In 2021, while continuing to give priority to the employability of its employees and targeting its hiring to profiles not available through internal mobility, EDF has continued its commitments on recruitment volumes, the inclusion of young people and people with disabilities, and adding more women to its businesses. The Group has also reinvented itself with more digital and more innovative tools.
| Technical and digital industrial skill needs | To meet the need for excellence in industrial, technical and digital skills (see in particular section 3.4.3.2.1 “The Excell plan”), EDF’s hiring in 2021 prioritised recruiting in technical, IS, high-voltage, rare or developing professions. These include mechanical maintenance technicians, electrical maintenance technicians, electrical project engineers, design office technicians, contract managers, welders, and data scientists. |
|---|---|
| Co-hiring | The Company is setting up joint hiring between two departments, mainly in production and nuclear engineering. As soon as the candidate arrives, they are given insight into the next job, so as to be able to follow a dual course of study (engineering/research) and operational implementation (operation-maintenance). |
| Prioritisation in technical professions | 2021 |
|---|---|
|
Percentage of young graduates recruited through work-study programmes |
23% |
|
Percentage of young graduates recruited from end-of-study internships |
6% |
|
Share of experienced technicians and engineers among hires |
40% |
Thanks to the Group’s determined efforts to promote the participation of women in technical professions, industry is also a female field. EDF has launched the “Co-developing industry for women” campaign (see section 3.5.4.8 “Responsible communication”).
| Women’s Energy In Transition Award | For the past three years, Dalkia has organised the Women’s Energy In Transition award, which provides financial support to female students and working professionals, with the aim of encouraging women to join training programmes or technical professions related to the energy transition. |
|---|
| Recruitment of women in technical professions (EDF) | 2020 | 2021 |
|---|---|---|
|
Total number of hires in technical professions |
671 | 1,219 |
|
Share of women among hires in technical professions |
16% | 17% |
|
Total number of hires in the information systems business units |
113 | 159 |
|
Share of women among hires in information systems professions |
31% | 21% |
| Key element of the Group’s sourcing and human ambition | EDF has made work-study programmes and end-of-study internships a key component of its skills sourcing and “human ambition”, meaning that more than one out of every 100 work-study students in France is trained by the Group. |
|---|---|
| "# 1jeune 1 solution" (a young person/a solution) | 6,800 work-study students, including 4,000 for the class of 2021-2022, as well as 3,500 interns. |
| Promoting work-study programmes in hiring | 2021 |
|---|---|
|
Number of work-study students |
3,518 |
|
Number of interns received |
1,727 |
|
Percentage of young graduates recruited through work-study programmes or internships (%) |
40 |
Helping young people find employment remains one of the Group’s priorities. For many years, the Group has been working for a more inclusive economy, especially for young people.
| Priority neighbourhoods and revitalised rural areas | EDF is committed to bringing in young people who are far from employment and those who come from Priority Urban Neighbourhoods and Revitalised Rural Zones. |
|---|---|
| “From the stadium to a job by 2024” | New recruitment methods in line with the values of the EDF group make it easier for people who are far from employment to enter the job market. |
