We know that what we do has a lasting impact on people’s lives so we are investing in training and job creation, skills and education programmes. We want to be at the forefront of the UK’s long-term industrial transformation, and in doing so, help to close the equality gaps that we see in our society today. An investment in people is an investment in our country and our company’s future – whether it’s creating thousands of job opportunities or reaching out to our communities through our visitor centres. 

 

Community investment and volunteering

We are supporting our people to do great things in the communities we serve. 

We have a long history of investing in the local communities around our operations. This is particularly true of our power stations, which are often based in rural and remote areas.

With offices and power stations all over the country, we create jobs and opportunities that invigorate local economies. But it is our people, in particular, who are a force for good, strengthening their communities by volunteering and fundraising for charities and good causes. Giving back to our communities has helped make us the credible and trusted company we are today.

Our programmes

VOLUNTEERING

We recognise that volunteering has many benefits, from helping us to understand better and serve our communities, developing the skills of our people and building pride in our business. But most of all, giving back to the communities that support us is the right thing to do.

We support our people up to two days or 15 hours of volunteering time during the year.

Every year, our people also give their own time to supporting their local communities through volunteering and fundraising.

From inspiring young people in schools and during science festivals, to taking part in diversity and inclusion initiatives and improving the environment our role goes far beyond our day-to-day activities.


CHARITY

We support good causes both locally and nationally. Through community funds in and around our power stations and wind farms, and as part of our charity partnerships, fundraising is a keystone of our culture. It brings people together and builds a sense of wider purpose.

In October 2016, we launched a three-year partnership with Breast Cancer Now, the UK’s largest breast cancer charity.

Our new charity partner was chosen by our people and our target is to raise £100,000 a year. EDF Energy will match funds raised by our people by up to £50,000, per annum making a total target of £450,000. 


THE POD

The Pod, our online schools programme, is part of our ambition to inspire the next generation in tackling climate change. It encourages young people and their families to choose a more sustainable lifestyle. It helps children understand that a low carbon, secure and affordable energy supply is vital for the future.

The Pod provides free, curriculum-linked resources for teachers and runs national campaigns for schools. It gives young people hands-on science experience, raises awareness of climate change and other environmental issues. The Pod also profiles female scientists to encourage more girls in to science studies and careers.

We also work to promote STEM (science, technology, engineering and maths) and encourage science and engineering as a career choice.

 

How we measure our progress

GOALS AND TARGETS

Investing in the communities we serve:

Enable our people to achieve great things in the communities we serve

How are we doing

VOLUNTEERING

Through our Force for Good volunteering programme, our employees have the opportunity to spend two days of company time each year supporting local community and environmental projects.  

By donating their time and energy, employees build relationships with community groups and charities, as well as contributing to projects that support the delivery of our sustainability strategy.

We know that many employees do amazing things both inside and outside of company time, and in 2016 we launched the employee recognition scheme Going for Gold which provides us the opportunity for us to recognise this and say a huge well done.

In 2017, we had over 120 entries, each demonstrating the incredible volunteering and charity activities carried out by employees across the company, both inside and outside of company time.

Throughout 2018, we will publish individual case studies outlining the fantastic work being done by our employees.


CHARITY

EDF Energy and Breast Cancer Now, the UK’s largest breast cancer charity, are working together for three years - will be a force for good, helping to stop breast cancer taking the lives of the people we love. Our total employee fundraising for the first year of our partnership was £171,861, well above our target. This figure excludes the £50,000 matched funding provided by EDF Energy. Employees from across all Business Units are very engaged with the charity and are fundraising in a range of ways. From obstacle course races to long-distance walks and other personal challenges – our employees are making a difference.


THE POD

The Pod programme is designed to inspire young people and their families to choose a more sustainable lifestyle, to encourage science and engineering as a career choice and to shape the way young people think about energy.

The Pod received a new look at the end of September 2017, with a re-launched website that is now optimised for use on mobile phones and tablets. Additionally it now has improved functionality and a differentiated look and feel for different age groups. More than 20,000 schools in the UK have registered to the programme since it first launched in 2008, with over 12,500 currently active. This number is bolstered by over 200 schools from 56 other countries from around the world.

The Pod has a consistently impressive reach and in 2017, around 1.1 million children were engaged with the programme’s national environmental campaigns with more than 2,200 schools taking part in Switch off Fortnight in November alone.

