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