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.  However this is changing and in 2020, despite the pandemic we saw more women move into senior positions within EDF Trading and as a result we are expecting there to be a positive shift in future years.

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 2019 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. Unfortunately in 2020 we were unable to host any in-house events but we are looking forward to organising more of these events in the near future.

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 decreased from 23% to 22%.  However, our mean figure has increased from 26% to 28%. Our proportion of women continues to grow within the Company across all levels.  We see this as a positive change in that we are hiring more women and 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.

2019/2020