Labour indicators

Employment

The EDF group’s consolidated workforce totalled 164,727 employees at 31 December 2019, including five companies with a workforce of over 10,000 employees: EDF (63,962) Enedis (38,754) Framatome (14,630) Dalkia (16,563) EDF Energy (13,190).

Breakdown and change in number of Group employees

2019 indicator subject to reasonable assurance check by KPMG S.A.

Employees by geographical area
(international subsidiaries and shareholdings included in the Group’s consolidation scope)

New hires (number)

The Group hired 10,377 new employees in 2019. EDF group employee turnover⁽¹⁾ was 5.66 in 2019 (5.4 in 2018, 6.13 in 2017, 5.89 in 2016, 5.3 in 2015, 5.6 in 2014).

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⁽¹⁾ Covers subsidiaries headquartered in France and employing more than 50 people.

Training and work-study programmes

Employees having benefited from training (in %)

EDF group invests heavily in the development of its employees’ skills. In 2019, the Group invested €594 million in training and the target of ensuring that 75% of employees take part in at least one training programme each year was once again achieved. In 2019, 80% of Group employees received trai-ning at least once for an average duration of 52 hours. In 2019, EDF group adopted a new "Group France" skills development policy that treats training as an investment in human capital and puts the emphasis on continuously adapting employability so that employees can fulfil the needs of its businesses and subsidiaries.

This new policy, which has now been rolled out in all Group companies in France, aims to transform training and professionalisation practices and adapt them to the increasingly rapid changes to its businesses. This will include developing digitalisation of training resources and introducing a varied range of methods in more personalised training plans that combine the advantages of all available methods.

In addition to improving the training on offer and its availability, the Group is investing in the design and dissemination of practices to improve lear-ning methods and processes. Several experiments in the form of employee-manager expression groups have validated a reproducible methodology designed to measure the effectiveness of training through the capacity of organisations to encourage learning: this is known as "the learning company approach".

To boost internal mobility, the Group has successfully launched an internal work-study training programme involving re-professionalisation and retrai-ning. Called "IT Pilot", the programme is designed to train employees for emerging professions such as data analyst (29 employees, whose training either started or ended in 2019 and of which 18 are undergoing training to gain promotion). The Business Line Academies, which remain in charge of adapting and optimising the Group’s training opportunities, continue to expand and match the course catalogue to the needs of the businesses. The clarity and visibility of the catalogue were improved with a new IT system and a 21% reduction in size. The Saclay campus continued to ramp up its activities in 2019, with 90,000 Group employees welcomed for training courses or professional seminars (and 120,000 employees welcomed at the three corporate campuses).

Work-study programmes

EDF group has been promoting work-study programmes for many years as it considers them an excellent means of training, encouraging profes-sionalisation and of socially integrating young people through work.

The 2019 results reflect this momentum: 7,194 work-study trainees in EDF group at end-2019, including 3,406 at EDF and 1,897 at Enedis. Of the trainees who completed their contract, 97% obtained their diploma and 92% found work or a training course at the end of their contract.

Absenteism

Reducing absenteeism is one of the priority objectives of EDF group’s health and safety policy, which includes a commitment to "Reduce absenteeism due to health and safety reasons, with a target of fewer than eight days per employee per year in 2020".

The development of team empowerment projects should lead to a drop in absenteeism among the employees of the teams involved (more than 500 at the end of 2019), due to the positive health impacts of the impro-ved quality of life in the teams and the increased levels of engagement and meaning in work.

The results of EDF SA and EDF group are fairly stable, whereas the Ayming Barometer of absenteeism in France reveals higher absenteeism rates in all business sectors.

In 2019, the Executive Committee approved an action plan for absenteeism to be applied in all departments, divisions and subsidiaries. The emphasis is on preventing psychosocial risk factors, systematic use of feedback interviews and raising employees' awareness of e-learning possibilities. Also, the deployment of team empowerment approaches will continue as a lever for improvement.

The first impacts of this action plan should have a positive effect on absenteeism results. However, the group-wide target of fewer than eight days per employee per year will be difficult to achieve.

People with disabilities

A total of more than 4,700 employees with recognised disabilities were working in EDF group in France at end-2019 across the range of the Group’s very varied activities. Applying regulations in place in different countries, EDF also wants to encourage this commitment in Group companies outside France, as demonstrated by its signature of the ILO Global Business and Disability Network Charter and the presence of more than 5,600 disabled employees around the world.

