DIVERSITY AND INCLUSION - 2020 Report - Groupe Société Générale
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DIVERSITY AND INCLUSION 2020 Report
DIVERSITY
AND INCLUSION
At Societe Generale Group, diversity and inclusion are not just a result of
legal obligations, they are now and will continue to be strategic factors
that stand for what we are all about:
“Building together, with our clients, a better and sustainable future
through responsible and innovative financial solutions.”
We are determined to be a company where employees feel good
as they are, reflecting the diversity of the customers we serve
and the society in which we operate.
Promoting diversity and inclusion is key to building a company that is
both efficient and innovative as well as responsible and open to the world.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 02
TABLE OF CONTENTS
CREATING A WORK ENVIRONMENT FIGHTING AGAINST ALL FORMS
CONDUCIVE TO INCLUSION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 04 OF DISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Diversity and inclusion at every level of the organisation . . . . . . . . . . . . . . . . . 05 Focus on gender equality . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Strong Group commitments to diversity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 06 Focus on generational balance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Values conveyed through common measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 07 Focus on non-discrimination of the LGBT+ community . . . . . . . . . . . . . . . . . . . 18
Focus on people with disabilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
PROMOTING EMPLOYEE DIVERSITY THAT
REFLECTS OUR CUSTOMERS AND OUR SOCIETIES . . . . . . . . . . . 08
Employee careers based on skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 09
A balanced compensation policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Engaged employee communities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
2020 KEY FIGURES
43%
WOMEN
29%
WOMEN
25%
NON-FRENCH
137
DIFFERENT
86/100
In the Gender
equality index at
in management on the NATIONALS on NATIONALITIES, Societe Generale SA
positions Management the Management working in 61 in France
Committee Committee countries
OVER 105 ENTITIES 100/100
IN THE CORPORATE
The average
age of
employees is 2,641
38
(96% of the Group’s workforce) EMPLOYEES
have policies or implement EQUALITY INDEX have
measures promoting gender for LGBT+ policies and disabilities
equality practices at Societe
Generale New York
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 03
CREATING
A WORK
ENVIRONMENT
CONDUCIVE
TO INCLUSION
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 04
DIVERSITY AND INCLUSION
AT EVERY LEVEL OF THE
ORGANISATION
Diversity is the norm in the Group, with
more than 133,000 employees representing
137 different nationalities working in
61 countries, and 56% of the workforce
employed outside France.
The Group’s growth hinges on the multiple
professions, cultures, generations and
skills that comprise it and which are a
Diony Lebot, Deputy CEO real source of competitiveness, progress
(Diversity and and innovation. The Group’s ambition of
Inclusion sponsor)
building a company together that is open to
all and made better by its differences sends
a strong message.
75% of employees Above and beyond ethical and performance In addition to the Group division in charge In September 2020, an internal PULSE
think that their issues, the Group holds the view that diversity of corporate culture, diversity and inclusion, survey on diversity and inclusion was sent
and inclusion are strategic priorities. Thus, some of the Group’s entities, such as ALD out to all employees to assess their views
work environment Diony Lebot, Deputy CEO, is a Diversity and Automotive Spain, SG Cameroon, SG Chad, on integration at the company and better
is sufficiently Inclusion sponsor and brings these issues to SG Congo, SG Morocco, and Societe Generale understand their expectations.
open and inclusive the highest level. International Ltd in the United Kingdom, Societe Generale is the first CAC40
to everyone’s Within the Group, each employee works to have set up Diversity Committees within company to carry out a survey on
differences and make equity and diversity a reality for all staff their subsidiaries to champion diversity, non- this scale, involving all its employees
uniqueness. as well as a shared and measured managerial discrimination, and inclusion. worldwide. The responses will make it
priority in all businesses and entities. The Group is developing its global diversity possible to go further in targeting the issues
These issues concern every Head of Human and inclusion policy by offering every that Group’s employees are facing.
Resources and all people managers. employee the opportunity to give their insight
and take action on the subject too.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 05
STRONG GROUP COMMITMENTS
TO DIVERSITY
Since October 2019, the Group OBJECTIVE ACTION PLAN ASSESSMENT
has reaffirmed its commitment to
diversity and inclusion through its The Board of Directors has thus approved In order to reach the goal of appointing at The Board of Directors will endeavour to
updated Diversity and Inclusion a binding objective: by 2023, the Group’s least 30% women and increasing the presence monitor the achievements and results of
Policy, which provides a common management bodies in both the business of international profiles in management the Bank’s diversity policy in a precise and
and shared framework across lines and functions must include at positions (non-French nationals), an action regular manner.
all its entities worldwide. least 30% women. This objective proves plan is being put in place, including:
In December 2020, the Group decided the Group’s desire to accelerate the drive • A strengthened talent management
to take further action by making towards gender equality. strategy that will focus on supporting the
new commitments. In order to More specifically, it will be implemented career paths and professional development
strengthen diversity development at several levels within the Group’s of women.
This year, Societe Generale
within the Group, the Board of Directors management bodies and senior • Awareness-raising courses on bias and
entered the Refinitiv
has decided to implement a more management: in the Group Strategy stereotypes available to all employees
proactive policy with quantitative and Committee, which includes the General and mandatory for managers and future Diversity and Inclusion Index
measurable objectives over time. Management and the heads of the Business managers. (formerly Thomson Reuters)
Units and Services Units (approximately • Increased collegiality in the appointment directly in 19th place
30 managers, executive committee level); of senior executives in order to encourage (highest-ranked French
the Group Management Committee diversity in management positions. bank) out of 9,000 other
(approximately 60 managers); and the • The evaluation of each member of the global listed companies
Group’s 150 main managers (known as Management Committee on diversity ranked by the 2020 index.
