This trend is set to continue, as the percentage of women in the Group’s workforce has continued to increase at a fairly steady pace, reaching 25.8% at the end of 2020 (+1 point/2019). Likewise, in December 2020, the Board of Directors adopted a gender balance policy for management bodies, implementing the goals of the"Ambition Mixité" (destination diversity) plan for EDF SA, setting as a target that 30% of executives and future executives should be women by 2025 (see section 4.2.1 “Composition of the Board of Directors”).
Unit | 2018 | 2019 | 2020 | |
---|---|---|---|---|
Male workforce √ | Male workforce √UnitNumber | Male workforce √2018124,889 | Male workforce √2019123,815 | Male workforce √2020122,578 |
Female workforce √ | Female workforce √UnitNumber | Female workforce √201840,901 | Female workforce √201940,912 | Female workforce √202042,622 |
Male managers | Male managers UnitNumber | Male managers 201837,888 | Male managers 201938,097 | Male managers 202038,084 |
Female managers | Female managers UnitNumber | Female managers 201814,478 | Female managers 201914,999 | Female managers 202015,401 |
Percentage of women at managerial level* | Percentage of women at managerial level *Unit% | Percentage of women at managerial level *201835% | Percentage of women at managerial level *201937% | Percentage of women at managerial level *202036.1%
|
* This percentage represents the number of women in managerial positions/the number of female employees.
√ 2020 indicator subject to reasonable assurance check by KPMG SA.
25% of the EDF group’s workforce is currently female (30.4% at EDF), which places it in the top half of the main French industrial groups. Although the increase in this rate has slowed slightly in recent years (impact of the “15 years, 3 children” measure, reduction in the number of new hires, now mainly needed in technical professions), it is still increasing at double the average rate recorded for French companies, for all sectors combined(2).
Even if the number of women in technical professions has tripled since 2002, the Company remains committed, as part of the Group’s Ambition Mixité (destination diversity) plan, to ensuring that:
EDF strives to guarantee equal access to professional and promotional training, through, for example, a scheme to cover additional childcare costs for parents undergoing training, with a view to securing comparable career paths for women and men.
Steady progress has been made in recent years with its attempts to break the “glass ceiling” effect:
For executive positions, succession plans always include male and female candidates. In addition, schemes (such as TALENTS 2.0) help identify a more diverse range of talent, at all stages of the career path.
EDF was the first company to obtain the “sexiste, pas notre genre” anti-sexism certification in 2016, constituting a recognition by the French government of its commitment. With the support of the “Énergie de Femmes” network (almost 4,000 members), the Company provides training and increases awareness on these subjects through various tools:
With its Workplace Equality Game, EDF is the first company in France to develop a learning experience on workplace equality for managers, inspired by escape games. It supplements a digital training tool called “Vivre ensemble la diversité” (experiencing diversity together) available to all employees and managers, designed as a serious game, which trains teams on potential bias and the potential impacts of stereotypes in their decision-making and inter-professional relations (including issues of everyday sexism and gender-based discrimination).
EDF is also committed to preventing and combating all forms of violence against women, in the workplace (sexism, harassment) and also domestic and family violence (support, guidance and job retention). A pioneer in this area, EDF’s efforts have received regular recognition over the past few months and were also emphasised at the most recent Grenelle summit on violence against women run by the Government. Through these schemes, EDF has helped, assisted, supported and guided 120 employees who were victims of domestic violence over 2020.
EDF strengthened its parenting support measures in 2019, mainly by:
These measures were further strengthened in 2020 by a supplemental agreement to the branch-level collective bargaining agreement governing the family rights of employees, mainly to take into account the special position of single-parent families and the specific needs of parents of disabled children.
(1) The methodology associated with this data is explained in section 3.7.2.3 “Further details on other environmental, social and societal data included in the non-financial performance statement”.
(2) Source: DARES.