The Group’s goal in this area is also driven by the global CSR agreement signed in 2018, which includes disability issues.

Number of employees with disabilities

Number of new hires with disabilities

Gender diversity

A Group-wide diversity goal with targets for 2023

In 2019, the Group set a goal for achieving gender diversity. The goal was set by the Executive Committee and involves three key commitments designed to break the “glass ceiling” preventing female managers from sitting on Management Committees and becoming senior executives. The following targets were set: 28% of Management Committee members should be female by 2023 (27.7% at end-2019); 28% of senior and future senior executives should be female by 2030; enhanced gender parity on the boards of directors of Group subsidiaries, with 40% of female directors on the EDF Board.

Gender diversity rate (in %)

EDF SA’s gender equality index was 95/100 at end-2019.

In France, the implementation of a gender equality index became man-datory for all companies with more than 50 employees in 2019, and all Group subsidiaries with more than 250 employees were required to publish this index for the first time in 2019.

Encouraging gender equality is also helped by supporting employee ini-tiatives to set up networks. Networks for ethnic minorities, women, and employees who are parents, disabled or LGBT are now active in some Group companies and involve several thousand employees.

Number of members at 31/12/2019

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⁽¹⁾ Reported since 2018, this percentage represents the number of women on Management Committees compared with the total number of Management Committee members.

Safety indicators

The Group’s health and safety policy, adopted in April 2018, sets out a joint framework for the policies of the different subsidiaries and their action plans. The Group policy is applied in every company controlled by EDF group, wherever it has operations, and covers all its own employees as well as those of subcontractors working at EDF facilities or in its offices.

The Group H&S policy is based on a commitment signed by the Chairman and all members of the Executive Committee. The commitment is accom-panied by a roadmap that steers Group entities towards achieving the objectives set. In 2019, the Committee for Corporate Responsibility of the Board of Directors examined the Group’s health and safety record.

The main priority is to eliminate fatal deaths linked to business risks. Since 2014, all fatal accidents are immediately reported to the Chairman and CEO and an in-depth analysis is conducted and presented to the Executive Committee.

Number of fatal accidents linked to business risks

After a year of improvements in 2018, the Group was faced with an increase in fatal accidents in 2019, which mainly occurred during loading and unloading operations but also during work at height and electrical works.

Out of seven deaths in in 2019, three were caused by being crushed, two by electrocution, one by fall from height, and one by the fall of a crane on an employee.

Accordingly, the Executive Committee decided to ask all entities to organise a "time out" on 3 October 2019 to discuss this situation in all teams and define local action to improve the level of prevention. This initiative was led by the Group’s senior executives and also involved a large number of service providers.

Employee and service provider accident frequency rate (LTIR)

In order to have comparable data between Group entities and measure accident rates directly related to the performance of business activities, EDF uses Lost Time Injury Rate (LTIR), an indicator that corresponds to the frequency rate as calculated in the main English-speaking countries. This indicator has been monitored since 2017 and, beginning in 2019, is now disclosed. The 2020 targets for the new health and safety policy are now expressed on the basis of this indicator (EDF LTIR below 1.4 and overall LTIR: EDF + service providers below 1.8).

Overall LTIR

Last Time Injury Rate (LTIR) at EDF group

Employees trained in health and safety in 2019

Developing a strong safety culture is key to making progress in the area of prevention.

Employees are encouraged to train themselves through e-learning, with three courses on offer in 2019:

• a safety culture course developed by the Safety Academy, which was completed by 15,816 employees in 2019;
• a course on preventing absenteeism (17,886 users in 2019);
• a course on preventing addiction (25,224 users in 2019).

EDF’s 2017-2019 employee profit-sharing agreement included a social criterium linked to taking an e-learning course on health and safety, which accounted for 20% of the overall profit-sharing amount. The target of 50,000 employees completing an e-learning course in 2019 was sur-passed, with 58,926 courses completed.

Employee accident severity rate

The accident severity rate corresponds to the number of calendar days lost due to workplace accidents per thousand hours worked⁽¹⁾.

Number of workplace accidents involving at least one lost day

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⁽¹⁾ Lost days are included in the year in which they occur even if the accident happened the previous year.