CONSIDER THE SOCIAL IMPACTS
OF THE ENERGY TRANSITION
In line with its purpose, ENGIE is developing the principles of a just transition to anticipate the social
consequences inevitably caused by the transition to a decarbonized economy.
CHILE
In Chile ENGIE has implemented
a plan to transform its operations
in consultation with the Chilean
government unions and local
organizations It provides for
the development of 2GW of
renewable energy capacities
and the end of the coalbased
electrical production units
by2025 The closing of the
sixcoalfired plants is scheduled
for 2025 with the conversion
of the three newest sites to gas
orbiomass
The first two units were converted
without any complication
INCLUDE EMPLOYEES
IN THE TRANSITION PROCESS
At ENGIE, employee dialog includes
consultation practices to allow employee
representatives to influence decisions
at each stage of the Group’s reorganization.
This innovative process is implemented
over the entire territory with the unions
and regional public authorities.
In accordance with its commitments,
in 2022 ENGIE signed an agreement
with three world union federations and
four of the Group’s union organizations.
In this way, it reaffirmed its commitment
to respect international standards on
labor and human rights.
ENSURE A COMMON SOCIAL
PROTECTION BASE
In 2020, the Group rolled out the world
social protection program “ENGIE Care.”
Designed with the international union
federations, it protects employees
against the hazards of life. “ENGIE Care”
will be expanded in 2023 (14-week
maternity leave, minimum four-week
paternity leave, payment of a minimum
benefit of 12 months of salary in the
event of total disability).
DEFINE A TRAINING AND
DEVELOPMENT PLAN FOR ALL
The Group’s reorganization involves
abandoning certain sectors as well
as the appearance of new industries;
this implies a profound change in its
business lines and the appearance of
personnel shortages in some activities.
This is why ENGIE is pursuing
a strategy to transfer expertise along
three vectors: early management
of skills; stronger internal mobility;
and professional training goals for all
employees. Different training programs
are developed by ENGIE University
to meet this need.
THERMAL BUSINESS LINE
The Flex Gen & Retail GBU has defined
an ambitious roadmap to a greener
portfolio. A process is under way,
thanks to the “ExpAND”
(1)
program,
to identify experts in the thermal
sector internally in order to train them
in the challenges of energy storage
using hydrogen or batteries.
(1) ExpAND: Group community of experts
program
RESPONSIBLY MANAGE
RESTRUCTURING
ENGIE has set a goal of withdrawing
from coal in 2025 in continental Europe
and in 2027 worldwide. Committed
to a just transition, the Group prioritizes
the closing and reconversion of
the power plants with assistance in
the transition from all stakeholders.
If this is impossible, ENGIE then plans
their sale and potential relocation
of the employees.
Hospitalization
Life
cover
Disability
(permanent
and total)
Maternity and
paternity leave
and co-parenting
“ENGIE CARE” – FOUR COMPONENTS
108 - JUST TRANSITION NOTEBOOK