EDF_REGISTRATION_DOCUMENT_2017

3.

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

These networks develop schemes to allow discussion, increase awareness and sometimes provide mentoring. For example, in 2017, the Group has, in France, over 340 “Elles Bougent” godmothers who work, within their regions, to increase awareness among young women of the attractiveness of the Group’s technical business lines. In France, the women’s network “Énergies de Femmes” and “Energay” (the LGBT association for EDF and the Electricity & Gas Industries) have received financial and logistical support from EDF since 2012. Furthermore, EDF and its partner the “L’Autre Cercle” association, which fights against discrimination based on sexual orientation and homophobia at work signed on 21 December 2015, an LGBT (Lesbian, Gay, Bisexual or Transgender) commitment charter. Finally, in 2016 and 2017, EDF endorsed UN projects and created and distributed a code of conduct related to them to prevent discrimination against LGBTI people. The work carried out jointly with these associations led to the publication by the Company in June 2015 of a “guidelines” document on respect for sexual orientations at work, targeted at managers and HR.

The “guidelines” document on religion targeted at managers and HR, the first of its kind in 2010, was updated in July 2016 and distributed amongst Group Business Departments and companies in France. In addition, a survey was carried out in 2017 of the main entities worldwide in order to draw up the first international “Religion & Beliefs” overview study in the Group. Gender equality 3.6.4.3.2 Equal access to employment for men and women is a key tool for organisations to change and modernise. It is a key component of the Group’s diversity policy. Several Group companies began the process to gain European recognition regarding equal access to employment (EDF, EDF Energy and EDF Polska in 2014, confirmed in 2016, Fenice in 2015) and were accordingly awarded the Gender Equality European & International Standard (GEEIS). EDF and WIN France created a “Fem’Energia” prize which since 2006 has recognised and supported women involved in the nuclear industry. By way of example, as part of its new 2017-2020 gender equality agreement, EDF SA promises: Distribution of an annual communication kit on “everyday sexism at work” to help managers to increase awareness among all work teams. Guidelines on harassment and discrimination distributed online in 2017. Deployment of a serious game, “Experiencing Diversity Together” to enable employees to test and train themselves on issues of stereotypes and discrimination (with separate modules for the general public and managers). The company has made the commitment to train 100% of its managers and HR staff involved in recruitment over the next five years. Related objectives childcare costs incurred due to absence for promotional training and for any course and from the first day of training for single parents, or within the framework of particular family situations. Support for the “Énergies de Femmes” and “Elles Bougent” networks. Increased proportion of women recruited and mobilisation of company’s work/training networks to improve recruitment of women in technical departments. Promotion of fast-tracking between business lines enabling reconversion from tertiary to technical. Parenthood charter signed, adapted and implemented. Parenthood guide distributed to all employees. Aim to achieve diverse teams amongst Management and Directors. At the start of 2017, at EDF SA, women represented 30.5% of staff, 28.5% of managers and 27.7% of Management Committee members. Deployment of teleworking and the right to disconnect for all. (over 4,870 teleworkers at the end of 2017). Mechanism to allow employees to opt to extend paternity leave by an additional 10 working days (15 days for multiple births). Experiment with a mechanism to provide help with homework and academic support entirely covered by the employer in organisations that may have difficult working hours.

Main ambitions

To increase awareness among its staff of the bias created by stereotypes and to fight against any form of discrimination, sexism at work and more generally against violence done to women

To put in place schemes that guarantee equal pay, that neutralise the impact of maternity or adoption on career development, and that also attempt to better understand, analyse and deal with persistent wage differentials To preserve equal pay for “equal work, equal skills and equal value”, achieved since 2009. Systematic examination of the pay situation of women returning from maternity leave. External auditing & analysis of wage differentials at the Company (INED/INSEE researchers) in order to better identify, and correct, the sources of gender wage gaps at all pay levels. To guarantee equal access to occupational and promotional training Annual training reviews by gender. Monitoring by gender of employees who have not attended a training course for 3 years. Covering of

To mobilise all the career path tools and stakeholders to advance gender-related representation of business lines in order to favour the recruitment of women in technical business lines and, more globally, to enable greater variety and diversity at work To promote, finally, employee engagement via better work-life balance, by adapted working conditions and an organisation of work encouraging women to hold key positions and responsibilities at the Company.

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DF I Reference Document 2017