EDF_REGISTRATION_DOCUMENT_2017

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

Measures taken to promote the 3.6.4.3.3

Central Works Council 2017 was marked by the renewal of the EDF SA central works council (40 members) during the election of 9 March 2017, with 18 ordinary sessions and 6 extraordinary sessions being held over the year. The body was consulted on the three so-called “Rebsamen” recurring issues: corporate social policy, economic and financial position and end-of-year strategic refocusing and its consequences for employment. The central works council was also consulted on several projects to transform professions and businesses, including a project to create the Transformation and Operational Efficiency Department, creation of Edvance, re-organisation of New Nuclear Projects and Engineering (DIPNN), the Group Real Estate Department’s PRIMMO project, early closure of the Fessenheim plant, phase 1, Coordination and pooling of supplies 2017 social agenda In 2017, collective negotiations were intense, with 7 agreements and amendments signed covering all EDF SA HR areas: quality of working life, with the agreement on professional gender equality and ■ family rights; compensation, with the agreement on itinerant employees, the PERCO and PEG ■ amendments, 2018 wage measures and the amendment to the CET time savings account; social dialogue & relations, with the agreement on the career paths of staff or ■ union representatives, social activities, social dialogue in the professional branch of IEGs, and union law at EDF SA. rance Group Committee The France Group Committee, a forum for discussion at France-level featuring 28 elected representatives of the Group’s main subsidiaries (EDF, Dalkia, EDF EN, etc.) met three times in 2017, including one off-site meeting for a visit to the SOCODEI industrial site near Avignon. Other than the statutory themes on which it is regularly informed (results, employment, strategy), the France Group Committee discusses issues involving the Group’s activities, professional training and health at work. International European Works Council At the end of 2001, the Group created a European Works Council (EWC), which is consulted on the Group’s major policies and informed on changes to the Group’s scope. Through its work groups, the EWC initiated numerous discussions on human resources policies at the European level, notably concerning health and safety and equal access to employment within the Group’s different companies in Europe, collective guarantees and consolidated financial statements. At the request of members, a new working group for Energy Transition and the “Winter Package” was established this year. In 2017, the EWC came together on two occasions for the traditional meetings in June and November. These meetings led to discussions with members of the Executive Committee on the European strategy of Group companies, health and safety, employment, Group results and work done by working groups. Social support for employees impacted by the sale of EDF Polska was the main theme of the EWC this year. CSR agreement and governance The CSR framework agreement signed in 2005 and renewed in 2009 by all employee representatives and union organisations of the main Group companies, and by the international federations for the industry are annual monitored at the meeting of the Dialogue Committee on the Group’s Social Responsibility (DCSR). This agreement governs social dialogue on the issue of CSR. It has enabled the Group to put in place a set of basic shared commitments and common objectives that contribute to the renewal and extension of social dialogue issues. On 29 June 2017, the Head of Human Resources met the trade union representatives of the companies that have signed the CSR agreement to discuss the Group’s strategy, corporate news and the CSR reporting undertaken by the Group for the previous year. Action to implement the Law on the duty of care was also proposed this year during the plenary meeting.

occupational integration of disabled people

Group Vision The Group Corporate Social Responsibility agreement has the issue of disability in two of its articles. Within the framework of the legislatives contexts specific to them, the Group’s companies put in place disability awareness campaigns for employees (including awareness campaigns aimed at employees coming into contact with customers). They enter into local partnerships with associations working in the field of disability and strive to make premises and workstations accessible. To strengthen the Group’s commitment, in 2017 Jean Bernard Lévy signed the “Business & Disability” Charter of the International Labour Organisation and joined the ILO’s global network to implement and share the actions of the 10 Charter principles with all of the Group’s entities and demonstrate the Group’s commitment to the issue since 1989. In France several Group companies (EDF SA, Enedis, Électricité de Strasbourg and on 29 May Enedis signed a 3 rd agreement with the social partners for occupational integration, continued employment and career development for disabled people, covering the period 2017-2018. The two previous agreements made possible significant increases in the number ■ of disabled people at Enedis and its overall employment rate (2.47% in 2009, 5.51% in 2016). This new agreement aims for 6%. This target requires less progress compared with targets in previous agreements, which will allow Enedis to concentrate more on improving monitoring (making it more systematic and regular) and on support for the professional development of disabled employees; on 5 September 2017, EDF Énergies Nouvelles signed its second Disability ■ agreement (2017-2019). The 2016-2018 EDF SA agreement relates to equal opportunities and the occupational integration of disabled people. With an overall employment rate of 4.55% at the end of its previous agreement, the current agreement is aiming for 5% in 2018. The rate achieved at the end of 2016 was 4.81% (1) . Whilst continuing an active policy of recruiting disabled people and accepting them into work-study schemes (129 recruitments and 60 people accepted into work-study schemes in total over the first two years), this EDF SA agreement stresses the conditions that may encourage equal opportunities during all stages of a professional life. In accordance with its 2017-2018 disability agreement signed on 18 December 2015, the Électricité de Strasbourg group has recruited 7 disabled workers in 2016. Organised forecasting and 3.6.4.4 management of reorganisation and transformation The Group is aware of the need for organisations to adapt to changes in the economic and social environment, both in France and abroad, and it has dedicated an article to “anticipating and providing social support for industrial transformation” in its Group agreement on Corporate Social Responsibility signed in 2005 (renewed in 2009). The involvement of management and the special focus placed on dialogue with employees and their representatives are key. High-quality social dialogue 3.6.4.5 EDF relies on high-quality social dialogue to manage the Company’s industrial changes and contribute to the development of its employees. France Throughout EDF, there are currently 56 works councils, one Central Works Council (CWC), a France Group Committee and 104 employee representative councils and 207 Health, Safety & Working Conditions Committees. The chairs of these bodies meet regularly for discussions and sharing of good practices. EDF Énergies Nouvelles) chose to sign a disability agreement. 2017 was marked by the signing of two disability agreements:

3.

The rate at end-2017 was unknown as of the writing of this document. (1)

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EDF I Reference Document 2017