Diversity and inclusion, commitment and motivation employees
The EDF ambition in terms of diversity and inclusion combines discrimination prevention actions, partnerships to favor the equal opportunities and awareness and training actions of all its employees.
The Group daily acts to guarantee a management exempted from discrimination. Diversity also participates in the development of the Group according to three stakes: performance (better adapt oneself to one’s context changes), territorial (be like the territories in which the Group acts and managerial (attract and gain loyalty of all the talents and keep a high commitment level).
Extended initiatives, proving a constant commitment
Right from 2005, EDF inscribed diversity in its World Corporate Social Liability Agreement and signed the Diversity Charter the following year. Since 2008, the Group celebrates diversity in May.
In 2010, EDF wrote down a Mark document regarding the religious fact within the Company dedicated to the Top Management referring to the internal as well as to external.
Since 2011, EDF has been implementing actions against the discriminations related to sexual orientation and signed two partnerships: ‘’Energay’’ and ‘’l’Autre Cercle’’. A mark Document dedicated to the respect of the sexual orientations was distributed in 2015 next to the Human Resource branch and next to the Top Management. On December 21st, 2015, the Executive Manager of the Corporate Human Resource signed the LGBT1 Charter of the ‘’Autre Cercle’’.
Right from 2007, trainings to diversity were provided to the managers, within the human resource branch and to the employees and since 2014, the leadership system of references uses a ‘’diversity’’ approach for the Corporate managers.
1 Lesbians, Gays, female and male Bisexual and Transsexual
Promotion of gender professional equality
Holding the professional equality label since it was implemented in 2006, EDF got the GEEIS Label (Gender Equality European & International Standard) in 2014.
A women network exists in France and is developing abroad. First experiments of men involved in professional equality ‘’Happy Men’’ will be launched at the end of 2016.
To attract women in technical business-lines, more than 250 EDF women sponsors deliver their testimonies next to middle-school female students within the framework of a partnership with the association ‘’Elles bougent‘’. Within EDF, mixing regularly progresses, in particular in the technical business-lines. The wage equality is reached for a comparable job and a partnership was signed with the INED (National Institute of the Demographic Studies) to allow the follow-up and the analysis of the wage data.
Integration and coaching of the disabled people
Thanks to the actions implemented since several years in favor to integrate disabled workers, EDF provides the competences of its 3 600 recognised people in the service of EDF, Ltd. and Enedis. Moreover, several companies of the Group of which EDF ltd., Enedis, ES and RTE signed Handicap agreements with the trade-unions, encouraging equality in all the stages of their professional life.
disabled people working for EDF Ltd and Enedis
With the significant increase in the leaving age retirement of its employees EDF has to better apprehend the consequences with a transverse approach of age management (health, professional career, stereotypes, demography…).
EDF carries out a voluntarist policy to welcome apprenticeships mobilising thousands of tutors
(1) EDF produces and sells electricity. It provides its customers with an energy offer, through a contract. Enedis distributes electricity, which means it dispatches it to the final customers. As such, Enedis runs, manages and maintains the French power lines network through which electricity passes.