Universal Registration Document 2021

3.3.2.4.6 2021 Results

Whistleblowing results are consolidated and included in the annual ethics & compliance report submitted to the Executive Committee and presented to the EDF Board of Directors’ Governance & Corporate Responsibility Committee. The Group Ethics and Compliance Department has consolidated all admissible reports submitted in 2021 within the Group (via the Group system or any other channel). 247 admissible reports were recorded (including 39 via the Group whistleblowing system). 157 were about incidents occurring in France and 90 related to incidents abroad. 95 related to EDF and 152 to Group subsidiaries. 47% of cases reported relates to harassment/discrimination. In 2021, 71% of the alerts handled were sufficiently detailed to result in corrective action or disciplinary sanctions (in particular, 14 dismissals following proven acts of harassment-discrimination). In 33% of the cases where the facts were not proven, action to improve the relevant processes was still taken.

3.3.3 Equality, diversity and inclusion ⁽¹⁾

In keeping with its responsibility to promote equality, respect for diversity and inclusive values, the EDF group is committed to developing concrete action to promote equality in the workplace and occupational and social integration for disabled people, combating sexism, violence and all forms of discrimination and developing support for parents. As a socially responsible employer, the Group is committed to maintaining and perfecting a high level of social dialogue and strives to secure the skills required for the Group’s business lines over the long term, by integrating all aspects of sustainable development into its operations and projects and giving employees an opportunity to develop their employability throughout their careers.

2021 has been extremely busy in terms of all the components of this commitment to equality, diversity and inclusion, and has been particularly marked by a heightened ambition towards gender diversity, including the adopting of targets for the number of women at all levels of the Company, with support from the head of the Diversity, Inclusion and Workplace Performance unit and his team.

The EDF group and some of its subsidiaries have decided to apply for an international certification (GEEIS certification renewable every four years) to assess the quality and relevance of their commitments to gender diversity and equality in the workplace. The certification was successfully renewed in 2019 and, for the very first time, it was extended to all the Group’s other fields of action in terms of diversity and inclusion. The signing of a GEEIS commitment charter marks the Group’s commitment to fight stereotypes by deploying inclusive artificial intelligence without gender stereotypes in all business processes and environments.

3.3.3.1 Workplace equality

As part of its CSR commitments, the Global CSR Agreement and its Ethics Charter, the EDF group is committed to and sets objectives for professional equality between women and men, measures the progress made, and deploys appropriate actions. Since 2015, the Group has been acting to promote equality and equity between women and men at all levels of the Company. The EDF group’s professional equality policy is based on principles such as equal treatment of women and men throughout their professional lives; condemning any behaviour or practice that discriminates against employees; and EDF’s contribution to changing attitudes.

3.3.3.1.1 Reinforcing the Group’s commitment

In 2021, EDF’s Executive Committee decided to strengthen the Company’s gender diversity ambitions, which were formalised at the Group level in 2019. The Group’s gender diversity ambition is being implemented in three areas.

1^st area: Break the glass ceiling, at all hierarchical levels

2^nd area: Inspire interest in technical and digital professions

EDF aims at developing gender diversity in science, digital technology and innovation, mainly by: continuing to increase awareness among young women of scientific, technical and digital careers thus encouraging more women to take up careers in the digital professions, and improving the integration of gender diversity in the Group’s innovation systems (EDF Pulse, Parlons Énergies (Let’s talk about energy), Project Y etc.). each relevant entity develops a programme to include young women in STEMs (Science, Technology, Engineering, Mathematics). For more about bringing women into technical occupations, see section 3.3.3.8.3 “Recruitment priorities”.

The 3rd edition of the Mixed Energy challenge raised awareness among high school girls about the technical professions of energy and helped them discover new career opportunities. Sponsored by women from various EDF entities (Dalkia, Enedis, Citelum, etc.), a discussion was held on the stereotypes associated with technical professions.

3^rd area: Guarantee non-sexist communication, promoting balanced M/F representation

EDF group is aiming at developing gender diversity in internal and external representation of the Group, mainly by encouraging women to take part in the Group’s public interventions (EDF is a signatory of the #jamaissanselle (#neverwithouther) charter).

3.3.3.1.2 2021 Performance

The results concern the proportion of women in the Group’s workforce as a whole, in the executive category (managers) and on Management Committees.

(1) Social dialogue is attached to this family of issues, but its development is located within the section "CSR Governance", in section 3.5.3 "Social dialogue".