For EDF, diversity in business is a source of richness and a lever for collective performance, like our society. 
This is why the EDF group is vigilant in promoting an ever more inclusive work environment. For several years, it has been pursuing an active policy of combating all forms of discrimination: sex, age, origin, disability, sexual orientation, religious beliefs, etc. 
Furthermore, numerous concrete actions and commitments are put in place to guarantee respect for employees, their dignity and their integrity, at the heart of the Group's values, its ethical charter, and its Gender Equality agreements. 
And we are proud to have unique people within our teams who are experts in their field.

EDF also supports Energay**, the association of Lesbian, Gay, Bi and Trans employees and retirees (and their friends) of the Electric and Gas Industries, the EDF group, the ENGIE group and their subsidiaries. 

Furthermore, an awareness and training system is available to employees through e-learning on respecting sexual orientations and an information leaflet on this same subject has been produced. 

Also, from 2017, the branch agreement on family rights took care of: 

• renovate bonuses and special leave for family events, aligning them for all forms of union (marriage, civil partnership);
• integrate the notion of “second parent”. Employees with at least one child who meet one of the following conditions are thus considered “parent employees” for the application of rights relating to the reconciliation of working hours:
  • For whom a parentage link is established, namely the legitimate, natural or adopted child; 
  • For whom no parentage link can be established but whose presence in the home is permanent or preponderant. 

Since 2018, the Group has expanded its commitment by creating the spring of diversity. For one month, each employee can get involved, get information and exchange ideas in their workplace. In 2023, the spring of diversity 2023 will offer thematic weeks on the evolution of the rights of LGBT+ people in the world, good practices for supporting parenthood and reconciling life time, sport & disability or even issue of racism on a daily basis. 

Likewise, the 5th agreement relating to professional equality between men and women at EDF SA, signed unanimously with social organizations on December 3, 2021, also addresses the issue of supporting employees in transition (respect gender identity). Based on a guide for managers and HR, the agreement recalls all the measures that the company can put in place to support and support employees with transidentity.

Remember that 1 in 10 women will be victims of domestic violence during their lifetime. 
EDF is naturally committed to the fight against domestic violence, aware that it is necessary to raise awareness, train, support and direct employee victims towards suitable organizations, without replacing specialized associations.

• Signature by 14 large groups including EDF and an employers' organization of a charter against domestic violence initiated by the Fondation Agir Contre les Exclusions (FACE) and the Kering Foundation. 
• Partnership with the association “FIT, a woman, a roof” and its President Séverine LEMIERE from 2016 
• Partner of the #aidetacollegue awareness campaign, whose official godmother is Blandine METAYER. Initiated by Jacques Lambert, writer and founder of web TV webscran, this campaign aims to raise awareness among company employees about domestic violence suffered by their work colleagues because they can be the first witnesses to it on a daily basis.