“key positions”). objectives from 2021.
In addition, a proactive policy is being
implemented to increase the representation
of international profiles in the governing
bodies.
KEY FIGURES
43% 1st Bank 46.9% 56%
Among the first CAC 40 The only bank in France of management of the Group’s
boards to reach 43% women that has a woman in positions are 133,000 employees
(6 women out of General Management held by women are women
14 members) (1 woman out of 5)
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 06
OUR SPECIFIC ACTIONS
The work carried out in 2019 in
VALUES CONVEYED THROUGH
connection with the Duty of Care Plan COMMON MEASURES
and the group’s Declaration of Non-
Financial Performance resulted in the
risk of discrimination at work being EMBODYING AND PROVIDING Besides the commitments made at Group level • By signing the Diversity Charter in 2004
included in the analysis of the Bank’s A FRAMEWORK FOR THE GROUP’S in favour of diversity and inclusion, 2020 also alongside 40 other large corporations,
environmental and social risks (see the COMMITMENTS saw a number of local initiatives including: Societe Generale SA in France made the
Duty of Care Plan). The risk assessment The Group is committed to a global policy • implementing a governance system within commitment to reflect the diversity of
conducted in 2019 revealed that of non-discrimination and diversity, in AFMO’s entities (Africa, Mediterranean Basin French society in its workforce.
controls needed to be strengthened in particular through its support for several and Overseas): signing the Diversity and The goal of this charter, drafted by a group
Group entities operating in high-risk international charters and the inclusion of Inclusion Charter, appointing a Diversity of corporate executives, is to promote
countries, which account for 8% of the and Inclusion Coordinator and creating a pluralism and respectful attitudes toward
these principles in the agreements signed
workforce. Diversity and Inclusion Committee in every
with its stakeholders. those who are different, fight against
In 2020, the main measures subsidiary and at BU level; discrimination and promote diversity
In line with the 2015 agreement on
implemented in this framework • creating an office specifically in charge of at every stage of the human resources
consisted mainly of: fundamental freedoms and the right to
organise, the new agreement signed in CSR (Corporate Social Responsibility) issues management process.
• Deploying five new controls, in Singapore for the Asia-Pacific region to
including one on discrimination 2019 includes additional commitments
supporting the fight against discrimination ensure that the CSR strategy is disseminated
prevention and four on legal A SYSTEM TO COMBAT STEREOTYPING
and the development of diversity in all to and integrated in all regional entities;
obligations related to disability; AND UNINTENTIONAL BIAS
Human Resources management processes • including a diversity and inclusion objective
• Surveying all employees to reinforce In order to raise awareness among
the Group’s commitment to (a subject already introduced in the initial in the operational targets for managers at
agreement) and maintaining a working SG New York; the Group’s employees about non-
recognising and promoting talent,
taking into account their opinions environment guaranteeing safety and • SGEF SA in France and Komercní Banka (SG discrimination, Societe Generale has
and feelings on diversity and satisfying working conditions for all Czech Republic) signing the Diversity Charter; developed a training programme on
inclusion issues; employees (see the Corporate Culture and • creating a Culture and Conduct Committee awareness-raising and unintentional biases.
• Validating public targets for the Ethicsreport and the Duty of Care Plan) within SG Brazil. From 2021, these awareness-raising
appointment of women in three job courses will be mandatory for all
circles by 2023. managers and future managers.
In 2021, as part of its drive to promote The Group has also increased its CSR
diversity and prevent discrimination, training offer and now provides all
the Group will continue to work on:
employees with nearly 10 diversity-related
• consolidating measures to fight training courses.
harassment and setting up internal
audits to ensure compliance with Among the many initiatives carried out
non-discrimination principles; within the Group, we can mention:
• Monitoring and assessing measures • the “Mandala” lecture series to raise
by steering key indicators and awareness of all aspects of Diversity
regular internal surveys on diversity and Inclusion;
and inclusion;
• the returning to work programme and
• Supporting entities in defining their
the provision of training on unconscious
diversity objectives and associated
action plans, in line with the bias to executive staff and board
commitments made by the Group. members at SG Kleinwort Hambros
Bank Limited, a UK subsidiary.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 07
PROMOTING EMPLOYEE
DIVERSITY THAT REFLECTS
OUR CUSTOMERS AND
OUR SOCIETIES
The Group’s diversity policy aims to fight bias
and create a culture of inclusion. This Diversity and
Inclusion policy reflects the Group’s determination
to recognise and promote all talents, whatever their
beliefs, age, disability, parenthood status, ethnic origin,
nationality, sexual or gender identity, sexual orientation,
membership in a political, religious, trade union or
minority organisation, or any other characteristic
that could be subject to discrimination. The Group
is committed to creating the conditions for an
inclusive organisation offering equal treatment to
all employees, in particular in all HR processes.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 08
EMPLOYEE CAREERS
BASED ON SKILLS
From hiring to career management, anti- Moreover, an internal control is carried out
discrimination monitoring is an integral at different stages of hiring an employee
part of the group’s policy. to ensure that no document contains
Guarding against discrimination, particularly discriminatory wording as defined by
in hiring, is a key focus of the Bank’s applicable law. The Group publishes
permanent supervision measures. The the following message at its careers.
