Universal Registration Document 2021

To further develop this approach, EDF conducted an IPSOS survey in early 2021 on the quality of life at work for employees with disabilities. The survey was well-received. with a significant response rate of 66%.

The Group’s commitment to the occupational integration of disabled people is a long-term commitment, but the issues to be addressed are constantly changing. This is for example the issue of digital technology, a priority under EDF’s most recent disability agreements (e-learning “digital accessibility at all stages of a project”).

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.

The situations of parents of children with disabilities are now taken into account in the related rights.

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.

In order to give concrete form to its commitments under the Global CSR Agreement and its Ethics Charter, in 2021 the EDF group addressed the issue of cultural backgrounds, and more specifically racism in the workplace, in a reference document for its managers and HR staff.

Company 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.

The Group has adopted a code of ethics based on three main values: respect, solidarity and responsibility. Through these values, all employees should flourish in the workplace, regardless of their sexual orientation or gender identities.

EDF is a partner of L’Autre Cercle ⁽²⁾ and has been a signatory of the LGBT charter since 2015. It regularly participates in the inter- company perception survey supported by L’Autre Cercle. EDF has also partnered and supported the Energay association ⁽³⁾ since 2010. EDF’s HR staff and managers have been provided since 2015 with guidelines on “Respect for sexual orientations in the workplace”.

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.

The Company has set up a “generation contract” negotiated with the trade unions, which includes commitments for the sustainable integration of young people, for the employment of seniors, and for the transmission of knowledge and skills between generations, as well as a serious game (Secret Cam).

The Group has taken initiatives to encourage employees with health problems to remain at work. Since 2020, EDF has been a partner in the experimental programme “Work and breast cancer in companies and organisations” run by the association “Le Nouvel Institut”.

To implement these policies of inclusion and equal opportunity, EDF has 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”.

The Company trains everyone involved in its recruitment process, using training course on how to “recruit without discrimination”.

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” a serious game completed by 2,324 employees in 2021.