EDF_REGISTRATION_DOCUMENT_2017

ENVIRONMENTAL AND SOCIETAL INFORMATION − HUMAN RESOURCES Defining and implementing corporate responsibility

Reasonable diligence measures 3.1.7.2 The question of respect for human rights in each employee’s activity is addressed by awareness-raising and training activities in the form of an e-learning module, available in French and English, as well as in classroom format; for example, project heads and buyers, for whom the e-learning on human rights is actually a prior requirement for going on to the responsible procurement course. The Group takes into account impacts on human rights in its investment screening criteria, and in the support for its projects, particularly when these investments are made in countries considered to be at risk. Respect for human rights by suppliers is part of the responsible procurement approach. For fuel supplies a special mechanism is implemented, particularly for coal and uranium (audits of the mines). Warning and reporting mechanism (5) 3.1.7.3 The Duty of Vigilance law requires the setting up of a whistleblowing system open not just to EDF group employees but also to all people wishing to issue a warning. Warnings concerning violations of human rights will be sent to the Sustainable Development Department, which will deal with them and report on them annually. The subsidiaries also have their own ethical whistleblowing systems (6) . OF ACTION The Sustainable Development 3.1.8.1 Department The Sustainable Development Department reports to the Innovation Strategy Planning Director, a member of the Executive Committee. Its actions are carried in three main areas: contributing to the Group’s strategic transformation by accompanying business ■ lines and projects in specifically taking into account environmental and social issues in their business decisions and conduct; this aspect finds expression in the integration of the six priorities constituting the Corporate Social Responsibility Goals into the process of strategic screening of new projects from the point of view of sustainable development; strengthening and raising the profile of our non-financial performance, in other ■ words assuring the quality of information while at the same time taking into account the expectations of our stakeholders (investors, customers, agencies, NGOs, etc.), and also increasing the visibility of the Group’s contribution to the energy transition; coordinating sustainable development in the Group: corporate coordination of ■ the business lines and subsidiaries through the Sustainable Development Committee, coordination of the dedicated internal networks such as the EMS and the predictive watch networks, coordination of relations and dialogue with external partners. The Sustainable Development Department relies on a Group Sustainable Development Committee composed of representatives appointed by the members of the Executive Committee to provide guidance and monitoring of the Group’s main sustainable development issues; for example, taking climate change into account within the Company, overseeing the Group’s EMS and monitoring the CSR Goals presented to the Shareholders' Meeting in May 2016. It is also a place to share experience and for exchanges between Group businesses. ORGANISATION AND DEPLOYMENT 3.1.8

France and abroad (except for subsidiaries in the regulated sector) as of 30 April 2018. The design of the mechanism was the subject of a series of consultations with the trade union organisations and the institutions representing personnel and of a formal presentation to the CWC on 18 January 2018. Apart from this, some subsidiaries have their own whistleblowing systems, which will remain in place (1) . A system for monitoring the measures 3.1.6.3.5 implemented and evaluating their effectiveness Over the course of 2018, the risk mapping will be completed and the internal control system adapted to prepare the plan implementation dashboard starting in 2019. Apart from this, the worldwide framework agreement on the EDF group’s CSR (2) provides for the presentation of the vigilance plan dashboard at EDF group level in the context of the arrangements for monitoring the agreement. 3.1.7 By reason of its industrial activities and those of its subsidiaries in France and abroad, particularly in carrying out new projects internationally, as well as those of its suppliers, EDF may be exposed directly or indirectly to risks of human rights violations. To identify and control these risks, EDF meets the regulatory requirements applicable to it in France and internationally and has made additional commitments in its policies and in participating in collective initiatives. Furthermore, EDF trains its employees and raises their awareness of the risks associated with human rights, takes reasonable diligence measures at every stage of its projects and by monitoring the activities of its subsidiaries and suppliers. Lastly, it provides for stakeholders to relay information through a whistleblowing system, and reports on any controversies it is likely to face. Policies and commitments on human 3.1.7.1 rights In its Group Sustainable Development Policy of March 2017, EDF reaffirms that it will not tolerate “any human rights violation in any of its activities or suppliers”; to which end it guarantees compliance with the national laws and regulations that concern it: for the whole EDF group and its suppliers, in the framework of the law on the duty of vigilance of parent companies and ordering companies published in 2017 and on the question of forced labour, in the framework of the UK Modern Slavery Act 2015 for its UK subsidiaries EDF Trading and EDF Energy. The policy refers also to the benchmark international standards in this area (3) . EDF has subscribed to the UN Global Compact since 2001 and reached “advanced” level in 2012. At the end of 2017, its subsidiaries EDF Energy, Edison, EDF Luminus and Dalkia also attained the “advanced” level. Other commitments, notably those relating to respect for the fundamental conventions of the ILO have been made by the EDF group in its Ethics Charter and in its CSR Agreement signed in 2009. This agreement also includes the commitment “to comply and ensure compliance” with the fundamental conventions of the ILO in all the companies that it controls, and in particular Conventions 87 and 98 guaranteeing freedom of association and the principles of collective bargaining. In 2012, EDF entered into a collective agreement in China (4) ; EDF China’s trade union Committee (seven members elected for five years) represents EDF China’s employees in accordance with Chinese laws, and also the principles and values of the EDF group. HUMAN RIGHTS

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See for example, for EDF Energy, the “Confidential Reporting of Serious Concerns procedure” open to all employees and to those of its subcontractors. Major projects also have (1) their own complaint channels (Nachtigal Dam in Cameroon: www.nachtigal-hpp.com/index.php/gestion-des-requetes-et-des-plaintes.html). It is to be signed in 2018. (2) The UN Guiding Principles on Business and Human Rights (UNGPs), and the OECD Guidelines for Multinational Enterprises. Furthermore, in its Ethics Charter, the EDF group refers (3) explicitly to the Universal Declaration of Human Rights, the International Labour Organisation (ILO) Conventions guaranteeing the fundamental principles and rights at work and fighting against discrimination, the Declaration on the elimination of all forms of discrimination against women and the Declaration in the rights of the child. Note on the China collective agreement: The collective agreement was implemented in 2013 for employees of our holding company in China. Its main objectives were the (4) continuous improvement of working and employment conditions for employees, and to promote social dialogue. see section 3.1.4.6. « Whistleblowing system». (5) See section 3.1.6.3.4 "A mechanism for issuing warnings and picking up signals relating to the existence or materialisation of risks, established in consultation with the (6) representative trade union organisations in said company".

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EDF I Reference Document 2017