Group hires based solely on skills to ensure societegenerale.com website for all
non-discrimination. Societe Generale has its offers of employment: “We are an equal
developed a number of tools promoting opportunities employer and we are proud to
diversity in order to meet that commitment: make diversity a strength for our company.
• awareness-raising training for HR managers Societe Generale is committed to recognizing
on non-discrimination in hiring and on and promoting all talents, regardless of
promoting diversity; their beliefs, age, disability, parental status, “We are an equal opportunities employer
• creating tools and hiring/promotion ethnic origin, nationality, sexual or gender and we are proud to make diversity
processes advocating the elimination of identity, sexual orientation, membership of a strength for our company.”
discrimination; a political, religious, trade union or minority
• verifying the absence of gender bias or organisation, or any other characteristic that
could be subject to discrimination.” The Group’s ambition as a responsible • strict adherence to the hiring process
any other bias in the drafting of new job or
For instance, Île de-France hiring teams employer is to establish a fair career defined by the Human Resources
transfer offers;
receive training in job interview techniques management process to enable every Department, so as to avoid any potential
• diversifying hiring sources by setting up
and forwarding applications to the employee to develop their own range risk of corruption, conflict of interest,
a number of mechanisms, such as the
managers. This three-day training class of skills and job responsibilities discrimination or favouritism (see
partnership agreement with the French
takes place in the classroom and addresses without any sort of discrimination. Declaration of Non Financial Performance).
national employment service, the Coup de
pouce outreach programme targeting young issues such as non-discrimination in hiring. Societe Generale offers hired staff equal access
Societe Generale’s mobility policy (See the to training, personalised career development
people without a university education who At ALD Automotive Group LTD in the UK, all
Professions and Skills report) is based on plans and a fair management process in order
live in deprived urban areas, or the hiring managers receive training on discrimination
12 principles that apply throughout the to guarantee a wide range of career paths
of young people that have a baccalaureate in the hiring process, since this aspect has
and some business experience (at Societe been identified as a potential risk to the Group and include: and experience for each one of its employees.
Generale SA in France). business. • transparency as regards vacant positions In 2020, 57% (same figure in 2019) of
through systematic posting on the internal employees hired were women and 58%
Managers and human resources teams make job posting platform, Job@SG (87 entities (vs. 57% in 2019) of promotions in the
sure there are no conflicts of interest in the use this tool); Group were for women.
hiring process for all positions, irrespective of
the type of employment contract.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 09
A BALANCED COMPENSATION POLICY
Societe Generale’s compensation policy to correcting over 7,170 instances of score, which stands at 86 out of a
is aligned with the Group’s diversity pay gaps between men and women maximum score of 100 for the 2020
and inclusion policy and meets in equivalent jobs and with equivalent financial year. It is comprised of several
regulatory requirements (see the managerial and seniority levels within the indicators, such as:
Performance and Compensation report). Company. The 2019 wage agreement signed • the pay gap between women
in December 2018 made provision for a €7m and men;
Pursuant to the agreements on professional budget that breaks down as follows: • disparities in individual pay raises;
equality at Societe Generale SA in France, €3m in 2019, €2m in 2020 and €2m in 2021. • the percentage of employees who
€15.1m has been allocated since 2013
Moreover, in accordance with the received a raise during the year in
86/100 POINTS
stipulations of the French Loi Avenir of 5 which they returned to work from
September 2018 that aims to eliminate maternity leave;
GENDER EQUALITY wage disparities between women and • gender equality among the
INDEX SCORE FOR THE men, Societe Generale SA in France 10 highest earners;
2020 FINANCIAL YEAR publishes its Gender Equality Index • the promotion distribution gap.
ENGAGED EMPLOYEE COMMUNITIES
Societe Generale defends the values of diversity The involvement of employees in these DKdrés SG for SHE
and inclusion in the workplace on a daily internal networks underpins the Group’s A community on neurodiversity and A gender network that aims to improve
basis. It aims to bring the differences of its actions. These networks are based on atypical behaviour of children to share, career equality for all Societe Generale
employees to life and to guarantee a working values such as socio-cultural origins, raise awareness and help parents employees in Asia Pacific. This network
environment in which everyone can feel free to professional equality, sexual orientation, understand their children’s differences encourages team diversity and inclusion
be themselves, without hiding or conforming. intergenerational issues, disability or neuro- and give them keys to support them. of different perspectives and varied
The Group has many internal communities diversity for which employees become true Additionally, the community will also approaches in all aspects of professional
that actively participate in promoting its ambassadors. Societe Generale supports publish articles on adults with atypical communication and decision making.
