In an environment that is undergoing rapid, far-reaching changes, the human aspect is more than ever a core component of the CAP2030 strategic project, itself a key factor in the Group's performance.
To tackle the industrial and commercial challenges it faces, EDF must remain a socially-responsible and committed employer and a benchmark in terms of its employees' health, professionalism and engagement, by building their skills and fostering greater workforce diversity.
Be a standard-setter in health & safety
The well-being of the women and men in our company and of our contractors is an absolute priority. To achieve this ambition, the Group has set itself two priorities:
- eradicate fatal accidents in the Group, once and for all ;
- protect the health of all of our employees, subcontractors and stakeholders.
In 2015, the EDF Group reasserted its commitment to eliminating work-related fatal accidents among its employees and contractors, and established the following:
- a health & safety strategy committee and regular reporting to monitor progress ;
- "life saving rules", which employees and contractors must know and follow ;
- reporting of hazardous situations and feedback.
In time, changes in our practices will not only eradicate fatal accidents but also reduce the number of accidents in general.
Set an example in gender equality
EDF ensures gender diversity at every level of the company's management and is resolutely committed to the effort to promote women managers to key positions. This commitment relies on making technical professions more attractive for young women and upholding equal opportunity for the women and men in the Group at each step of their career.
Broader initiatives that reflect an unwavering commitment
EDF has held Equal Employment Opportunity Certification since the scheme's inception in 2006, and in 2014 achieved certification to the Gender Equality European & International Standard (GEEIS).
A women's network exists in France and is expanding internationally. An initial trial scheme of "Happy Men" clubs for men committed to equal employment opportunity will be launched in late 2016.
To attract women to technical professions, over 250 EDF women employees give talks to young girls in secondary schools as part of a partnership with the association "Elles bougent". Gender diversity is steadily increasing at EDF, even in the technical professions. Gender pay equality in comparable jobs has been achieved and a partnership has been signed with INED (the French National Demographic Research Institute) for the institute to monitor and analyse data on pay.
Build tomorrow's social ladder
Because people sometimes need a helping hand to achieve their full potential, EDF keeps the social ladder working by helping over 5,000 employees every year obtain a diploma or set up their own business.
across all of our businesses
of the trainees we take on obtain the diploma for which they were studying
EDF banks on its employees' potential by investing in qualifying diploma courses:
- over the last five years, over 1,000 employees have been able to give their career a boost ;
- over 35% of the 35,000 managers in France (at EDF and Enedis) became managers in the course of their career.
For EDF, the social ladder also means helping nearly 100 employees every year to take over or set up a business, each of which in turn creates an average of three jobs outside the Group.
(1) In France, Enedis, independent subsidiary, distributes electricity, which means it dispatches it to the final customers.