Our collaboration with the British Trust for Ornithology (BTO) continues through our ground-breaking citizen science experiment ‘What’s under your feet’. School children are helping the BTO to build the first-ever UK map of invertebrate abundance. The analysis of the first two years is now complete and the scientific study detailing the findings will soon be published.

 

Diversity and inclusion

We want to build an inclusive, open and welcoming workplace where everyone can be themselves and do their best.

Diversity and inclusion have long been key pillars of our People Strategy. We want our people to think and act as one company, while valuing different experiences, backgrounds and cultures. This not only strengthens our business but benefits our customers.

We want to attract and retain people from the widest pool to bring new perspectives that open doors to innovative thinking, giving us a competitive edge. Diversity in our people is vital to understand our customers so we can better serve their needs.

Our programmes

Our vision for Diversity and Inclusion is to capture the value that difference brings. Our activities are guided by seven principles:

  • Our people have the tools, awareness and commitment to live, breathe and promote our D&I principles and make this part of 'business as usual'. 
  • We have a working environment where individual differences are valued and our employees are encouraged to understand, respect and embrace diversity.
  • We recruit, develop, nurture and promote the very best person for every job ensuring that we treat everyone fairly, with respect, and select from the widest possible pool of talent.
  • We use our influence as a significant supplier and procurer of products and services to encourage and promote diversity through the supply chain and within local communities.
  • We have a working environment that respects individuals' responsibilities and their wish to balance work and personal life.
  • We appreciate and meet the diverse range of needs of all our customers ensuring we have a reputation as an organisation that has diversity and inclusion as a core value.
  • We have robust and clear data to measure our progress.  We benchmark ourselves against the best.
     

To support our work, we currently have seven employee networks governed by a Diversity and Inclusion Action Group. The networks help us to attract, recruit, develop and maintain diverse talent and share experience and ideas across the business. These networks are:

  • Black, Asian and Minority Ethnic
  • Disability and Carers Network
  • LGBT Supporters Network
  • Women’s Network
  • Working Parents Network
  • Forces Support Network
  • Young Professionals 
     

Finally, we assess our activities through the National Equality Standard and in 2015 we were awarded a National Equality Standard (NES) certification. This involved us being assessed for Equality, Diversity and Inclusion policies against 70 factors set out within the NES framework. The next reassessment for NES certification is due to take place in 2018.

How we measure progress

GOALS AND TARGETS

To build an inclusive, open and welcoming workplace where everyone can be themselves and perform their best:

  • We will have maintained the National Equality Standard (NES) and delivered our inclusion strategy by 2019
  • % women in senior leadership positions
  • % ethnic minorities in senior leadership positions
  •  Inclusion index score of 80%

How are we doing

DIVERSITY

Diversity and Inclusion Week was designed to engage all employees across all of our locations. Employees participated via a number of online and innovative engagement platforms.

An Inclusive Leadership Conference for 80 leaders from across the business was successfully delivered for the first time in 2017. This enabled increased and targeted engagement and so plans are being made to replicate this in 2018.  We also continued to increase the capability of HR through a series of educational webinars and will be extending this to managers in 2018.

We also supported EDF Group on key initiatives during 2017 with a focus on gender diversity. Business Unit plans have continued to increase focus around workforce agility and the modernisation of our working environment.


ENGAGEMENT AND INCLUSION

Our aim is to maintain a team of high performing people. This translates into continued time and investment into training, skills, diversity and inclusion, but also means we actively engage with our employees on what we do and how we do it. We believe that motivated and inspired employees deliver a better service for customers and more innovative solutions for our business. Their energy and achievements help us to attract the most talented people into our company.

We monitor employee engagement through an annual employee engagement survey which measures how engaged our people are. It also provides everyone with the opportunity to tell us how they feel and how we could do better. The participation rate in the 2017 survey was 82% which was a 2% increase compared to 2016 and the overall the engagement score was 78%. The EDF Energy Inclusion Index is comprised of five key questions from the 2017 My EDF survey are outlined below with the scores for each question.

The average positive response to these questions is used to calculate the Index:

QuestionResponse %
My line manager/supervisor takes my ideas and suggestions into account?82
How satisfied are you with the respect with which you are treated?77
How satisfied are you with the workplace atmosphere?72
The management of EDF Energy supports diversity in the workplace82
I would recommend  EDF Energy  as a good place to work78

 Throughout 2017 we have worked on three core areas as a result of our 2016 survey.


