Universal Registration Document 2022

3.3.3 Equality, diversity and inclusion

In keeping with its responsibility to promote equality, respect for diversity and inclusive values, the EDF group is committed, without overriding the managerial independence of regulated infrastructure operators, 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 and 2022 were extremely busy in all the components of this commitment to equality, diversity and inclusion, and this period was 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, among others, the head of the Diversity, Inclusion and Workplace Performance unit and his team;
• the unanimous signature by the trade-union organisations, of a new 2021- 2025 agreement on gender (M/F) equality and professional equality at EDF.

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. Signing a GEEIS commitment charter, marking the Group’s commitment to combating stereotypes by deploying inclusive artificial intelligence stripped of 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 people’s 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.

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

A new target for female employment

A new Group-wide target for the number of women has been set for 2021, covering all hierarchical levels: 33% in 2026 and 40% in 2030.

2nd 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, Let’s talk 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 4th edition of the Mixed Energy challenge raised awareness among upper secondary schoolgirls about the technical professions in 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.

3rd 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 2022 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.

Results by hierarchical level