3.3.3.9.4 Details of the allocation as of 31 December 2021
TOTAL EDF GROUP IN THE WORLD 167.157 +1.2 %
FRANCE 133 467 +1,4 %
EUROPE (Outside France) 27.236 -0.1 %
ASIA 802 -2.2 %
AMERICA 5.448 +3.3 %
AFRICA 204 -4.2 %
Further details on the breakdown of the workforce (1)
| By age | 2019 | 2020 | 2021 | |
|---|---|---|---|---|
| Under 25 years old √ | Under 25 years old √
% |
Under 25 years old √ 2019 7% |
Under 25 years old √ 2020 7% |
Under 25 years old √ 2021 7% |
| From 25 to 35 years old √ | From 25 to 35 years old √
% |
From 25 to 35 years old √ 2019 29% |
From 25 to 35 years old √ 2020 28% |
From 25 to 35 years old √ 2021 27% |
| From 36 to 45 years old √ | From 36 to 45 years old √
% |
From 36 to 45 years old √ 2019 26% |
From 36 to 45 years old √ 2020 27% |
From 36 to 45 years old √ 2021 27% |
| From 46 to 55 years old √ | From 46 to 55 years old √
% |
From 46 to 55 years old √ 2019 26% |
From 46 to 55 years old √ 2020 26% |
From 46 to 55 years old √ 2021 26% |
| 56 years old and older √ | 56 years old and older √
% |
56 years old and older √ 2019 12% |
56 years old and older √ 2020 13% |
56 years old and older √ 2021 13% |
| Per category | Per category
|
Per category 2019
|
Per category 2020
|
Per category 2021
|
| Managers | Managers
Number |
Managers 2019 53,095 |
Managers 2020 53,485 |
Managers 2021 55,324 |
| Non-management employees | Non-management employees
Number |
Non-management employees 2019 111,632 |
Non-management employees 2020 111,715 |
Non-management employees 2021 111,833 |
| Worktime | Worktime
|
Worktime 2019
|
Worktime 2020
|
Worktime 2021
|
| Part-time employees | Part-time employees
Number |
Part-time employees 2019 10,389 |
Part-time employees 2020 9,748 |
Part-time employees 2021 9,234 |
√ 2021 indicator subject to reasonable assurance check by Deloitte & Associés.
For gender distribution, see section 3.3.3.1 “Workplace equality”.
The distribution of the workforce reflects a balanced staff, the result of the EDF group’s employment strategy. The proportion of employees under 35 years of age is the result of the Group’s desire to integrate young graduates from work-study programmes and internships. The proportion of managers at the Group level will increase in 2021 due to the significant increase in nuclear engineering hires.
3.3.4 Energy poverty and social innovation
Taking into account the most vulnerable customers is at the heart of the Group’s efforts to ensure a just and inclusive energy transition. It is for this reason that EDF group confirms and renews its commitment to its most vulnerable customers, by increasing the understanding of this diverse, complex reality, implementing support solutions based on public solidarity schemes and specific initiatives.
3.3.4.1 Understanding energy poverty
The first part of EDF’s efforts consists of gaining a better understanding of the complexity of energy insecurity situations to be able to identify more precisely the customers most at risk, with a view to providing them with better support.
(1) The methodology associated with this data is explained in section 3.6 “Methodology”.