EDF / 2020 Universal Registration Document

3 NON-FINANCIAL PERFORMANCE Responsible development

Examples of its contribution to territorial 3.4.2.1.3 development through jobs The employment footprint of a region, project or field of activity can be split into direct impacts (EDF employees), indirect impacts (impact of EDF purchasing on its entire supply chain) and spin-off impacts (impact of employee spending). Both EDF employees and the employees of companies in EDF’s purchasing supply chain spend some of their salary in the region and pay taxes and duties. EDF SA’s employment footprint The 2020 study (1) shows that 339,857 jobs (including 66,487 direct jobs) are supported, up by 10,000 jobs compared to 2018, meaning that one direct job generates 4.1 jobs in the area, i.e. 1.2% of all French jobs are supported by EDF. Employment footprint of the production and engineering business lines (Nuclear & Thermal Fleet Department (DPNT) and New Nuclear Projects & Engineering Department (DIPNN)) According to the fifth study on the employment impact of production and engineering business lines in the DPNT and DIPNN departments (including purchases by the Edvance company) and the Thermal Expertise and Multi-Sector Industrial Support Division (DTEAM) for 2019, the effect on national employment in terms of the number of jobs represents 37,880 direct jobs, for a total of 213,813 jobs including tier-one indirect jobs, indirect jobs in the rest of the supply chain, jobs created by household consumption and jobs created by government spending. One direct EDF job contributes to supporting over 4 indirect and spin-off jobs. Contribution to employment of the business lines and subsidiaries of the Group EDF Hydro generated 5,727 direct jobs, including 5,431 open-ended contracts and 293 work-study contracts, as well as 3,276 indirect jobs across the region. In the UK, the HinkleyPoint C project has generated 10,300 jobs since its launch and 640 apprentices have been trained. In Laos, the Nam Theun 2 Development Fund was launched to finance livelihood, health, education, and capacity-building projects, selected and implemented by communities with technical support, contributing to the creation of 200 local jobs with sub-contractors. Enedis’s workforce represents 45,000 to 50,000 jobs, figures in decline due to the Covid crisis. Dalkia helps support the forestry industry through the operation of biomass heating plants, representing almost 2,000 jobs in France in 2020. The EDF Renewables Saint-Nazaire offshore wind farm project has a significant social and economic impact, particularly locally (Pays de la Loire region), through the General Electric plant in Montoir de Bretagne and the Chantiers de l’Atlantique plant. 1,800 FTEs worked on the Saint-Nazaire project in September 2020. Contribution to development 3.4.2.2 through taxation EDF has implemented a Group tax policy to define the applicable principles, in terms of taxation, to all of the Group’s relations with its financial or business partners and the government or tax authorities. The tax policy is applied by the Group Executive Director responsible for the Group’s Financial Management. It was approved in 2017 by the Executive Committee. At the end of 2020, as in 2019, the Group uploaded its country-by-country report (of data for fiscal year 2017) to the French tax authorities, in accordance with the provisions of Article 223 (5) c) of the French General Tax Code which follows the OECD’s recommendations. Group tax policy 3.4.2.2.1 A wide scope The policy covers all the Group’s taxes: direct and indirect taxes, duties, contributions, any tax or customs deductions which are ultimately the responsibility of the Company or its customers (when EDF merely acts as a collector on behalf of third parties).

There were several new recruitment developments in 2020:

Implementation of the “ employeur Groupe ” (Group employer) brand

The Group has created this brand promoting its subsidiaries (nuclear and energy services) on the careers website using agile practices. It has redesigned the job descriptions and created regional pages. EDF is constantly innovating to maintain a high level of attractiveness for the Group, for example the open innovation campaign for women in industry (Co-développons l’industrie au Féminin) in the first half of the year and the first external internship e-forum in the second half of the year, to offer young people 2021 internships during the “Electric Days”. EDF remains one of the most attractive employers for students, work-study students and young graduates and this is confirmed by this year’s rankings: Epoka ranking: EDF is the most attractive company for students and young ● graduates in the energy sector and ranks second overall, for all sectors combined, with engineering schools; Universum ranking: EDF ranks in the top 10 most attractive companies for ● engineering students; Happy Trainees ranking: EDF came third in the Happy Trainees ranking, measuring ● the level of satisfaction of work-study students and trainees, in the category of companies hosting more than 1,000 young people (work study students and trainees in the Company). Likewise, EDF continues to rank highly in all studies conducted with experienced professionals: Universum ranking: EDF ranks in the top five most attractive companies for ● managers who graduated from engineering schools and ranks second for experienced professionals at the Baccalaureat (Bac or high school) +2/3 level; IFOP ranking: EDF is the third most esteemed French company (+7 places). ● Online interviews All job interviews were conducted online during the health crisis, helping to strengthen the EDF group’s digital recruitment image. Its image was also boosted by the first jobdating internship e-forum in July 2020, designed to match jobs to the Group’s trainees reaching the end of their studies. Recognition of external skills The EDF group has adapted the way it recognises external skills: recognition of new qualifications, exceptional recruitments without the EGI status for niche skills… For example, in order to increase its attractiveness in the competitive market for IT profiles, it has decided to hire level-7 employees (Bac +5) at a managerial level, to ensure that their starting salaries match those offered on the market. Hiring through employee referral programmes Following in the footsteps of several Group subsidiaries, EDF has decided to trial an employee referral programme, with employees acting as recognised, valued ambassadors to improve sourcing quality. This type of programme has three main advantages: it improves the Group’s attractiveness, it provides new hires with a better view of their opportunities from the very start of their career and allows co-recruiting business lines to benefit from the same skills throughout a shared project. A new responsible, win-win sourcing process At the beginning of 2020, the EDF group set up a responsible, win-win sourcing process, making job offers to employees with experience in the industrial sector affected by a redundancy plan. This new approach was further strengthened in the summer of 2020, in the form of support for the aeronautics industry, by publishing a set of job offers for employees affected by the crisis in that industry. These experienced profiles balance out team pyramids in terms of age, as the Group mainly recruited young graduates.

(1) Goodwill study based on the 2019 consolidated figures.

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EDF - UNIVERSAL REGISTRATION DOCUMENT 2020