commitments to diversity and inclusion. and promotes the development and behaviour to support the transition to
In line with the objectives set, these internal organisation of these networks, including: adulthood and help them understand their Differently Abled Network
networks help to unite employees around differences over time. In Asia-Pacific, this network helps value
Cultural Diversity Network
common interests and make exchanges and the unique ability of each individual and
sharing experiences easier. A network that promotes cultural The WAY: We Are Young overcome the perceived limitations of a
differences within the work environment A community open to all the Group’s person that may be associated with visible
Thanks to several networking, mentoring
in Asia Pacific where unique cultural interns, work-study students and juniors, and invisible disabilities, including mental
and leadership events, employees have the
perspectives and experiences are expected, which aims to support them through illness. Its goal is to promote awareness
opportunity to express their views and develop
respected and encouraged. various professional and fun activities, and inclusion of people with disabilities
their full potential by becoming part of a
community of sharing and mutual support. including coaching, conferences and after and their allies (including caregivers) within
work gatherings. Societe Generale.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 10FIGHTING
AGAINST ALL
FORMS OF
DISCRIMINATION
All employees, wherever they
work and whatever their beliefs,
age, disability, parenthood status,
ethnic origin, nationality, sexual or
gender identity, sexual orientation,
membership of a political, religious,
trade union or minority organisation,
or any other characteristic, are the
cornerstone of our organisation.
They must be able to develop
professionally and personally in a
safe working environment and enjoy
respectful working conditions.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 11“All our employees must be
able to develop professionally
and personally in a safe
To this end, Societe Generale has built Moreover, since 2019 the Code of
working environment and enjoy
a strong culture based on its values, Conduct has detailed the procedure for
respectful working conditions.” its Code of Conduct and its Leadership whistleblowing in situations where such
Model, which it is committed to upholding action is justified: “Each of us is entitled
(see the Declaration of Non-Financial to raise an alert if we feel that we have
Performance) The Code of Conduct applies good reason to consider that an instruction
to all of the Group’s activities worldwide received, a transaction or, more generally,
and identifies the commitments made any given situation of which we are personally
to the various stakeholders (customers, aware does not seem to comply with the
employees, investors, suppliers, regulators/ rules governing the Group’s activities. This
supervisory authorities, the general right must be exercised in good faith and in a
public/wider community), as well as the responsible, impartial, non-defamatory and
individual and collective behaviour non-abusive manner.” The Group protects
expected within the Group. The Code of whistleblowers, in particular against
Conduct also specifies that managers and potential acts of retaliation or disciplinary
the HR staff are responsible for adhering sanctions, and ensures that their identity
to these commitments in every decision is kept strictly confidential throughout the
that might impact an employee or an Group and where local legislation allows it
applicant anywhere in the world. These (see the Corporate Culture and Ethics report
rules go beyond the strict application of and the Duty of Care Plan). Since 2018,
today’s legal and regulatory provisions, the Group has had a policy on disciplinary
in particular in countries where these matters relying on the development of
provisions fall shy of Societe Generale’s guidelines and shared best practices
ethical standards (see the Corporate Culture throughout the entire Group (see the
and Ethics report). Corporate Culture and Ethics report).
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 12FOCUS ON
GENDER EQUALITY
COMMITMENTS
In addition to the binding objectives set for Accordingly, the Group has committed to #JAMAISSANSELLES movement for gender diversity, promoted
2020 as regards the representation of women publishing a summary of its most significant Societe Generale Group is committed to by a hundred or so humanist entrepreneurs,
in the Group’s management bodies (see page activities (see the 2020 WEPs Report). encouraging its Management Committee actors and stakeholders used to participating
6), the Group’s gender equality policy is based In 2020, as proof of its firms’ commitment to sign the #JamaisSansElles charter as in public debates and events, who today
on a variety of actions: to gender equality, the Group carried out a additional leverage to achieve the gender refuse to take part if there are no women
• monitoring of the representation of self-assessment using the WEPs tool in order diversity objectives that have been set involved.
women within the entities’ management to measure its progress and identify areas for at the end of 2020. #JamaisSansElles is a
bodies and with respect to promotions improvement in this respect.
and salary increases;
WOMEN IN FINANCE
• public reporting or reporting to the
employee representative bodies, in the In the United Kingdom, Societe Generale
UK and France, of indicators on pay gaps signed the Women in Finance Charter in
and the representation of women at the 2018 and in 2019 it committed to increasing
various levels of the Company; the percentage of women in management
• social agreements, which set targets positions to 25% between now and 2022
for the promotion and advancement of and to publishing the results achieved in
women within the company: Agreement connection with these established objectives
on gender equality in the workplace once a year. This target has been achieved
and the 2019 Wage Agreement (Societe and updated to 30% of women in senior
Generale SA in France). positions by 2025.
WOMEN EMPOWERMENT PRINCIPLES #STOPE INITIATIVE
In 2016, the Group signed the UN Global For its part, Societe Generale SA in France has
Compact’s Women’s Empowerment signed the #StOpE initiative, setting out eight
Principles. Signatories of these principles commitments to fight against “everyday”
commit to corporate action to promote sexism in the workplace, alongside 27 other
gender balance in the workplace, the major groups.
economic ecosystem and the wider WEARESISTA CHARTER
community.
In 2019 SG Ventures1 signed the WeAreSista
Charter to speed up the financing of female
entrepreneurs and to promote gender
diversity in the digital world.
1. Societe Generale Ventures is the Corporate Venture group. It invests in start-ups and growing companies that supply new products, technology
or merger models that are of strategic interest to the Group.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 13ACTIONS
Overall, 106 entities covering 96% of
the Group’s workforce have policies or
programmes in place to promote gender
equality at work. These include:
• Leadership development programmes
specifically for women are planned.
Within the GBIS entity, the WILL (Women
in Leadership) programme for female
talent includes group training, personalised
coaching and mentoring initiatives and
participation in inter-company events, over
an 18-month period.
