EDF_REGISTRATION_DOCUMENT_2017

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

Purchasing from companies that employ only disabled people and provide them with special facilities and support and integration enterprises Purchasing from companies that employ only disabled people and provide them with special facilities and support In 2017, the Group Purchasing Division continued its efforts to make purchases from companies that employ only disabled people and provide them with special facilities and support in accordance with the provisions of the EDF SA 2016-2018 agreement for “equal opportunities and occupational integration of disabled persons”. The national policy to encourage purchases from companies that employ only disabled people was reaffirmed in 2017, and an experiment is being carried out with such a company and a department in order to quantify what units will benefit. Purchasing from integration organisations EDF continues purchasing from organisations supporting integration via economic activity, particularly integration enterprises. In 2017, the volume of purchases was €905k. Promotion of and respect for all forms 3.6.4.3 of diversity The EDF group is committed to promoting diversity as a vector for performance in order to: better understand the diversity of its clients and meet their expectations as best ■ as possible; better reflect the society in which it operates; ■ allow women and men to express their talents to the best of their ability. ■ In 2005, the Company devoted several articles of its global agreement on Corporate Social Responsibility to combating all forms of discrimination, respecting diversity, and promoting equal opportunities. With the Group code of ethics, this agreement constitutes the main frame of reference for the Group’s companies. The challenges of all the strategic objectives in terms of diversity are managed by Group HR. All diversity themes are coordinated in three areas: at Group level, a “Diversity & Inclusion” network has been in place since 2011 and features the diversity officers of the main international subsidiaries, a France Diversity network, consisting of the EDF SA business line divisions and entities of the Group in France.

Each Group company has a specific level of commitment which can vary according to the model of activities and the current legislative framework and context. For example, Dalkia was awarded the “Diversity” standard whereas EDF has the GEEIS (Gender Equality European & International Standard) and EDF Energy, the NES (National Equality Standard). In 2017, EDF signed the “Disability and Businesses” Charter of the International Labour Organization (ILO) (see section 3.6.4.3.3) Finally, a new indicator was created to meet one of the six Corporate Responsibility Objectives launched in 2016 by the Group. It involves “incorporating best practices of industry groups in terms of human development” including “setting an example in terms of gender equality”. EDF now measures diversity in Management Committees in all its entities and is strongly committed to a policy to promote women to key positions. For example in EDF SA, the percentage of women in Management Committees is [27.7% at the end of 2016 and is gradually converging towards the percentage of women in management (28.5% at end of 2016 (1) ]. EDF’s “Diversity” commitments led to the creation of several awareness and professional training programmes for managers, HR staff, employee representatives and employees. Approximately 9,300 employees have attended courses, since 2007, as part of these programmes. Tools such as serious games have been developed and released on themes of diversity management, equal access to employment and inter-generational issues. One such tool, “Experiencing Diversity Together” offers certification for skills acquired. In 2017, an online communication campaign for Diversity Week was launched. In terms of diversity, the measures taken by French companies are most often based on collective agreements or action plans on equal access to employment for women and men, disability and age management. In 2017, EDF SA, EDF EN, Enedis and Électricité de Strasbourg signed a gender equality agreement; EDF EN and Enedis signed a Disability agreement to prevent discrimination, and EDF regularly conducts surveys and tests of its HR processes (for example at EDF SA, since 2008 there have been five tests of its main HR processes such as recruitment, work-study schemes or access to internships). In 2017, EDF released a qualitative study on stereotypes in business, a quantitative study on sexism in business and a survey on parenting. The qualitative study shows that the stereotypes found throughout French society are also present at EDF but that employees are aware of and positively appreciate the actions taken by the Company, particularly in terms of equal access to employment between women and men and integration of disabled persons.

3.

Support for employee network initiatives 3.6.4.3.1 Promoting diversity also involves supporting schemes organised by employee networks. These networks (ethnic minorities, women, working parents, disability, LGBT) are now active in certain Group companies and concern several thousand employees.

Number of members on 31/12/2017

Internal networks

Company

Launch date

EDF SA 2004 Interp’Elles, which became Énergies de Femmes in 2015

2900

EDF Energy EDF Polska

2009 2014

791

88

Women

EDF SA

2011 Energay

91+806 “allies”

EDF Energy EDF Energy EDF Energy EDF Energy EDF Energy

2010 LGBT Supporters 2010 Disability and Carers

368

LGBT

Disabled

2010 (Black Asian Multicultural-Ethnics)

392 430 180

Ethnic minorities

2014 2015

Parents

Forces Support ex-military personnel

Young professionals (length of service < 10 years)

EDF Energy

2016

500

The 2017 final data was not available on the date of this Reference Document. (1)

205

EDF I Reference Document 2017