EDF was one of the first large French companies involved in the occupational and social integration of disabled people.
In October 1989, EDF signed its first agreement to facilitate the occupational integration of disabled people. The 11th EDF agreement for equal rights and equal opportunity and the occupational integration of disabled people was signed on 13 December 2018 for the 2019-2022 period.
In 2020, several Group companies (Enedis, Framatome) began negotiations to renew their agreements for the 2021-2023 period.
In terms of sports, its goal is to encourage sports for all. In 1992, EDF became a partner of the Fédération française handisport (French Federation of Disability Sports). EDF is also a partner of the 2024 Paralympic Games.
Unit | 2018 | 2019 | 2020 | |
|---|---|---|---|---|
| Number of employees with disabilities* | Number of employees with disabilities *Unit Number | Number of employees with disabilities *2018 5 640 | Number of employees with disabilities *2019 5 682 | Number of employees with disabilities *2020 5 826 |
*The methodology associated with this data is explained in section 3.7.2.3 “Further details on social, environmental and societal data from the Statement of non-financial performance".
EDF pays close attention to the integration of disabled employees throughout their careers. Through EDF’s disability plan, a range of tools has been implemented for employees and managers and special training courses to support, roll out and facilitate this policy.
Group companies in France were involved in the National Disability Employment Week. As part of this, EDF set up two digital disability passports for employees and managers.
In 2020, EDF in the United Kingdom became a signatory of “The Valuable 500”(1) initiative, getting the executives of large companies involved in the employment of disabled people.
In addition to adapting workstations to meet the specific needs of employees, several Group companies in France have introduced schemes, as part of their disability agreements, to provide them with occasional, back-up aid to offset the challenges they face in the workplace. Applications for aid are examined anonymously, in a multidisciplinary framework.
As part of their approved agreements, several Group companies in France have also introduced measures to facilitate the continued employment of disabled employees during the second half or at the end of their careers.
The Group’s commitment to the occupational integration of disabled people is along-term commitment, but the issues to be addressed are constantly changing. For example:
In autumn 2020, Enedis, in partnership with GESAT, launched a “digital regional tour” to provide highly operational support to its units in their efforts to develop purchasing from companies who employ disabled people only (“Secteur du Travail Protégé et Adapté” or STPA) to contribute to the employment of disabled people in the regions. In spring 2020, EDF SA renewed its internal instructions to facilitate purchasing from such companies.
The Group has adopted a code of ethics based on three main values: respect, solidarity and responsibility. Through these values, all employees should feel at ease in the workplace, regardless of their sexual orientation. It is the role of the management team to prevent any situation that violates the law (any homophobic discrimination, harassment, comments or demonstrations).
In that spirit, EDF provided its HR staff and managers with guidelines in 2015 on “Respect for sexual orientations in the workplace”, which was also one of the first guides in France to be directly inspired by situations in the workplace (case studies). EDF is a partner of L’Autre Cercle(2) and has been a signatory of the LGBT charter since 2015. It has also partnered and supported the Energay association(3) since 2010. EDF has also designed, in partnership with Energay, a process to accompany and support transitioning employees within the Group. “Supporting transitioning employees at EDF – Respect for gender identity” guidelines were published in 2019, aimed at managers and HR staff.
EDF is convinced that it will perform better if its employees feel respected, including respect for their personal beliefs, as this will allow them to fully commit to their work teams. The EDF group has been committed to respecting religion in the workplace since 2008, and published a first set of guidelines in 2010 (updated in 2016), setting out guidelines for managers and HR officers to help them understand, analyse and act in compliance with the law. All of these guidelines are designed to prevent discrimination and facilitate the creation of a respectful working environment, that improves team cohesion and the Group’s performance. The guidelines produced “Religion in the workplace” is now a benchmark and are directly inspired by situations in the workplace (case studies).
To support and implement these policies of inclusion and equal opportunity, EDF has gradually produced educational and training materials for its entire workforce, whilst still providing managers and HR staff with more targeted materials. For example, in 2018, Enedis(4) published a set of guidelines called “Deciding without discrimination” aimed at its managers and HR staff.
To raise employee awareness of diversity and encourage new inclusive practices and methods of organisation, the Group has launched a digital training programme called “Together in Diversity” based on a serious game mechanism. EDF SA, for example, has made the commitment to use that programme to train its managers.
It also trains everyone involved in its recruitment process, using a digital training course that includes a specific module on how to “recruit without discrimination”. EDF also provides awareness-raising materials in short, fun formats to allow employees to take action to create a caring, respectful and inclusive environment. For example: “Sexism, not our thing” anti-sexism kits to be used as part of the systematic Health and Safety ritual at the beginning of each team meeting; three Serious Games, developed in partnership with the Conservatoire National des Arts et Métiers Pays de la Loire covering intergenerational issues, gender equality in the workplace and cultural diversity.
(2) L’Autre Cercle is an LGBT (Lesbian Gay Bi and Trans) association combating discrimination in the workplace.www.autrecercle.org
(3) Energay is the LGBT association for the electric and gas industries and their friends. www.energay.org Network operator, independently managed.
(4) Network operator, independently managed.
