Diversity Policy at ENGIE
ENGIE’s ambitions for gender equality first took concrete shape in 2008, with the launch of an investigation into the role of women in the Group coordinated by General Management, and the launch of the Women in Networking (WIN) network.
In 2011, we consolidated our ambition when we announced 4 quantified targets for gender equality, marking a real turning point in our policy and action plan. “Monitoring means progress”. Since then, the number of women in the Group has been one of ENGIE’s non-financial indicators. For the period 2015-2020, we have been making a concerted effort to bring more women into the Group’s workforce (an indicator chosen as one of our non-financial indicators), with a target of a 25% female workforce by 2020 (we hit 22% at end of 2017).
This policy has genuinely enabled a real culture of diversity to emerge that is shared by all of the Group’s employees, men and women. It has granted greater visibility to women by encouraging them to contribute to the challenges facing our business. This contribution is made through strategic and structural initiatives like WIN Business, which supplied the Executive Committee with more than 150 plans for new business opportunities for the Group.
Today, ENGIE is the only CAC40 company with a woman at the helm (Isabelle Kocher), and the Group’s Executive Committee of 12 members includes three women (Isabelle Kocher, Judith Hartmann, Ana Busto), making it 25% female.
The Group also boasts one of the best performances in the FortuneGlobal 200 in terms of women on its Board of Directors, with eight female members (50%), and 30% of the Group’s new appointments to management in the Group’s 24 new operational entities in early 2016 were women. In 2017, 38.5% of executive manager appointments were women, and 10 women feature in the Group’s Top 50, accounting for 20%. The Executive Management Committees of our 24 BU have an average diversity rate of 23%.
ENGIE evolves in a world where environmental issues are multiplying. Risks related to climate change, overexploitation of natural resources including water, biodiversity loss and air pollution are central concerns for the Group and the resilience of its activities. Environment is one of the key CSR issues for a leader in the world of energy and energy services like ENGIE.
ENGIE is committed to identifying its impacts on the environment, implementing action plans to avoid, reduce and, if necessary, compensate them while optimally managing the resources at its disposal. The environment covers multiple dimensions such as:
- Climate change, in particular the global warming of the atmosphere and oceans but also the increase in frequency and intensity of extreme climatic events.
- Change in the atmosphere with increased emissions of greenhouse gases.
- The management of water resources whether it is fresh, drinkable or wastewater treatment or wastewater.
- Biodiversity management in different environments or territories potentially impacted by our activities.
- The management of air quality and the issues of green mobility.
- The more general problem of intelligent management of all resources consumed and waste produced for an circular economy.
ENGIE Group is doing more to help overcome the challenges faced by businesses and wider society. Its work is intensifying in three areas: enhanced dialogue with stakeholders in every area of its business, human rights in a globalized economy, and the increased responsibility companies bear towards their upstream (suppliers) and downstream (customers) supply chains. ENGIE considers these issues to be risks that could turn into problems but also, and perhaps more importantly, as opportunities to see our business grow through more responsible and sustainable methods.
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.
The ENGIE Foundation carries out actions in favour of children and young people and supports energy access projects as part of its multi-year programme 2015 - 2020 for an amount of 29 Meur
In 2018-2019, the Foundation monitored 117 projects that reached more than 458,000 beneficiaries