Diversity and Inclusion
EDF Trading recognises the importance of attracting, retaining and developing diverse world-class professionals. We identify, foster and reward all talent, valuing and leveraging the diversity amongst our people to offer creative and innovative products and services to the EDF Group and our third-party customers. We have a culture that enables us to be forward thinking and agile and at EDF Trading, individuals can really make a difference. Everyone shares a common vision and a team spirit that encourages people to make things happen. EDFT is about working together, embracing the challenge and delivering exceptional customer service.
Photo L to R: John Rittenhouse, Chief Executive and
Daren Woods, Global Head of Human Resources
We continuously test our understanding and thinking through innovation and new ideas, anticipating and reacting swiftly to changes in our industry. We believe in hard work, but in a relaxed atmosphere and operate in an environment where innovative thinking is encouraged.
At EDF Trading, you will already find people from a wide range of backgrounds. Our people are vital to our continued success and our future depends on attracting and retaining the best individuals who think in a different way. It has a cosmopolitan mix of more than 30 nationalities and over 35 spoken languages which creates a rich diversity of talent contributing to its creativity and innovation.
However, we want to go further than this…
Our Diversity and Inclusion Agenda
As a company we continue to reassess and enhance our Diversity and Inclusion agenda to ensure we remain effective in attracting and retaining individuals with a diverse range of skills and thoughts. We are focusing on sustainable changes and improvements; we recognise that meaningful change will take time and our focus is on ensuring our progress in this area is successful in the long term.
So what does Diversity and Inclusion mean at EDF Trading?
Promoting diversity of thought. Bringing together people who think differently from one another can create conversations that stimulate new ideas and drive efficiency.
Providing a working environment in which everyone can be successful and feels respected and valued. Our focus is on realising the full potential of our people and in turn our organisation.
In 2018, we set up a Diversity and Inclusion forum comprised of employees from around the Company to ensure our initiatives have an employee voice to increase our effectiveness and impact. We also work with external organisations such as Inclusive Employers to gain expert advice on the most effective ways to improve diversity and inclusion within the Company. Our employees have undertaken unconscious bias training in order to improve recruitment and internal processes.
The Gender Pay Gap Report
Analysis and Action Plan
Our Gender Pay Gap report highlights that we have more to do in this area in relation specifically to the gender balance within the organisation. The reported gender pay gap figures are a result of the structure of our population with a comparatively low number of women employed within senior and trading positions. When adjusting for role and seniority within the population reviewed, the data reflects employees are paid fairly reflecting their role, performance and experience. Statistics can be found in appendix 1.
We continue to focus on our recruitment processes ensuring our hiring is fair and transparent and regularly review and evolve our internal policies and practices within HR and through the Diversity and Inclusion forum, challenging ourselves to make progress in this area. The difficulty for our organisation and industry is that the majority of our roles require a STEM skillset and finding and identifying women for these roles can be a challenge. Our aspiration and the answer for our industry is to increase the number of women with STEM qualifications more broadly and we hope to do this through partnering with Stemettes, a charitable organisation that focuses on encouraging girls to study STEM subjects. We hosted our first ‘STEM in a day’ event in March of this year hosting 20 girls from a local school at our offices in which they learned more about our organisation and trading through meeting employees and taking part in trading and STEM focused activities.
Photo: A group of Stemettes at EDFT's offices for International Women's Day
In addition, in North America, we are corporate members of the Gulf Coast Power Association and a proud supporter of the GCPA’s emPOWERing Women initiative in Texas and are also corporate members of WISE (Women Into Science and Engineering) to improve the gender balance in STEM careers.
Despite the focus in this area, we are yet to see this significantly impact our gender pay gap figures. Our median gender pay gap figure has reduced from 22% to 20%. However, our mean figure has increased from 24% to 27%. Whilst our proportion of women has increased as a whole within the Company, the majority of change has been at the more junior levels. Although we see this as a positive change in that we are hiring more women, this is currently resulting in a negative impact on our gender pay gap figures. We are confident that the changes we are putting in place now will have a positive impact in reducing our gender pay gap in the longer term.
John Rittenhouse Daren Woods
Chief Executive Global Head of Human Resources
EDF Trading Gender Pay Gap Report 2018
EDF Trading Gender Pay Gap Report 2017