Societe Generale Hong Kong launched the
SPECTRUM development programme for • Putting in place mentoring programmes • Supporting entrepreneurship with, • Promoting gender diversity. Launched
women in 2020 to support gender diversity to help women develop their careers. for instance, the Female Fintech for by the Global Markets teams, the “Women
in the workplace. In addition, there are internal networks (both Good challenge. As a partner of this in MARK” initiative aims to encourage
The creation of the Women’s Talent women-only and mixed), which organise global challenge, which aims to promote diversity in all activities and processes,
Network in Switzerland aims to prepare discussions, workshops and mentoring to responsible fintech startups led by women, develop the potential of female employees,
female talent for leadership positions in the promote women within the Group. the Group reaffirms its endorsement of attract more female talent and increase the
short and medium term. These include the Mix & Win network, women with positive impact projects and retention rate of women.
In 2020, Societe Generale Middle East where women and men meet to exchange encourages them to get started. Societe Locally, for example, ALD France organised
Dubai has once again deployed the ideas about gender diversity and for Generale is also committed to the Women a conference on “gender in the future”
KYWE (Know Your Women Employee) lectures. in Africa Philanthropy Foundation to and distributed videos of inspiring female
programme, dedicated to women, which The Women in GLBA (Global Banking support the women entrepreneurs who are role models via its internal network. SG
includes 16 months of training and personal Advisory) network, created in July 2020, shaping Africa Marocaine des Banques held a training day
development support. has organised several workshops to identify • The implementation of actions in on gender equality issues for the Moroccan
Within Societe Generale America, the drivers of action in favour of gender equality favour of parenthood, which is a real region’s entire management committee.
internal Americas Women‘s Network and to support the entity in defining driver of gender equality. Within GBIS, the Societe Generale in France has again
strives to raise awareness and promote its priorities when it comes to actively “KeepinTouch” mentoring programme supported the start-up IT4Girls this year
a culture of diversity and inclusion promoting diversity. has been rolled out to keep in contact which aims to promote gender diversity
through leadership networking and career SG Dubai is an active member of the UN with women during their maternity leave in IT professions, and more specifically
development for women. Global Compact Mentoring Programme and make their return to work easier. to raise awareness of digital professions
for Women Entrepreneurs in the Conferences dedicated to fatherhood have among girls so that they can enter a sector
Middle East and is anchoring the Group’s also been organised to support fathers/ still too often reserved for men.
commitment with its local partners. second parents in their role and in sharing
the responsibilities of parenthood.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 14RESULTS
For the second year running, Societe In October 2020, Diony Lebot, Deputy PERCENTAGE OF WOMEN IN GROUP MANAGEMENT BODIES
Generale was included in the Bloomberg CEO and Diversity Sponsor, and Claire
Gender-Equality Index alongside 380 Calmejane, Head of Innovation, were Percentage of women… 2017 2018 2019 2020
other companies (across 11 sectors, 44 named among the 100 most influential
countries & regions). This index recognises women in European Finance by Financial in the Group 59% 58% 57% 56%
public companies committed to supporting News magazine FN100 Most Influential
gender equality through transparent Women in European Finance.
disclosure of their information. managers within the Group 44% 45% 44% 43%
In 2020, Societe Generale was listed as
the number 1 French bank and the 11th “Ambassadors” (Top 1000) 23% 25% 26% 27%
French company in the NGO Equileap’s
international ranking on gender equality
on the Board of Directors 40% 43% 43% 43%
(53rd place in the global ranking of over
3,000 companies).
Meanwhile, SG GSC has been recognised, in the Strategy Committee (Top 30) - - 20% 24%
“Our goal by 2023 is
for the second year running, as one of
the “100 Best Companies for Women in
to have at least 30%
India” in a study conducted by Working women on the Strategic in the Management Committee (Top 60) 22% 23% 25% 29%
Women and Avtar Women1. Committee, the Executive
Committee and in key in key positions (Top 150) - 17% 19% 20%
positions within the Group.”
1. Avtar Women is India’s first social enterprise to create sustainable careers for women through research, advocacy, capacity building and hiring.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 15AFRICA
In Africa, Societe Generale is regarded as Moreover, in February 2019, Societe
an employer of choice, particularly with Generale’s Africa Management Committee
respect to the gender equality of its teams. announced a shared objective for all
The Group hopes to improve corporate subsidiaries on the continent to increase
culture and decision-making processes in female representation on Management
its African subsidiaries in order to create Committees to one-third by the end of 2022.
an environment that better promotes the Societe Generale has been the sponsor
equitable professional development of of Project 54 since April 2018. This fund,
women and men. Launched in 2018, the created together with the Women in Africa
aim of the “Diversity for Africa” initiative Philanthropy Foundation, supports female
is to co-construct, together with all the entrepreneurship in Africa. The purpose of
Group’s African employees, a company that this fund is to promote broader education
embodies equity and promotes diversity (see in the field of economic development
Diversity for Africa). and training of future female creators of
Along the same line, the Group’s African innovative firms. Each year, 54 women
subsidiaries are striving to increase female entrepreneurs from each of the 54 African
representation in management. This countries are selected based on a dossier to
has increased female representation on benefit from support, coaching and media
Management Committees by four percentage coverage of their activity.
points to over 24% in 2020 (40% in some
subsidiaries).
