CONDUCT AN AMBITIOUS

HUMAN RESOURCES POLICY

Historically committed to labor rights, ENGIE intends to support its teams

in the energy transition by conducting an inclusive transformation.

ENSURE HIGH QUALITY

MANAGEMENT-EMPLOYEE DIALOG

In line with its purpose, ENGIE intends

to reach a level of social excellence

commensurate with its environmental

requirements. Moreover, to conduct its

transformation over time, high quality

management-employee dialog is vital.

Thus, in the disposal of EQUANS,

ENGIE’s management established

a clear framework and proposed that

the candidates for the takeover present

their offers to the Group’s European

Works Council, which was a first.

Then, once the buyer had been identified,

under ENGIE’s aegis, an agreement

stipulating employment guarantees

was signed between the Bouygues

management and ENGIE’s European

Works Council.

In the same way, in January 2022,

the Group signed a new agreement

with three world union federations

that established a basis of rights

and social protection common to

all Group employees based on the

French mandatory minimum. It will be

implemented through the “ENGIE Care”

program and will be followed up

as part of an annual Global Forum

(see pages 38-39).

TRAIN EMPLOYEES IN

A DECARBONIZED WORLD

In coordination with its local

stakeholders ENGIE pays particular

attention to the problems of the

industrial and professional transition of

its sites affected by its decarbonization

trajectory ENGIE is more broadly

implementing a strategy of adaptation

and better skills to prepare for the future

encourage the development and retention

of its employees and ensure their

continued employability In order to

plan its mediumterm needs the Group

relies on an indepth inventory of its

available skills and on the projection

of changes in its business lines

Medium Term Business Plan process

This forwardlooking approach gives

it better management of technical

skills and the resources necessary to

its strategy, particularly for the key

business lines of hydrogen, batteries,

biogas and electric mobility. To do this,

ENGIE relies on the ENGIE University

training programs.

The Group also has its world internal

program, the Sustainability Academy,

which aims to make the 4,000 or so

ambassadors involved in the program

key players in the transition to a carbon

neutral economy.

At the same time, ENGIE invests in

apprenticeships as a path to excellence.

In 2020 it formed its Energy Transition

Academy to train 400 young workstudy

apprentices in the new energy business

lines by 2024 Today there are close

to 140 Other initiatives exist in Brazil

the Middle East and Romania where

the Group financed two classes that

allowed 50 young people to enroll in

the Energy For My Job program

2030 objectives

100 of employees trained annually

10 of apprentices in France

ACT TO PROMOTE DIVERSITY

Diversity equity and inclusion are also

priorities for the Group which in 2022

launched its new Diversity Equity and

Inclusion policy called BeU@ENGIE

for Be Yourself Be United Be Unique

To support this new culture, ENGIE

deployed a new leadership model

named “ENGIE Ways Of Leading”

(EWOL). The objectives of this program

that is structured around five leadership

priorities – Safety & Integrity, ONE ENGIE,

Accountability, Trust and Care – are to

guide the individual behavior of leaders

and to put shared values into practice

on a daily basis.

As part of its inclusion policy,

the Group supports apprenticeships

for young people, promotes equality

between men and women fights

against discrimination because of

sexual orientation and is committed to

a proactive disability policy In 2022

the Group which has held the Diversity

label since 2012 continued its progress

with the rollout of the Fiftyfifty

program throughout the Group designed

to create the conditions necessary

to reach professional gender equality

There is also the launch of the Friends

by ENGIE network to promote

the inclusions of LGBT people within

the Group

2030 objectives

4060 female managers

Salary equality between men and

women with a difference of less than

2 in accordance with Egapro index 1

AN AMBITIOUS WORLD AGREEMENT

Health, safety and quality of life in the workplace

Sustainable

employment and

skills development

Respect for fundamental

rights and an active

fight against fraud

and corruption

Gender equality,

diversity and inclusion

1

5

A common basis

of social protection

2

3 4

5

SOCIAL

COMPONENTS

42 - OUR IMPACT