The amount of STPA procurement is €12.57 million for EDF, and €14.2 million for Enedis in 2022. In the same year, EDF, in partnership with GESAT, organised several digital meetings dedicated to STPA procurement, targeted to its Procurement Department and specifiers. EDF also organised a trade fair on responsible procurement in October 2022 to bring together major companies and STPA service providers. A STPA Purchasing Guide has been added to the collection of tools for developing relationships with contractors employing disabled workers only (1).
In order to give concrete form to its commitments under the Global CSR Agreement and its Ethics Charter, the EDF group has addressed the issue of cultural backgrounds, and more specifically racism in the workplace, in a reference document for its managers and HR staff.
The Company will perform better if its employees feel respected, including respect for their personal beliefs, as this will allow them to fully commit their skills 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 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 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.
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 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 “Vivre ensemble la diversité” (“Experiencing Diversity Together”), a serious game completed by 1,708 employees in 2022 (making an aggregate 16,155 employees since it went online).
The skills development policy “Groupe France”, updated in 2022, aims to boost the transformation of training and professionalisation practices with a view to securing the skills of the Group’s businesses over the long term, in the context of the development of new nuclear power. The goal is to implement a shift from training and employment management to skills management, and to set in stone the acquisition of learning as part of a learning organisation.
The financial investment contracted throughout the Group was more than €516 million in 2022, enabling us to provide a volume of nearly 6.5 million hours, ensuring access to training or professionalisation resources.
| 2020 | 2021 | 2022 | |
|---|---|---|---|
| Share of employees who benefited from a skills development action (rate of access to training, in %) | Share of employees who benefited from a skills development action (rate of access to training, in %) 2020 71 |
Share of employees who benefited from a skills development action (rate of access to training, in %) 2021 79 |
Share of employees who benefited from a skills development action (rate of access to training, in %) 2022 79 |
| Number of skills development hours | Number of skills development hours 2020 4,735,240 |
Number of skills development hours 2021 5,948,618 |
Number of skills development hours 2022 6,453,195 |
| Number of skills development hours per employee in the workforce | Number of skills development hours per employee in the workforce 2020 29 |
Number of skills development hours per employee in the workforce 2021 36 |
Number of skills development hours per employee in the workforce 2022 37 |
| Number of skills development hours per trained employee | Number of skills development hours per trained employee 2020 40 |
Number of skills development hours per trained employee 2021 45 |
Number of skills development hours per trained employee 2022 48 |
| Employees who have taken part in a skills development initiative | Employees who have taken part in a skills development initiative 2020 117,341 |
Employees who have taken part in a skills development initiative 2021 132,018 |
Employees who have taken part in a skills development initiative 2022 134,683 |
| Number of employees who have not taken part in a skills development initiative for 3 or more years | Number of employees who have not taken part in a skills development initiative for 3 or more years 2020 5,907 |
Number of employees who have not taken part in a skills development initiative for 3 or more years 2021 7,420 |
Number of employees who have not taken part in a skills development initiative for 3 or more years 2022 8,113 |
| Number of employees who attended Group Campus training | Number of employees who attended Group Campus training 2020 40,290 |
Number of employees who attended Group Campus training 2021 56,800 |
Number of employees who attended Group Campus training 2022 92,095 |
The acceleration in the deployment of the new educational methods set out under the Group’s policy was further boosted following the impact of the pandemic. The increase in the use of distance learning based on digital resources has made it possible to develop access to e-learning modules and also to convert face-to-face sessions into remote virtual classes, using new dedicated digital tools. At the same time, courses that combine different teaching methods for modules grouped
together in a curriculum are tending to become the norm (so-called “blended learning” courses).
119,835 Group employees were trained using these procedures, and 27% of training hours were consumed in “digital learning” (2) (figures for EDF) chiefly via in- house training platforms, but also via external resources.
(1) See also in section 3.4.2.3.1 “Share of local purchasing":"Solidarity-based purchasing”.
(2) EDF figures: Digital Learning: Includes digital methods of developing skills, whether they are e-learning modules integrated into courses, virtual classes, methods using virtual or augmented reality, MOOCs or serious games, or sometimes even digital methods integrated into face-to-face sessions.
