EDF_REGISTRATION_DOCUMENT_2017

ENVIRONMENTAL AND SOCIETAL INFORMATION − HUMAN RESOURCES Pay close attention to our co-workers and make our internal transformations a success

employee are able to see the name of their career advisor on the Vivre EDF ■ Online intranet site in their personal area (“My HR situation”) and can contact them without prior management approval. In addition, the use of the Vivre EDF Online profiles created in 2016 (EDF internal LinkedIn) was strengthened by a decision of the Group HR Department on 1 June 2017 (1) which authorises employees to declare their intent to change jobs six months before their contract expires, thus allowing recruiters to contact them directly. This same decision relating to EDF group’s commitments to mobility in France specifically mentions duration of employment, which must now be systematically stated in the job offers published. All these actions help to make the internal jobs market more fluid and give employees all the resources they need to truly improve their employability over the long term. In addition to the actions implemented to make career development within the Group easier, EDF also assists its employees who have external career plans. Indeed, among the new Corporate Responsibility Objectives set by the Group, EDF undertakes to integrate the best practices of industrial groups in terms of human development, with the particular aim of developing the “social elevator” of tomorrow. For EDF, the “social elevator” also means helping employees to set up or take over a business. For EDF, this “spin-off” programme is a tool that helps it to diversify career paths, and develop certain specific skills (daring, ability to innovate, etc.) as well as entrepreneurial culture. It’s also a way for the company to strengthen its commitment to economic development and job creation in the regions, each “spin-off company” creating on average 2.6 jobs. Finally, it is a way of detecting new business which may create value for the Group. Nearly a hundred employees are assisted each year with their business set-up project. Since 1998, more than 1 businesses have been set up by Group employees. EDF also launched “Altern’Up”, a programme unique in France, intended to assist work-study trainees who are considering setting up or taking over a business. Out of the twenty or so projects supported since 2014, around 10 start-ups have already been set up by former EDF work-study trainees. On 18 October 2017 Jean-Bernard Levy presented the “Grand prix des alternants créateurs d’entreprises” (prize for work-study trainee business creators) in the presence of executives from the other 7 large companies which joined this initiative in 2017 (Thales, Sanofi, Carrefour, Siemens, Total, La Poste and Air France). Age management In addition to the implementation of the measures in the Generation Contract signed in 2016 as part of a three-year “Skills” agreement, which also included Occupation and Skills Forecasting, various Diversity initiatives have been implemented to prevent discrimination and the stereotyping associated with it: concepts of generations and ageing and the promotion of inter-generational cooperation deployment of an “Ages and work: inter-generational cooperation in a ■ professional setting” course; distribution of a dashboard aimed at identifying any differences in indicators from ■ age group to age group in different HR and management fields (health, training, recognition, mobility); a working group for various Group divisions to develop inter-divisional skills ■ transfers and the collective skills of teams with new arrivals, notably on subjects in connection with CAP 2030 strategy Human Ambition project (accountability, innovation, simplification); Participation in the mission of the Via l’Emploi project (Ministry of Employment, ■ European Social Fund and FACE foundation).

3.6.2

THE HEALTH AND SAFETY OF OUR EMPLOYEES AND OUR SERVICE PROVIDERS’ EMPLOYEES, AN ABSOLUTE PRIORITY

Guaranteeing the best health & safety 3.6.2.1 conditions at work for all Since January 2014, the Group’s health and safety policy has defined a common, consistent framework with which the policies and action plans of the Group’s different subsidiaries must comply. This Group policy applies to all the companies controlled by the EDF group, in all the countries in which EDF operates, and concerns both its employees and its sub-contractors’ employees working on its facilities and premises. There is an annual Group health & safety review. In 2015, during the Group’s first annual review, the CAP 2030 programme’s strategic health and safety objectives were defined. The Group strives to set an example in the area of Health and Safety. The main priority is to eradicate fatal accidents, then reduce the number of accidents and combat absenteeism. This ambition and these priorities for the coming years are implemented in all the companies of the Group in order to: make health and safety one of the Group’s major commitments and an essential ■ component of its culture; place managers at the heart of the deployment of health & safety policy; ■ make all employees accountable on a daily basis: for example, in 2017 at ■ EDF SA, over 9,790 online courses were taken on the subjects of safety culture and preventing musculoskeletal disorders (MSD). Employees were also mobilised during the annual Health and Safety Week in October, which was dedicated to preventing traffic risks this year with each working team making commitments regarding risk factors; protect and promote health of everyone: employees, service providers, clients and ■ local people. In this regard, initiatives to raise awareness about preventing addictions were developed, and followed by the introduction of checks for alcohol and drug consumption. In addition, in 2016, the health and safety theme was highlighted as a significant part of the Corporate Social Responsability Goal no.2, in which the Group commits to integrating the best practices of industrial groups in terms of human development. In terms of actions undertaken, 2017 was in line with the previous year, particularly as it relates to the building of the Group “BEST” (Building Excellence in Safety Together) frame of reference, a list of 8 Health and Safety management requirements (the group Safety benchmark) and the pilot introduction of a new indicator whose purpose is to spot accidents directly related to professional activities. This year was a turning point in which we worked on the development of the policy formally drawn up in 2014 and the creation of the 2018-2020 action plan. Eradicating deadly accidents, cutting the number of accidents, and reducing absenteeism at work Eradicating work-related deadly accidents This was the first aim firmly set in 2015 for Group employees and service providers. In 2017, 15 deaths in total occurred in the Group: 7 were directly linked to work. This figure is close to the total for 2016 (6 deaths in 2016, 12 in 2015, 11 in 2014). Amongst the victims of these 7 “work” accidents: 2 were EDF group employees, 5 employees of service providers.

3.

Decision of 1 June 2017: “EDF group’s commitments to mobility in France”. (1)

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EDF I Reference Document 2017