EDF / 2020 Universal Registration Document

3 NON-FINANCIAL PERFORMANCE Well-being and solidarity

This trend is set to continue, as the percentage of women in the Group’s workforce " Ambition Mixité " (destination diversity) plan for EDF SA, setting as a target that has continued to increase at a fairly steady pace, reaching 25.8% at the end of 2020 30% of executives and future executives should be women by 2025 (see (+1 point/2019). Likewise, in December 2020, the Board of Directors adopted a section 4.2.1 “Composition of the Board of Directors”). gender balance policy for management bodies, implementing the goals of the Other results of Group entities based on the gender equality index (1)

2020

Unit

2018

2019

Male workforce Female workforce Male managers Female managers

Number Number Number Number

124,889 40,901 37,888 14,478

123,815 40,912 38,097 14,999

122,578 42,622 38,084 15,401

Percentage of women at managerial level*

%

35%

37%

36.1%

* This percentage represents the number of women in managerial positions/the number of female employees. 2020 indicator subject to reasonable assurance check by KPMG SA.

employee information kits on the same subjects, available in a digital or printable ● format; a toll-free hotline for all employees of the Company, operating seven days a week, ● to allow employees to confide in someone and obtain advice on harassment and discrimination issues; an e-learning course on the prevention of sexism, available on e-Campus for all ● Group employees in France; a range of services, combining internal support and the use of listed experts, ● helping managers to increase awareness among their employees or conduct investigations following reports of wrongdoing within their scope. With its Workplace Equality Game, EDF is the first company in France to develop a learning experience on workplace equality for managers, inspired by escape games. It supplements a digital training tool called “Vivre ensemble la diversité” (experiencing diversity together) available to all employees and managers, designed as a serious game, which trains teams on potential bias and the potential impacts of stereotypes in their decision-making and inter-professional relations (including issues of everyday sexism and gender-based discrimination). EDF is also committed to preventing and combating all forms of violence against women, in the workplace (sexism, harassment) and also domestic and family violence (support, guidance and job retention). A pioneer in this area, EDF’s efforts have received regular recognition over the past few months and were also emphasised at the most recent Grenelle summit on violence against women run by the Government. Through these schemes, EDF has helped, assisted, supported and guided 120 employees who were victims of domestic violence over 2020. Parenting support measures 3.3.3.3 EDF strengthened its parenting support measures in 2019, mainly by: implementing new rights for family carers (access to a platform of advice and ● services, additional pay for carer’s leave, etc.); creating a parental leave scheme available to both women and men that takes ● into account the different types of contemporary families; giving parents the option to double their paternity and childcare leave. ● These measures were further strengthened in 2020 by a supplemental agreement to the branch-level collective bargaining agreement governing the family rights of employees, mainly to take into account the special position of single-parent families and the specific needs of parents of disabled children.

25% of the EDF group’s workforce is currently female (30.4% 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” measure, 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 (2) . Even if the number of women in technical professions has tripled since 2002, the Company remains committed, as part of the Group’s Ambition Mixité (destination diversity) plan, to ensuring that: each relevant entity develops a programme to include young women in STEMs ● (Science, Technology, Engineering, Mathematics); more and more women are supported each year in training for digital professions ● (ex: gender parity in the data analyst training); each innovation scheme set up by the Group or its entities has a gender diversity ● component and provides the resources to achieve it. EDF strives to guarantee equal access to professional and promotional training, through, for example, a scheme to cover additional childcare costs for parents undergoing training, with a view to securing comparable career paths for women and men. Steady progress has been made in recent years with its attempts to break the “glass ceiling” effect: the number of female managers has doubled at EDF since 2002; ● 28.1% of the most senior positions at EDF (top 10%) are held by women; ● 32% of EDF managers are women; ● 28.7% of Management Committee members are women at the Group level. ● For executive positions, succession plans always include male and female candidates. In addition, schemes (such as TALENTS 2.0) help identify a more diverse range of talent, at all stages of the career path. Combating sexism and violence 3.3.3.2 EDF was the first company to obtain the “sexiste, pas notre genre” anti-sexism certification in 2016, constituting a recognition by the French government of its commitment. With the support of the “Énergie de Femmes” network (almost 4,000 members), the Company provides training and increases awareness on these subjects through various tools: “sexism kits” to help managers lead the ritual health and safety briefings at the ● beginning of team meetings; Guidelines on bullying and sexual harassment targeted at managers and HR or the ● “sexist behaviour and sexual harassment” officers, used since 2019;

(1) The methodology associated with this data is explained in section 3.7.2.3 “Further details on other environmental, social and societal data included in the non-financial performance statement”. (2) Source: DARES.

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EDF - UNIVERSAL REGISTRATION DOCUMENT 2020