LEADERSHIP & STRATEGIC DIRECTION

Following feedback, we concentrated on maintaining leadership visibility and engaging people with our strategy for 2020 and similar long-term goals such as The Better Plan. There has been particular emphasis in our Customers’ Business Unit to build optimism following a major reorganisation in 2016. 


INNOVATION

People and innovation are at the heart of our transformation as a digital and industrial company and 2017 was named the Year of Innovation at EDF Energy.  Good progress has been made in this area, including widening of our Blue Lab and Research and Development activity, as well as company-wide participation in the EDF Group Pulse Awards.


SKILLS DEVELOPMENT & RENEWAL

The focus for this area has been on ensuring that EDF Energy, its leaders and its employees have the right skills base to operate in the ‘new world’ as we progress towards an increasingly digital, innovative and agile culture. Activities have included the launch of the new MyHR platform; increased Business Line Academy activity, the first My Learning Week and the continued evolution of the award-winning Company Makers Programme.

Within the 2017 results we have seen an improvement in the Customers Business Unit as they come out of a period of change and a slight reduction of a few points in both Generation and Nuclear New Build (NNB). Deep analysis of the employee engagement scores in each business unit is underway to understand these changes and ensure measures are in place for improvement. Throughout 2018 work will be undertaken in each business unit to analyse and understand the results further and, similar to 2016, execute initiatives to build on the areas for improvement.


COMPANY WIDE DIVERSITY AND INCLUSION ENGAGEMENT

Diversity and Inclusion Week was designed to engage all employees across all of our locations. Employees participated via a number of online and innovative engagement platforms.

An Inclusive Leadership Conference for 80 leaders from across the business was successfully delivered for the first time in 2017. This enabled increased and targeted engagement and so plans are being made to replicate this in 2018.  We also continued to increase the capability of HR through a series of educational webinars and will be extending this to managers in 2018.

We also supported EDF Group on key initiatives during 2017 with a focus on gender diversity. Business Unit plans have continued to increase focus around workforce agility and the modernisation of our working environment.


NATIONAL EQUALITY STANDARD

Our reaccreditation to the National Equality Standard (NES) will be completed by summer 2018 and we remain well on track to deliver our commitment. The NES sets clear equality, diversity and inclusion criteria against which companies are independently assessed. It has become the accepted standard for inclusiveness in business across the UK with accreditation and helps to ensure long term sustainable change, a beneficial impact in productivity and growth and provides a detailed roadmap with recommendations to help implement those areas requiring improvement.

 

Skills, education & jobs

We want to inspire the next generation and build a stronger future.

We understand that it is our challenge to anticipate the long-term transformation of our country, our society, our business and our competitors. The challenges ahead are enormous. That’s why we are turning our attention to the future generations who will be called on to meet them.

Over the coming years, if the UK is going to stay an international success story, we will need an extra 1.8 million engineers to deliver new major infrastructure projects and imagine future technologies.

Our programmes

YOUNG PEOPLE AND STEM

We want to help young people develop their confidence, competence and personal values, including being inclusive and open to the world. With this in mind, last year we became a strategic partner with the National Citizen Service, one of the largest youth social action programmes for 15 to 17-year-olds in the UK. This builds on our support of HRH The Prince of Wales’ #iwill campaign.


PRETTY CURIOUS

86% of people working in Science, Technology, Engineering and Maths (STEM) in the UK are male. We want to engage girls in STEM careers to make sure we have the very best talent driving innovation for years to come.

Pretty Curious is our innovative, multi-channel platform encouraging girls to get into STEM. Aimed at girls aged 11-16 and their parents, the campaign combines traditional media and digital channels, as well as offline and online experiential activities, to address common misconceptions about STEM and spark girls' curiosity.


APPRENTICESHIPS 

Our apprenticeship programme is an example of how we prepare for the future by investing in the present. Some of our apprentices are involved in the national roll-out of millions of smart meters in customers’ homes and businesses. These meters are transforming the way our customers understand and engage with energy.

Other apprentices are supporting the life extension of our nuclear power stations, using innovative technology to address new and complex challenges. And, of course, our new nuclear power station project at Hinkley Point C will put 1,000 apprentices at the centre of the construction and operation of the first in a brand new generation of nuclear power stations across the UK.