PROVIDING SUPPORT
FOR WOMEN DURING THE CRISIS
Societe Generale mobilised during the Societe Generale SA in France has taken
health crisis and adapted its internal support action to combat violence against women
and coaching programmes for talent and launched a large-scale campaign in
development. November 2020 to advertise the national
The Coaching Community provided around helpline for women victims of violence, their
1,000 people with individual or group families and friends, and the professionals
coaching at the beginning of the health crisis. involved.
50% to 55% women have benefitted from
this support. In India, SG GSC and the association
1to1help offered a remote support service
Emergency services across Europe have seen
and several coaching and advice courses on
an increase of up to 60% in calls from women
experiencing domestic violence during well-being, the “superwoman syndrome”,
lockdown, according to the World Health and family therapy.
Organisation (WHO).
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 16FOCUS ON
GENERATIONAL BALANCE
COMMITMENTS • reverse mentoring, such as the Digital
Reverse Mentoring programme run by BRD
Societe Generale SA in France encourages in Romania, which aims to explore and put
intergenerational cooperation through into perspective the digital processes that
social agreements. Measures aimed at are developing at group and local level and
strengthening international solidarity were to strengthen the intergenerational links
incorporated into the framework of a new between ‘digital youth’ and experienced
agreement on changing professions, skills managers; AGE PYRAMID BY GENDER Women
and employment on 13 March 2019 aimed • focus groups, such as the WhyLab think Men
primarily at assisting with anticipation 9 70 and over 19
tank, made up of members of generation
of retirement and the transition from Y, who offer workshops on adapting 6,721 55 to 70 years 6,354
employment to retirement, avoiding community projects to young people, or 5,902 50 to 55 years 5,010
difficulties and passing on knowledge the ReGeneration Employee Network in 7,824 45 to 50 years 6,757
and skills. the United States, which aims to bridge 10,474 40 to 45 years 8,644
In France, as part of the effort to adapt the the generation gap in order to create
14,197 35 to 40 years 10,118
“generation contract”, Group subsidiaries more inclusion and open up lines of
communication between generations; 13,384 30 to 35 years 9,816
have established specific agreements and
dedicated action plans for young people • supporting seniors in areas of training, 10,706 25 to 30 years 7,762
and seniors. Societe Generale SA in France health and prevention, adjustments to 4,704 18 to 25 years 2,909
continues to hire many young university working hours and end-of-career skills 19 Under 18 years 22
graduates. From 2018 to 2020, 2,399 young transmission (see the Occupational
Health and Safety report). 15000 10000 5000 0 0 5000 10000 15000
graduates joined our teams on permanent
contracts at Societe Generale SA in France.
More generally, 51 of the Group’s sites,
employing 62% of the workforce, are SENIORITY PYRAMID BY GENDER
ACTIONS implementing actions targeting employees 2 095 35 or more
2,095 1,750
Societe Generale promotes inter over 50. 3,741 25 to 35 2,664
generational cooperation through: 3,586 20 to 25 3,075
• dedicated development programmes, RESULTS
8,768 15 to 20 6,027
such as the industry-wide OCTAVE These initiatives help balance the age 15,617 10 to 15 9,428
programme, which addresses business distribution within the Societe Generale
transformation in the digital age by 12,776 5 to 10 10,118
Group.
making use of the knowledge of every 13,718 2 to 5 11,136
generation; The average age of the Group’s employees
7,276 1 to 2 6,327
was 38 at the end of 2020 (a figure identical to
that in 2019) and average seniority was 10.3 9,488 Under 1 7,693
years at the end of 2020 (vs. 9.9 years in 2019). 15000 10000 5000 0 0 5000 10000 15000
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 17FOCUS ON
NON-DISCRIMINATION OF
THE LGBT+ COMMUNITY
COMMITMENTS • supporting employees who are victims of Conversational guide to LGBT+ issues Mobilising through sport
discriminatory comments or actions; The Group has provided employees with to fight LGBTphobia
The Group is committed to fighting bias and • measuring progress and sharing best a brochure presenting best practices In March 2020, Frédéric Oudéa was the
creating a culture of inclusiveness in terms of practices in order to improve the general for dealing with LGBT+ issues, including first CEO of a major international group
respect for human rights. As a signatory to working environment. examples of specific situations. to express his views for a more LGBT+
the five United Nations Guiding Principles This guide aims to encourage discussion inclusive world in an interview published
for Tackling Discrimination against LGBT+ ACTIONS on the topic, whether within teams or with by Têtu magazine.
people in the business world (26 June 2018), clients. (See the guide) During this interview, Frédéric Oudéa
Pride & Allies Network
the Group is committed to: reaffirmed Societe Generale’s long-
The Pride & Allies network, a group that The Rainbow letter standing commitment to the French
1. respecting the human rights of LGBT+
brings together employees to encourage and National Rugby League (LNR) through its
employees, clients and stakeholders; In June 2020, SG Global Solution Center
promote equal rights for LGBT+ staff, was support for the #PlaquonslHomophobie
2. eliminating discrimination against LGBT+ launched a bi-monthly newsletter that
created in France in July 2019. Diony Lebot, campaign, launched with Têtu magazine.
persons in the company; aims to inform and engage readers about
Deputy CEO and Diversity and Inclusion This is an unprecedented approach to
3. providing support to LGBT+ employees; LGBT+ topics in an entertaining way.
