In line with its  Code of Ethics and the 10 Global Compact principles, to which it subscribed in 2003, EDP recognises that human rights must be considered fundamental, universal principles and seeks to consolidate its practices on the basis of this recognition.

In its business relationships and corporate citizenship, EDP therefore respects and demands respect for the principles of non-discrimination on the basis of ancestry, sex, race, language, territory of origin, religion, political or ideological convictions, education, economic situation, social condition or sexual orientation, as well as for the freedom of association and the prohibition of forced and child labour.

 EDP regards the fight against climate change as a challenge and an opportunity to implement its strategy, which combines a lower risk profile than that of the sector, with a higher growth.

See also:
Business Plan 2010

Climatic Change Strategy

In line with its Environmental Policy defined in 1994 and incorporated in its Principles of Sustainable Development, EDP undertakes to adopt management measures designed to minimise and control the environmental impacts resulting from its generation, distribution and energy supply activities and to bet on renewable energies.

Through its Biodiversity Policy drafted in 2007, EDP undertakes to contribute to the global goal of reducing the loss of biodiversity arising from its activities.

In addition to complying in full with applicable legislation and regulations, EDP systematically monitors national and international scientific studies and adopts the recommendations of world authorities, especially WHO.

See also:
EDP's Environmental Performance 

In line with its Code of Ethics and the 10 Global Compact principles to which it subscribed in 2003, EDP undertakes not to provide funding for political parties and to combat all forms of bribery and corruption in its interaction with stakeholders.

In compliance with the recommendations of the International Labour Organization and for OHSAS 18 001, EDP undertakes to implement its Safety Policy and guarantees a safe, healthy work environment with appropriate protective and safety measures and equipment. This includes studying, managing and minimising occupational risks and regularly circulating results.

Under its Training Policy defined in 2005, EDP is committed to the human development of its employees and recognises their importance as one of the Group's main assets. Human development is an essential tool in achieving excellent performance and an indispensable means of implementing its strategy.

In line with its Code of Ethics, EDP undertakes to provide, in good faith, timely, truthful, transparent, accurate information on investors, the market, customers, employees, stakeholders and the relevant authorities.

In order to prevent the abuse of information, EDP members with information that might influence Group companies' share prices are not allowed to pass it on to others or trade these shares before the information is officially disclosed.

EDP has a protected public whistle-blowing system accessible to people inside and outside the Group.