digital professions, and iii) each innovation scheme set up by the Group or its entities should have a gender diversity component and provide the resources to achieve it.

(2) Subsidiaries with fewer than 250 employees but more than 50 employees will need to publish their scores for the first time in March 2020. (1) Gender Equality European and International Standard.

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EDF | Universal registration document 2019

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