sponsor, is also a sponsor of the Pride & mobilise and encourage all those involved
Allies network. The internal Pride & Allies These newsletters include LGBT+ articles
4. prohibiting violations of human rights in professional rugby to promote diversity
initiative organises regular Group-wide from around the world and from Societe
in its activities with its suppliers, clients in the interest of the community in sport
conferences with external speakers on LGBT+ Generale but also address specific issues
and distributors, and insisting that their and in society.
inclusion, representatives of Pride & Allies that are rarely covered by the media. The
partners do the same;
committees from different regions and key goal is to build and promote the Pride &
5. acting in the public sphere in order to Allies network, and in 2021 the newsletter Leave for adopting parents
contribute to combating abuses against local stakeholders. In 2020, Christophe Yvon,
will seek to include opinion pieces from Within Societe Generale SA in France,
LGBT+ persons in the countries where it Head of the Pride & Allies France Group was adopting parents receive 70 days of
appointed LGBT+ Role Model Leader. network members and colleagues to give
operates. the LGBT+ community a stronger voice. statutory leave (for a first or second child,
At SG Global Solution Center in India, the 126 days for a third) which may be paid
In March 2021, Societe Generale signed the
Pride & Allies network launched a campaign leave3. Since 1 January 2020, there has
Other Circle’s LGBT+ Commitment Charter.
in 2020 to raise awareness throughout been no length of service requirement
By signing this charter, the group is reaffirming
the organisation by the end of 2021. The at Societe Generale to benefit from this
its commitment to:
content covers all LGBT+ topics and provides arrangement. At the end of the parental
• creating an inclusive working environment employees with a better understanding of
for LGBT+ employees; leave for legal adoption, the adopting
expected behaviours. parent is eligible for additional standard
• ensuring equal rights and treatment for
all employees regardless of their sexual paid leave, namely 45 calendar days at full
orientation or gender identity; pay or 90 days at half pay.
3. Subject to the payment of daily contributions from
Social Security and after deduction of these same contributions
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 18The Group has implemented a special RESULTS
policy in the Asia-Pacific region in order to
promote a culture of openness and respect As evidence of the company’s top-
for all LGBT+ employees, including: level commitment to an inclusive work
• a Diversity Committee responsible for environment, Frédéric Oudéa and Diony
four diversity networks: gender, culture, Lebot, respectively Chief Executive Officer
persons with disabilities and LGBT+; and Deputy Chief Executive Officer of
the Societe Generale Group, have been
• raising employee awareness through
nominated for their active commitment
training, lunch talks, etc.;
to diversity and inclusion in the 2021
• adoption leave for all employees “OUTstanding LGBT+ Executives and
whatever their gender and respective 50 Ally Executives Role Model” lists by
rights, syncing maternity/paternity leave #OUTRoleModels20, the global network
with their partners. Paternity leave and promoting diversity and inclusion in the
partners’ leave have been increased professional world.
to 15 days and also apply to the non-
birth mother in a same-sex relationship In the United States, Societe Generale
between women; New York earned the top score of 100 on
• recognising foreign same-sex marriages the Human Rights Campaign’s Corporate
and civil partnerships as national Equality Index (national benchmarking
partnerships, irrespective of the gender tool on equal opportunity) for the fourth
of the partners. year running thanks to its LGBT+ inclusive
policies and business practices.
More specifically, several initiatives have
been implemented within Societe Generale
in Hong Kong:
• a branch of the Pride & Allies network;
• an equal opportunity policy with special
clauses designed to combat discrimination
toward LGBT+ people;
• check-ups dedicated to sexual health and
vaccines (Hepatitis A and B or HPV) are
subsidised and, in the case of HIV/AIDS,
covered by insurance;
• a significant contribution from one of the
Societe Generale insurance companies to
gender transitioning (including surgery);
• gender-neutral toilets on every floor of all
office buildings;
• discussions and training provided to
employees and managers on LGBT+
related topics, such as coming out.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 19FOCUS ON
PEOPLE WITH
DISABILITIES
COMMITMENTS • integration supported mainly by the HR
Department in conjunction with the Welfare
The Group is a signatory to the Business and Occupational Health Department and
and Disability Charter, under the aegis of with the support of Mission Handicap if
the International Labour Organization, necessary;
promoting the inclusion of persons with • a hiring process strengthened by requiring
disabilities in the world of work. It is also the manager to interview the disabled
a member of the Global Business and candidate as soon as their possession of the
Disability Network. requisite skills is confirmed by the hiring
For the fifth time, Societe Generale SA in staff.
France renewed the 2020-2022 Three-Year This agreement also makes provision for
Agreement “promoting jobs and labour developing the skills of the network of local
market participation by persons with representatives with disabilities. As a result,
disabilities”. This agreement is in line with more than 100 RLHs5 have been identified
the determination to place disability at the in 2020 and are receiving specific support
heart of the company’s HR procedures and and training. They can thus share local
covers a wide spectrum of objectives aimed initiatives as well as deliver information, help
at hiring and the rate of employment. and support the HR teams and managers in
It introduces new accompanying measures connection with supporting employees with
for worker retention, with, notably: disabilities, with the possibility of calling
• more efficient ways of keeping on Mission Handicap in situations requiring
employees in their jobs through good external expertise.
health: payment of a supplementary Societe Generale SA in France also signed
health allowance on top of the the 2019 Manifesto for the Inclusion of the
supplementary health cover offered by Disabled in the World of Business and the
the SG Group Health Plan and continuing Responsible Digital Charter, which contains
to cover the cost of equipment/devices; an inclusive digital policy.
