Establishing constructive and transparent dialogue with stakeholders, and representatives of organised civil society in particular, is a prerequisite for success in all of ENGIE’s development plans.

On a corporate level, ENGIE Group is developing a human resources strategy that aims to achieve best practices and is committed to continuous improvement. The policy is based on constructive and transparent industrial dialogue, as can be seen through the collective bargaining agreements which are regularly signed with organisations that represent our employees.

This HR policy sets out to recruit, train, and foster the loyalty of our employees, making sure we obtain real diversity by improving the inclusion of the most vulnerable and minorities, and guaranteeing a good quality of life in the workplace for all of our people, male and female.

This HR policy includes a Health & Safety policy committed to excellence.

While the health and safety of the Group’s employees and subcontractors is an absolute priority, the safety of our facilities is also a fundamental priority for the Group, not only for our own facilities but for all of those we run without necessarily owning them.

The increasing role digital technology plays in the work of the Group and the wider world means that we are enhancing cybersecurity in everything we do. The more stringent requirements for the protection of personal data, especially that of our customers, has led the Group to bolster its data protection processes and rules.

As for wider society, ENGIE Group is making  stakeholder dialogued the keystone of its project management and business strategy, with a view to creating sustainable, shared value. This dialogue is the basis of ENGIE's societal policy (being able to download the societal policy) and is based on a structured approach that has been tried and tested in the field, benefitting from feedback from past experience.

The dialogue is founded on an understanding of and respect for local communities, their culture, working conditions, and salaries, as well as any issues arising from compliance with fundamental Human Rights.

Aware of our size and the importance of our work, wherever we do it, the Group has decided to improve how it measures and tracks the socio-economic impact of our work, so that we can better understand our ecosystem and sphere of influence and share this analysis in total transparency, and do business more responsibly.

Amongst the Group’s key concerns for wider society, issues with energy poverty and access to sustainable energy more generally in communities with poor connections to the energy grid, or that are just too isolated to properly benefit, occupy an important place. ENGIE has developed a social impact fund, ENGIE Rassembleurs d’Energies, which boasted €50m as of the end of 2017. Its role is to invest in projects setting out to give sufficient and lasting access to electricity for communities without access to energy in developing countries.

ENGIE has developed a social impact fund, ENGIE Rassembleurs d'Energies, endowed with 50 million euros at the end of 2017, whose mission is to invest in projects that aim to provide sufficient and sustainable access to electricity for currently unserved populations in developing countries.

As part of the Energy Volunteers Program (EVP), the Group is also mobilising its own employees, encouraging them to invest their time as volunteers on humanitarian programmes and initiatives, working on the ground as impartial volunteers, embodying ENGIE’s values of solidarity with the most vulnerable members of society. The ENGIE Foundation is also expanding its work in patronage, mutual support, and funding for social and humanitarian projects that play a de facto role in the Group’s general CSR policy.

Finally, the ENGIE Foundation develops patronage, mutual aid and financing actions with a social or cultural vocation. The Group's global policy in this area.