We continuously develop new talent by: 

  • developing our sponsored student pipeline, mentoring students throughout their final year at university
  • recruiting people into the Work Insight Programme through the Social Mobility Foundation
  • supporting the Social Mobility Foundation’s development event, giving final year degree students insights into how we assess and select graduates
  • running a summer school programme for female students who might be interested in the Engineering Maintenance Apprenticeship
  • engaging and educating Visitor Centre Coordinators to improve the way we communicate about our early careers opportunities
  • developing relationships with universities, to allow us to recruit new graduates from suitable courses

CAMPUS

We develop the skills and capabilities of our existing workforce through Campus, our network of modern training facilities, and our e-learning tools. Whether it’s by developing their professional expertise with our Company Makers’ programme or by getting involved in our volunteering activities, many of our people engage with the initiatives we make available.

Our Campus Network epitomises our ambition for our people. Combining 16 sites and a dedicated digital platform, it gives our people the tools to continuously learn, develop and prepare for the future. My Campus is also a useful tool for the provision of a wide range of skills to support employee volunteering interests outside our company from upskilling on how to be a sports coach to being a school governor. 

Cannington Court is a symbol of our commitment to embracing the future without losing sight of the past. Our flagship training centre in Somerset is a place for everyone. In its first full year of operation, people from all parts of the business paid Cannington Court a visit.

As well as cross-company training courses and team-building days, it plays host to our smart metering apprentice training and a simulator we use to train our people in the fundamentals of nuclear power stations.


TRAINING AND SKILLS

We invest significantly in training and development infrastructure for the Nuclear Power Academy at Barnwood. This ensures our employees are equipped with the latest skills and competence for today’s nuclear industry and for the new nuclear age.   

We are also supporting the skills gap within and beyond our sector.  There is a national shortage of steel-fixers in the UK – the men and women who create the steel frames inside concrete. Working in collaboration with Bridgewater College in Somerset we developed a training course which is attended not only by our workforce but also by workers from other UK infrastructure projects across Britain. 

How we measure our progress

GOALS AND TARGETS

To inspire the next generation and build a stronger future:

Deliver our skills and education strategy

 

How are we doing

SUPPORTING TRAINING AND DEVELOPMENT

During 2017, the Campus team have brought forward a number of programmes that directly benefit both EDF Energy employees and the wider communities in which we work. At the end of February 2018, The MyCampus online training hub had a total of 21,297 active accounts.  This is made up of 16,686 employees from across EDF Energy and EDF Group and 4,611 of our contractors who can also make use of the training and development opportunities. 

In addition, during 2017;

  • Campus partnered with the Health, Safety and Environment team to create an interactive e-learning game which made staff aware of what they need to do in an event of a fire. The Fire Safety Maze consists of seven mini games in which users learn about fire safety. This is the first time that an e-learning game has been used for health and safety training and is an excellent example of future development.
  • Campus continue with the development of innovative digital learning tools such as virtual and augmented reality systems.
  • The Campus team have been an integral part in supporting the development of the UK’s new National College for Nuclear. The formal opening of the College’s Southern Hub in Cannington, next to our own national training centre took place on 7th February 2018. We are proud to be a partner in the National College for Nuclear. It will support the new nuclear renaissance in Britain and is a prime example of industrial strategy in action. The Southern Hub in Somerset will stand alongside the excellent training facilities at Bridgwater & Taunton College which are already helping to provide essential skills needed for Britain’s economy. Together they show the big and positive impact new nuclear is having on jobs, skills and industrial capacity.

THE POD

The Pod programme is designed to inspire young people and their families to choose a more sustainable lifestyle, to encourage science and engineering as a career choice and to shape the way young people think about energy.

 The Pod received a new look at the end of September 2017, with a re-launched website that is now optimised for use on mobile phones and tablets.

Additionally it now has improved functionality and a differentiated look and feel for different age groups. More than 20,000 schools in the UK have registered to the programme since it first launched in 2008, with over 12,500 currently active. This number is bolstered by over 200 schools from 56 other countries from around the world.

The Pod has a consistently impressive reach and in 2017, around 1.1 million children were engaged with the programme’s national environmental campaigns with more than 2,200 schools taking part in Switch off Fortnight in November alone.

