In this area, the Group made a commitment in 2005 through the Group Social Responsibility Agreement of which several sections deal with discrimination, respect for diversity and the promotion of equal opportunities. Particular focus is also placed on these subjects in the Code of Ethics and the Corporate Responsibility commitments.
In 2010, EDF was awarded the Diversity Management Trophy for its innovative practices in consideration of religious faith in the company. In 2012, EDF signed the Parenthood in the Workplace Charter, for which the Group is committed to developing representations associated with parenthood in the workplace and creating a favourable environment for employees with children and for pregnant women in particular.
After 2004 and 2007, the third EDF agreement on professional gender equality was signed on 8 February 2012 by the CGT, CFDT, CFE-CGC and FO trade unions with the emphasis on pay equality amongst other issues. Furthermore, the Group's Corporate Responsibility commitments include a feminisation rate of 30% in the pool of future directors in 2015.
More broadly speaking, various actions are carried out in each unit to encourage gender equality, such as:
EDF is one of the few companies to have obtained the professional equality label, which was first awarded in 2006 and then confirmed in 2008 and 2011. This label demonstrates the example the company sets, identifying it as an organisation that constantly and efficiently works for equality and gender diversity in the workplace.
EDF and ERDF each signed a new agreement for the integration of disabled people for the period 2009-2012. Over the duration of the agreements, EDF and ERDF recruited 635 disabled employees.
Furthermore, EDF and ERDF took on 79 disabled people on work-study placements in 2012, and partnerships were developed with associations such as Tremplin, Arpejeh 1 and FEDEEH 2 to encourage the professional insertion of disabled people.
Elsewhere in the Group, the companies are also committed to facilitating recruitment and adapting workstations. In 2012, Fenice signed an agreement for the employment of disabled people, together with a commitment in terms of recruitment. Électricité de Strasbourg was rewarded at the Diversity Tour de France for its active commitment to disability within the context of its 2010-2012 agreement.
An effective tool for raising awareness internally, disabled sport received particular attention in 2012 as a result of EDF's support for the London Olympic and Paralympic Games.
The EDF Group offers unskilled young people a professional stepping stone.
"For many years, EDF has offered work-study placements," explains Marianne Laigneau, the Group's HR Director. "A solid training route combining theory and practice under the aegis of tutors in a shadow training environment. For young people with few qualifications it is a great opportunity to work their way up."
In 2012, more than 3,600 students on work-study placements joined EDF and ERDF on apprenticeship or professional training contracts, which brings the number of such students to more than 5,700 at the end of 2012. On the other side of the Channel, EDF Energy also relies heavily on apprenticeship. 58 apprentices were recruited in 2012 and a one-year, full-time preparatory "Access to work-study placements" course in engineering was set up.
In France, employees over 56 account for 9.5% of the workforce.
The Group is committed to encouraging employees 55 and over to stay in work and to improving working conditions for seniors. This involves, in particular, developing current representations on work by seniors, encouraging careers development throughout their working lives, facilitating access to training for seniors and better preparing the transition between the end of working life and retirement.
At the end of 2012, more than 590 employees took part in a half-day event to raise awareness of mid-career appraisals and more than 500 interviews were held. The Group in France is preparing to implement the national multi-industry "Generation Contract" agreement in 2013, which will make the commitment of policies to employ young people and seniors more visible.
Taking a closer look