E.ON is an international company involved in numerous countries around the globe. It has employees from more than 75 nations throughout the group. E.ON employs people with different family backgrounds, gender, age, ethnic backgrounds, religions and philosophies as well as people with and without disabilities. We are very proud of this diversity within our employee structure. We consider this an advantage allowing us to be successful in a global marketplace.

This is why we believe that promoting and maintaining diversity is both an obligation and an opportunity. "Diversity" is therefore one of the eleven strategic fields of action in our groupwide People Strategy.

Neither skin color, sexual preference, gender nor background are of any significance to career opportunities at E.ON. As far as we are concerned, professionalism and commitment are all that count. As a result, we can appeal to the entire range of young, qualified talent on the employment market and realize the full potential of all our employees.

We attempt to make as efficient use as possible of specific employees' knowledge, experience and perspectives and to put these at the service of the company as profitably as possible. This enables the talents of each and every individual to be put to the best possible use; diversity promotes creativity and innovation.

We are working on the implementation of binding guidelines in all market units. One of these is the Integration Pact in Germany which supports hiring employees with disabilities. We intend to increase the number of women in management positions with our program for the support of women. Numerous other initiatives and projects have also been launched to increase diversity within the group.

In 2006, we adopted the groupwide "Equal Opportunity and Diversity Guideline" with the express goal of accepting, appreciating and making use of the differences among employees. The market units were responsible for implementing the guideline. The "Diversity Council" created by the E.ON Board of Management controls internal exchanges between the different market units. It also bundles successful concepts, pools tools and promotes cultural exchange.

In regards to age distribution and the number of women, the employee structure at E.ON is relatively well balanced: in 2007, approximately 17 percent were aged 21 to 30 years, approximately 25 percent were aged 31 to 40 and approximately 32 percent were aged 41 to 50. The overall proportion of women rose to approximately 28 percent in 2007. Women are represented with ten percent in senior management and four percent among top executives. These figures have remained constant since 2006.

We do not tolerate any discrimination or harassment in the workplace. As illustrated by an example from E.ON Nordic, we respond quickly and act decisively when an incident occurs in spite of our best efforts. Regrettably, a case of sexual harassment occurred in the company in 2007. Discussions between the affected party, the responsible manager and the HR representative resolved the situation amicably and to the satisfaction of all involved.