Our collaboration with the British Trust for Ornithology (BTO) continues through our ground-breaking citizen science experiment ‘What’s under your feet’. School children are helping the BTO to build the first-ever UK map of invertebrate abundance. The analysis of the first two years is now complete and the scientific study detailing the findings will soon be published. 


HINKLEY POINT C INSPIRE PROGRAMME

EDF Energy’s Nuclear New Build (NNB) ‘Inspire’ Education Programme has continued to prepare young Somerset people for the opportunities that will arrive with the construction and operation of a new nuclear power station at Hinkley Point C (HPC) in Somerset. The HPC Project will require skilled workers with a good foundation in Science, Technology, Engineering and Mathematics (STEM) subjects.

The programme began in the Autumn Term of 2011 and aims to inspire young people to continue to study STEM subjects - building a sustainable legacy for the future through a pipeline from education to skills and into future long-term employment. The programme aims to work in collaboration with education and key partners to help close this gap and create a framework that will support skills development and pathways into work.

As ever, the delivery of Inspire’s key interventions are achieved through effective partnership working between EDF Energy and key stakeholders including Local Education Partnerships, Tier One Partners, Union Learn, Sector Skills Bodies, Somerset County Council, Sedgemoor and North and West Somerset District Councils.

  • Within the academic year from September 2017 to February 2018:72 STEM and Career activities were safely delivered across 123 education institutions across Somerset and beyond. This has led to 7264 pupil interactions through STEM days and workshops, specialist STEM Events, Careers Fairs, Employability programme events and Visitor Centre-led tours of Hinkley Point B and C.
  • We are also working to support teachers in their continued professional development. 61 Teacher and Careers Education, Information, Advice and Guidance professionals have now been given the opportunity to tour of the HPC Construction, given specific information on the opportunities the project can offer to young people currently in education, including how to encourage students to register for the new Young HPC programme.
  • Throughout 2017, we have continued our partnership with the National Citizen Service (NCS) with our work now reaching over 600 Somerset students to date. Also working closely with the Somerset Rural Youth Project and Active8, Inspire has delivered a series of site tours, careers events to help shed light on STEM careers and reinforce the importance of developing strong employability skills
  • The Inspire programme continues to provide strategic support to the West Somerset Opportunity Area in its aim to improve social-mobility and regional productivity. As well as having representation on the Board, EDF Energy is a ‘Cornerstone Employer’ and is actively delivering activities at West Somerset College, Minehead Middle and Danesfield Middle School.

YOUNG HPC

The new and innovative Young HPC Programme was launched in October 2017 after a collaborative development process with both HPC contractors and stakeholders to specifically support local careers advice and guidance.

Young HPC will provide a platform for young people to embed themselves within the project and place themselves in ‘pole position’ to take advantage of the breadth of opportunities as well as providing progression and a continued engagement route for those learners already within the Inspire programme.


PRETTY CURIOUS

In 2017, our Pretty Curious programme stepped up its efforts to encourage more young women into STEM through a series of innovative partnerships that aimed to spark conversations between parents and their daughters:

  • The programme promoted positive female STEM role models by providing over 4,000 tickets to preview screenings of ‘Hidden Figures’, an Oscar-nominated film which revealed the untold story of three African-American women who played key STEM roles in the mission to get the first American into orbit. This was followed by distribution of 2,000 DVDs to secondary schools across the UK, with over 1,192 downloads of supporting educational resources exploring key themes raised in the movie.
  • In September 2017, EDF Energy joined forces with Disney for the release of Star Wars: The Last Jedi, which featured two prominent female characters with strong STEM skills. 1,172 girls from 62 schools took part in Build-A-Droid workshops at our Pretty Curious Studio events, taking the opportunity to create and build their own app-controlled Droid using littlebits electronic circuit components. Over 90% of girls surveyed felt the event “made STEM more interesting”. Since launching in 2015, 2,352 girls have taken part in Pretty Curious Studio events.
  • This activity was supported by cinema advertising raising awareness of the issue of the underrepresentation of women in STEM, which has now featured before films attended by 40 million people. After seeing the campaign, 71% of parents with daughters said they were prompted to talk to their children about opportunities in STEM

 

Our Better Energy Ambitions

Our six Better Energy Ambitions set out our short, medium and long-term goals and targets for improving our social, economic and environmental performance.

By meeting these ambitions, we will have created Better Lives, Better Experience and Better Energy - The Better Plan - in a responsible and sustainable way.