EDF group is 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). The aim is to train and raise the awareness of managers and HR personnel on the subjects of sexism and both moral and sexual harassment.
| Label |
As early as 2016, EDF was the first company to earn the Sexiste, pas notre genre label. |
|---|---|
| Sexism barometer |
With the help of the network ENERGIES mixité!, a new “sexism barometer” was set up in 2021, as part of the #StOpE multi-company initiative, of which EDF has been a member since the beginning. |
| ENERGIES Mixité! network |
The Company acts with the support of the ENERGIES Mixité! network (formerly Energies de femmes) and its more than 4,200 members (1) . |
| Employee training |
An e-learning programme dedicated to the prevention of common sexism was deployed in 2020 and taken by 3,348 employees on e- campus (EDF scope). |
| Training for managers and HR staff | An e-learning tool intended to prevent the risk of sexual harassment was deployed for all target groups (management, HR, staff representatives, medical and social teams and employees) and was completed by 1,378 employees. Similar approaches are being deployed by EDF UK and Luminus on moral and sexual harassment risks prevention. |
|---|
Similar mechanisms have been deployed for domestic violence.
| Support, awareness, assistance, and care for victims | Operational implementation of such measures was carried out in partnership with the Company’s medical and social teams and the FIT, une femme un toit association in particular. EDF has helped, assisted, supported and guided 102 employees who were victims of domestic violence over 2021. Over 366 employees were coached between 2019 and 2021, or 1 woman every 3 days. |
|---|
| Toll-free hotline | A toll-free hotline for all employees of the Company, operating seven days a week, to allow employees to confide in someone and obtain advice on all harassment and discrimination issues; |
|---|---|
| Support team | A support team (with internal and external skills) intervenes in investigations carried out when alerts are reported. |
EDF is strengthening the support systems for parents and family carers, under the “Family Rights” agreement signed in the branch; implementing new rights for family carers (access to a platform of advice and services, additional pay for carer’s leave etc.); creating a parental leave scheme available to both women and men that takes into account the different types of contemporary families; giving parents the option to lengthen their paternity and childcare leave.
EDF is one of the first major French companies to be involved in the professional and social integration of people with disabilities, and is committed to doing so well beyond the legal framework. 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. Framatome in October 2020 and Enedis on 24 March 2021 both began negotiations to renew their agreements for the 2021-2023 period. Its goal is also 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.
| 2019 | 2020 | 2021 | |
| Number of employees with disabilities * | 5,682 | 5,826 | 6,454 |
* The methodology associated with this indicator is described in section 3.6 “Methodology”.
(1) Network of women and men of the EDF group for workplace equality. Created in 2004, it has nearly 4,300 members.
