Promoting our cultural diversity and working together on our corporate purpose
25 languages spoken by our employees in the Group
ENGIE’s wide range of nationalities is a great source of diversity and incites openness and mutual respect. This cultural diversity ensures that there are many points of view, which helps in developing comprehensive solutions and product offers that are suited to all people, everywhere, using local resources! Like in Brazil, the Group’s second largest market for which we offer a growing range of services, on top of electricity generation. Or Africa, where the key challenge is to provide electricity continent-wide, ensuring access to energy for everyone. As Africa is also a highly diverse continent, we consider a local approach in every country, to build strong partnerships and sustainable relationships with our customers, and with institutions, investors, etc.
How do diversity and corporate purpose tie in?
“Accelerating the transition to a carbon-neutral economy through reduced energy consumption and more environmentally-friendly solutions.” That is our corporate purpose. Its societal and transgenerational ambition is such that each and every one of us must make it our concern, by applying our own energy and skills. That is why diversity is an essential component of our corporate purpose, because a more equal workforce ensures that our employees are more engaged in the project, because supporting the younger generations through employment, training and integration measures is likely to encourage solutions for clean energy production, because paying attention to differences – people with disabilities, the LGBT community, etc. – and developing solidarity are ways to involve more people in our plan for a low-carbon economy.
Promoting gender equality at work
50% of ENGIE’s managers will be women in 2030
In 2020, 24% of Group managerial positions were occupied by women and we are certain that this gender parity goal for 2030 will make ENGIE even stronger when it comes to meeting the challenges of the energy transition. In concrete terms, we are stepping up our initiatives to attract women – from the younger and older generations – to increase the number of women in all professions, and to promote gender equality in our recruitment processes. One such example is our “fifty-fifty” programme, which aims to create the right conditions in each of our Business Units to achieve managerial gender parity. Another is our partnership with the association “Elles bougent”, which raises awareness of engineering and technical training opportunities for middle and high school pupils and students.
And to find out more about ENGIE’s commitment to gender equality…
Encouraging intergenerational diversity and youth integration
10% of people on work/study contracts in the Group’s European workforce in 2030
For ENGIE, the work/study programme is the best way to improve young people’s skills and develop their desire to learn and become operational quickly. More than an apprenticeship, it is an immersion in Group life and culture, with professional and personal dialogue between trainee and tutor. The programme also empowers the tutor, who oversees the young person’s skills development and passes on their knowledge and experience. The young person can also offer their vision of a more ambitious world as it undergoes the low-carbon transition. For all these reasons, we are stepping up our work/study programme Group-wide in France to achieve 10% by the end of 2021 (compared with 7% at the end of 2020*). An ambition we aim to mirror at European level in 2030.
Find out more here:
Improving the inclusion of workers with disabilities in the company
4% of persons with disabilities employed by ENGIE in France
This is more than the average rate in French companies (3.5%) and, ultimately, the Group aims to employ 6% of workers with disabilities. We have also set a target of 3% of our young people on work/study contracts with disabilities by the end of the year (compared with 1.5% in 2020), because over half these contracts result in recruitment. In terms of the financial and human elements of our support for disability, we devote an average of €3 million a year and have over twenty Disability Representatives with added local support. When it comes to recruitment, integration, support and job retention, we implement concrete measures to ensure better integration for people who bring their different skills and outlooks to the Group, particularly regarding accessibility issues.
Strengthening the Group’s commitment and solidarity worldwide
Almost 8 million euros in annual donations to the ENGIE Foundation until 2025
For 28 years, the ENGIE Foundation has been funding charitable actions to “give a chance to those with none”. Because young people are the key to the future of tomorrow’s world - a more environmentally-friendly, carbon-neutral world - the ENGIE Foundation takes action in every country in which the Group operates to improve access to education, sport and culture for everyone, to boost integration through work, to help fight poverty, and to ensure access to energy and essential goods for everyone. And, of course, to help protect biodiversity. The ENGIE Foundation also supports projects with emergency missions, such as the health crisis caused by the Covid-19 pandemic in 2020: help for over 200 healthcare facilities in France, Belgium, Africa and Brazil; 800 computers provided to help young people in France and Belgium to continue their education; over 10,000 French families given food aid…
Discover our Foundation:
* twice the legal rate of 6% for companies with over 250 employees (in France).