3.3.3.1.5 Diversity & inclusion, Equal access to employment for women and men

The EDF group is committed to gender diversity and equality in the workplace, fora diverse and inclusive environment reflecting all types of differences.

Gender equality in the workplace at the heart of the Group’s actions

Through the CSRGs, the global CSR agreement and its code of ethics, EDF takesconcrete action, measures the progress made and sets targets for gender equalityin the workplace. 2019 was marked by: the publication of the first gender equalityindex on 1 March 2019 (with a score of 80/100) and the continuation of the workcarried out since 2015 with the Institut national d’études démographiques(National Institute for Demographic Studies or INED) to identify the sources of thegender pay gap in the Company and take action to remove them; the renewal byBureau Veritas of the international GEEIS certification for the Group; thedistribution of two sets of guidelines on how to prevent and combat sexualharassment and bullying aimed at managers and HR staff, supplemented byeducational kits for all employees; the renewal of the awareness-raising andtraining materials to prevent and combat sexist behaviour in the workplace (sexismkits, creation of a sexism e-learning course in collaboration with Paris VIIIUniversity); the implementation of a support initiative for employees who are thevictim of domestic or family violence and, in partnership with the association FIT,une femme un toît, training for those responsible for providing the support (HRstaff, employee representatives, medical and social teams,⁽¹⁾ etc.); and enhancedsupport for parents and carers (parental leave, CESU service vouchers, familyallowance, family carer leave, marriage or civil partnership bonus) introduced inthe agreement on the development of Family Rights in the EGI branch dated15 December 2017.

A Group-wide goal for 2023

In 2019, the Group decided to set a goal for achieving gender diversity, throughthe Executive Committee, involving three major commitments designed to breakthe “glass ceiling” preventing female managers from sitting on ManagementCommittees and reaching an executive level. The following targets were set: 28%of the members of the Management Committees should be female by 2023(27.3% by the end of 2019), 28% of executives and future executives should befemale by 2030 and enhanced gender parity on the boards of Directors of theGroup’s subsidiaries, with 40% of the Directors appointed by EDF being female(see section 4.2.1 “Members of the Board of Directors – Proportion of women onEDF group governing bodies”).

Increased diversity in science, digital technology and innovation

The aim is to encourage women in our technical professions (Elles bougent,Fem’Energia, Women in energy transition, women@numerique), train femaleemployees in the emerging digital and cyber professions, and implement internalinnovation schemes (PULSE, Let’s Talk Energy, the Y Project) that take into accountgender diversity.

Increased diversity in the representation of the Group

The aim is to organise a gender-diverse team to speak on behalf of the Group,sign the #jamaissanselle charter, and ensure “gender-fair” communicationsmeasured externally.

Clear progress

Since 2014, the EDF group and some of its subsidiaries have decided to apply foran international certification (GEEIS certification) to assess the quality andrelevance of their commitments to gender diversity and equality in the workplace.The certification was successfully renewed in 2019 and, for the very first time, itwas extended to all the Group’s other fields of action in terms of diversity andinclusion. In France, the implementation of a gender equality index becamemandatory for all companies with more than 50 employees in 2019, and all Groupsubsidiaries with more than 250 employees were required to publish this index forthe first time in 2019.

Main results of Group entities based on the gender equality index⁽²⁾ :

The Group’s goal is to ensure that all of its subsidiaries score over 75 points by2021, regardless of when they are first required to publish their results. EDF aimsto reach 90 points by 2020. 24.8% of the EDF group’s workforce is currentlyfemale (30.5% at EDF), which places it in the top half of the main Frenchindustrial groups. Although the increase in this rate has slowed slightly in recentyears (impact of the “15 years, 3 children” conditions, reduction in the number ofnew hires, now mainly needed in technical professions), it is still increasing atdouble the average rate recorded for French companies, for all sectors combined(DARES). Structurally, EDF is still marked by insufficient gender diversity (15% ofprofessions are diverse) even though the number of women holding technical jobshas tripled since 2002.

EDF, a company with a responsible attitude to its employees (CSRG no.2) (see 3.3.3.1)

Gender balance index : percentage of women in the ManagementCommittees of the Group's entities

• Target 2023: 28%
• 2019 :27.3%
• 2018: 26.3%
• 2017: ND

Key non-financial performance indicator (see concordance table with the non-financial performance statement in section 8.5.4). The scope and methodology of this indicator are set out in section 3.4 "Indicators and methodology". This indicator refers to key stake no. 13 "Equal opportunities" described in section 3.6.2 "Description of key stakes in the materiality matrix ".

In order to move forward with this issue, EDF’s aim, as part of the Group’s goal forachieving gender diversity decided by the Executive Committee in November 2019,is that: i) each relevant entity should develop a programme to include youngwomen in STEMs (Science, Technology, Engineering, Mathematics), ii) more andmore women should be supported each year in training for digital professions, andiii) each innovation scheme set up by the Group or its entities should have agender diversity component and provide the resources to achieve it.

(1) Gender Equality European and International Standard.
(2) Subsidiaries with fewer than 250 employees but more than 50 employees will need to publish their scores for the first time in March 2020.