Annual Report - EDP

: performance :encourages professional mobility (intracompany,inter-company and geographic).In 2012 there were 588 such cases of mobility(305 of which were intra-company, 283 intercompanyand nine were between geographicregions). For 2012 one can also highlight themobility policy in International Work.º º Career Routes Pilot Project - Launched in2012, this project enables employees to outlinepaths identifying career progression routesand the possibilities for natural or alternativemovement (an alternative move being one toa different job context), with the aim of providinginformation that fosters internal mobilityand the accountability of the workers andhierarchy in the management of careers andself-development, thus aligning individual andorganisational needs.Career and successionSince 2009, EDP has been drawing upa succession management document, whichis revised on a yearly basis, with the aim ofidentifying potential successors for seniormanagement positions in all geographic regions.In 2009 successors were identified for 219strategic positions, with this figure growingto 376 in 2012.LeadershipEDP attaches maximum importance to the notionof leaders as people coordinators. For thisreason, it has been developing a set of dynamics,instruments and tools to support the demandingexercise of leadership.One example of this is the “EDP Leader Guide”,a practical manual that compiles the main humanresources questions a leader has to deal with inhis/her day-to-day work and gathers informationon leader profiles and the main human resourcesprocesses.3.5.4. respectand mobiliseWork-life balanceAt EDP we believe that the family and privatelife of each employee should be fostered andrecognised as an integrative complement withinthe organisation.The EDP policy on work-life balance takesthe form of a range of agreements, initiativesand measures carried out in the context of theConciliar (Reconciliation) programme. Thisinitiative, which was launched in 2007, aimsat implementing contemporary measures topromote the balancing of work and private life.It is implemented throughout all business units.Recognition of the EDP practices in this field wasparticularly visible in 2012, with the conclusionof the certification of EDP in Portugal as a familyresponsiblecompany and a promoter of equalopportunities by the MasFamília Association.The EDP Group companies in Spain (HC Energía,Naturgás and EDP Renováveis) are also alreadycertified. In the context of this process more than150 measures that go beyond the labour-relatedobligations established by law were audited.These are structured in five pillars: quality inthe workplace, family support, professionaldevelopment, time and spatial flexibility and equalopportunities.Corporate VolunteeringThe EDP Volunteering Programme, which waslaunched in 2011, is being implemented in allgeographic areas where EDP operates, and hasbeen responsible for a number of joint campaigns,EDP - Annual Report 2012such as Parte de Nós/It´s up to us.The volunteering portal was launched in 2012.Please see page 83 for more information.DiversityIn 2012, EDP initiated its participation in an ExternalForum, energized by CITE - Comissão para aIgualdade no Trabalho e Emprego (Commission forEquality in Labour and Employment) - sharing GoodPractices, which led, in February 2013, to the formalaccession of the EDP Group intending to promoteGender Equality, one of the axes of our DiversityPolicy. Simultaneously EDP has undertaken a publiccommitment to explicitly adopt a Diversity Policybased on the values and practices that have guidedits operations. This Policy was approved in January2013 and is founded on the following principles:º º promotion of mutual respect and equalopportunities in the context of diversity;º º recognition of difference as a source ofstrengthening the human potential and valuingdiversity in the organisation, managementand strategy;º º adoption of positive discrimination andinternal awareness raising measures with thecommunity with a view to achieving full, andeffective, implementation of the diversity policy.Consecutively, EDP publicly committed itselfto develop, during 2013, three actions that helpto leverage the professional developmentof women, including facilitating access tomanagement positions, promoting cultural changeamong young university and highschool students,making courses usually considered masculineas appealing and neutral.The four priority areas in matters of diversityare: gender, nationality, disability and inclusionof disadvantaged groups in the labour market.In 2012, 194 company workers had some levelof physical disability and there were people from27 nationalities working at EDP, with a total of146 employees having a nationality different tothat of their country. Female representation in theworkforce has been growing slowly but surely,and is currently 22% of the total. Internally,between 2013 and 2015, EDP plans to implementa set of 10 to 15 measures focused on the citedpriorities areas.Labour relationsEDP has regular contacts with official entitiesas well as with worker representative structures,workers’ committees and trade unions whenintroducing, changing or abolishing rules orregulatory procedures and also during negotiationson the revision and update of collective regulations.The company held, and continues to hold,meetings with the social partners and trade unionsrepresenting approximately 63% of the employees,with a view to negotiating the new CollectiveLabour Agreement (ACT) for the EDP Group inPortugal. These meetings are being accompanied byinformation and clarification sessions for employeesaround the country.There was no industrial conflict of any kind forinternal reasons in the EDP Group during 2012.The collective labour agreements currently in forcein the countries where EDP operates do not includea specific clause defining the period for informingemployees of operational changes that have animpact on the workforce. Nevertheless, EDPinforms its workforce of all organisational changesthat impact them, going beyond its obligations undernational labour laws in some geographic areas.In Portugal, the trade unions, workers’ committeesand employees are informed of such changes neverless than 30 days in advance. In Brazil, notification71The EDP VolunteeringProgramme (PVEDP)The PVEDP was set up to promotecitizenship amongst employees in allgeographic regions. EDP gives eachof its employees the opportunityto perform voluntary work duringcompany working hours for between4 and 8 hours per month. Thispotential is managed on the basis ofan “hours bank” concept through the“volunteering portal” platform, whererequests for voluntary work fromaccredited partners and the volunteerenrolments are registered. In 2012this tool was expanded to includeNaturgás Energia, HC Energía andEDP Renováveis.As part of the programme, EDPcarries out specific training toguarantee the good performanceof its workers, with 174 volunteersreceiving a total of 261 training hoursin 2012.More informationat www.voluntariado.edp.pt