5. RLH: Reconnaissance de la lourdeur du Handicap
(Recognition of severe disability).
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 20ACTIONS
To promote the rights of persons with • measures ensuring its banking
disabilities, the Group carries out a number services are accessible to disabled
of actions: customers (adapting the networks’
• hiring, integration and support bank machines, providing digital access
programmes, particularly in Romania, to mobile applications, offering bank
the Czech Republic, Germany, Serbia, statements in Braille, renovating the
Spain, Algeria, India, Japan and the branches, making the customer service
United States to promote the employment accessible to the deaf and hearing
of the disabled. In France, the “Laboratory impaired, etc.);
for inclusive innovations for the disabled” • awareness-raising and training in
(LAB21, supported by Mission Handicap) managing disabilities provided to
provides help to disabled persons to management and operations teams
develop their skills and is combined with whose activities directly or indirectly
fixed-term “springboard” contracts; impact the disabled (HR managers,
• measures to keep employees in their communication staff, building managers,
jobs at Societe Generale SA in France customer relationship managers, etc.),
(755 initiatives in 2019 and more than notably through a “Managing employees
6,100 adjustments to workstations with disabilities” MOOC;
since 2007); • external awareness-raising actions,
• integration programmes for young such as the “European Disability
people (HandiFormaBanques work-study Employment Week” (EASPD) on
programme, scholarships, “Management invisible disabilities in 2020.
& Disability” chair with Kedge Business This year, the EASPD was devoted
School); to digital and remote work. Despite
The entities are also developing initiatives Organising exchange and mutual
• purchases from the protected the social distancing and the health
supporting the disabled at the local level. support sessions
worker sector (€6.635 million in conditions imposed, the Group wished to
purchases in 2018) and support for the maintain a varied and fun programme: In India, the Societe Generale Global
Coordination of internal networks of Solution Centre organised the ConneXion
professionalisation of this sector. • a Serious Game, which brought employees on disability 3.0 online event. This year, the discussions
Societe Generale SA in France has helped together nearly 1700 participants;
the protected worker sector set up This is the case of entities operating in the focused on how people with disabilities
• a DuoDay in an unusual format
manpower and skills planning for United States, Canada and Brazil, which are integrated into professional life and
of Duo cafés;
managing its human resources; launched the Diverse Abilities Employee have access to the resources they need to
• a WebTV featuring employee
Resource Group initiative. Since 2018, this improve their daily lives.
testimonials (over 1,800 visits).
group supporting disabled employees has A session on creating LinkedIn profiles was
been organising meet-ups, webinars and offered for the entire community of people
lectures on promoting and integrating with disabilities (excluding Societe Generale)
people with disabilities. In Asia-Pacific, the and a blog on inclusive technology was
Differently Abled Network is also very active. published, including video feedback from
(see Engaged employee communities p. 10). managers and employees with disabilities.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 21Mission Handicap Societe Generale
MISSION HANDICAP has partnered with several student
SOCIETE GENERALE associations that promote the
Created in 2007, Mission Handicap professional integration of students
Societe Generale has spearheaded and strengthen our presence in the
multiple efforts to support the hiring of Group‘s target schools by integrating
employees with disabilities, including actions on disability. Several disability-
support for the retention of employees, related awareness-raising initiatives
training and raising the awareness of are carried out by the entities of
teams, developing partnerships with the Group each year, like CGI, which
educational institutions, qualifying organised Handi’Hauts’Lympics, a
work-study programmes and using sports day to raise awareness about
businesses in the sheltered sector. disabilities, with the proceeds of the
event going to a charity.
KEY FIGURES
• 198 people with disabilities have RESULTS
been hired since 2017.
At the end of 2020, Societe Generale
• Since 2007, more than 6,100
employed 2,641 employees with
positions have been adapted
disabilities6, (compared with 2,599
to meet the needs of disabled
in 2019), mainly in France, the Czech
employees within the Group,
Republic, and Russia, accounting for
including 2,042 in 2019.
2% of the overall workforce.
• More than 1,400 employees
declared themselves as RQTH11
in 2019.
• More than 400 local contacts to
support the employees concerned
on a daily basis: Local disability
representatives, occupational OVERALL
physicians, social assistants, HR
managers, etc. 69 ENTITIES
REPRESENTING 77% OF
• 1 anonymous toll-free number to
THE GROUP’S WORKFORCE
ask any question. CONDUCT ACTIVITIES
1. Status that recognises an employee as having a disability. SUPPORTING PEOPLE WITH
DISABILITIES
6. As defined locally.
SOCIETE GENERALE DIVERSITY AND INCLUSION
2020 REPORT 22OTHER PUBLICATIONS
Professions and Skills
Corporate Culture and Ethics
Occupational Health and Safety
Performance and Compensation
AVAILABLE AT
www.societegenerale.com
Societe Generale – Tour Granite – 75886 Paris CEDEX 18 – Public limited company with capital of EUR 1,066,714,367.50 – Paris Trade and Companies Register (RCS) No. 552 120 222 – Registered office: 29, bd Haussmann, 75009 Paris - Photo credits: Getty Images (P.1: fizkes;
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