Inclusion and diversity

EDF is convinced that diversity is a source of strength and collective performance!

That's why the EDF Group fosters an increasingly inclusive work environment. For several years, it has pursued an active policy to combat all forms of discrimination: gender, age, origin, disability, sexual orientation, religious beliefs, etc.

EDF implements measures to guarantee the respect, dignity, and integrity of all its employees. This commitment is central to the Group's values, its code of ethics, and its agreements on gender equality in the workplace.

And we are proud to have unique individuals and experts in their fields within our teams.

EDF also supports Energay**, the association of Lesbian, Gay, Bisexual and Transgender employees and retirees (and their friends) from the Electricity and Gas Industries, the EDF group, the ENGIE group and their subsidiaries.

Furthermore, an awareness and training program is available to employees through e-learning on respecting sexual orientations, and an informational brochure on the same subject has been produced.

As early as 2017, the industry-wide agreement on family rights addressed:

• the updating of bonuses and special leave for family events, aligning them for all forms of union (marriage, civil partnership),
• and the integration of the concept of "second parent." Employees with at least one child who meets one of the following conditions are considered "employee-parents" for the purposes of work-life balance rights:
  • For whom a legal parent-child relationship is established, namely a legitimate, natural, or adopted child;
  • For whom no legal parent-child relationship can be established but whose presence in the home is permanent or predominant.

Since 2018, the Group has broadened its commitment by creating the "Spring of Diversity" initiative. For one month, every employee can get involved, learn, and exchange ideas in their workplace. In 2023, the "Spring of Diversity" initiative will offer themed weeks focusing on the evolution of LGBT+ rights worldwide, best practices for supporting parenthood and work-life balance, sports and disability, and the issue of everyday racism.

Similarly, the 5th agreement on gender equality in the workplace at EDF SA, unanimously signed with employee representatives on December 3, 2021, also addresses the issue of supporting employees in transition (respecting gender identity). Based on a guide for managers and HR, the agreement outlines all the measures the company can implement to support transgender employees.

It is important to remember that 1 in 10 women will experience domestic violence in her lifetime.

At EDF, we are committed to combating domestic violence. We recognize the crucial need to raise awareness, provide training, support, and guide our employees who are victims of domestic violence toward appropriate organizations, without replacing specialized associations in this field.

• Fourteen major groups, including EDF and a business organization, have signed a charter against domestic violence initiated by the Agir Contre les Exclusions (FACE) Foundation and the Kering Foundation.
• We have partnered with the association "FIT, une femme un toit" (FIT, a woman, a roof) and its President, Séverine Lemière, since 2016.

We are a partner in the #aidetacollegue (help your colleague) awareness campaign, whose official spokesperson is Blandine Metayer. Initiated by Jacques Lambert, writer and founder of the web TV webscran, this campaign aims to raise awareness among employees of companies about domestic violence suffered by their work colleagues because they may be the first witnesses to it on a daily basis.

1989 
Signing of the first disability agreement

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2004 
EDF signs the Diversity Charter and the first gender equality agreement for EDF SA.
First public step towards a structured commitment to a company more open to everyone.

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2006 
Creation of the Group Disability Mission
A dedicated structure with concrete resources to support employees with disabilities.

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2010
Launch of the Work-Life Balance program
Implementation of support measures for family caregivers, extended leave, and flexible teleworking.

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2017 
First company to obtain the "Company Committed to Fighting Sexism" label from the Ministry of Women's Rights
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2019 
Diversity Target: 33% female managers by 2024
Deployment of mentoring programs, women's networks, and women's leadership training.

Publication of a guide to support employees in transition, designed to assist HR and managers in promoting inclusion within work teams and the company.

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2020
First participation in the survey on perceptions of LGBT+ inclusion in the workplace with L'Autre Cercle
First e-learning course to prevent and combat sexism in the workplace: "Sexism: It's Not Our Style!"

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2021
Launch of training programs on preventing gender-based and domestic violence.
Launch of the first internal survey on sexism in the workplace.
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2022
Renewal of the L’Autre Cercle Charter.
Second participation in the L’Autre Cercle/IFOP barometer on the perception of LGBT+ inclusion in the workplace.
Creation of the Energies LGBT+ & Allies employee network.
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2023 
Strengthened partnership with Mozaïk RH, NQT, and diversity schools.
To promote the integration of young people from all regions and with non-conventional backgrounds.

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2024 
Publication of a reference guide on respecting gender identity and non-binary identities.