Social responsibility: A committed and responsible collective effort
More women in the workforce and in management p positions : women represented 32.5% of the workforce in 2020 (32% in 2019) and 34% of new staff (33.1% in 2019), despite a drop in female enrolments in information and communications technology degree programmes (13% of all students in this area in 2016, down from 15% in 2011) (1) . Of the 10% most senior positions, 18.6% were held by women (compared with 17.96% in 2019). A Group awareness campaign , “TogetHER for Greater p Balance”, is launched annually by Executive Management. Aimed at all 44,768 employees, the campaign aims to reaffirm the Group’s commitment to increase the proportion of women in the workforce and in management positions. Individual countries run their own initiatives to coincide with International Women’s Day on 8 March; examples include lecture series in the United Kingdom, France and Spain where experts in the field address employees and senior managers. Rollout of training programmes both Group-wide and at p country level, for example : Group “Gender Equality Tour” training programme: 16 sessions • were run in France as well as eight international and multicultural sessions in five languages, bringing together equal numbers of men and women from 16 countries, 60% of whom were managers (94% of scope: Belgium, Brazil, Côte d’Ivoire, France, Germany, India, Italy, Luxembourg, Morocco, Netherlands, Norway, Poland, Spain, Switzerland, United Kingdom, United States), Sexual harassment training: 3,605 employees received training • in preventing sexual harassment, as in India with the long-running Prevention of Sexual Harassment (POSH) programme and in France, where the existing module was improved and expanded. A training programme designed in conjunction with representatives of management and labour was launched, with two pilots rolled out to a group of HR Directors and employee representatives. The programme is to be rolled out to all employees in 2021; Programmes supporting women to more quickly increase p the proportion of women in management (47% of scope: France, Germany, India, United Kingdom): A total of 137 women took part in a mentoring programme; • Mentoring programmes were rolled out in various countries. • These programmes mainly revolve around training (on topics like leadership, building stronger networks, etc.), individual coaching and close mentoring by a member of the relevant Management Committee or Executive Committee. Campaigns promoting role models : p “Super Banking Women”, a serie of 22 videos from 13 Group • countries highlighting the careers of inspiring women at Sopra Banking Software shared on social media: 300,000 total views (8% of scope), Gender diversity networks : over 1,600 employees are p members of gender diversity networks (in Belgium, Denmark, France, Germany, India and the United Kingdom) working for greater diversity in the digital sector by including more men in the approach. Due to the Covid-19 pandemic, there were few opportunities in all these countries to give talks at secondary schools and conferences. Instead, webinars were held with the aim of promoting the role of women in the digital sector. 2021 targets: The “FID” action plan to increase female representation in senior management positions will be launched in 2021 and will include a five-year target.
On Executive Management’s recommendation, the Board of Directors has approved the following targets: Increasing the proportion of female Executive Committee p members from 12% to 30%; Raising the proportion of women in upper management positions p initially from 15% to 20%, thus a 33% increase. The Board of Directors has set a time frame of five years to achieve these targets (thus by 2025). For several years, robust measures have been in place to actively promote gender equality within the Company and its Group. These measures function well. Their results are evaluated each year by the Social and Economic Committee for France and then by the Board of Directors. Although great progress has been made along these lines, this approach has not led to a significant increase in women moving into senior management positions. Executive Management is therefore moving forward with a more exacting programme, implemented for a large proportion of the Group’s workforce, given that it operates in an industry environment that tends to be male dominated. Ambitious goals cannot therefore be set uniquely by taking a medium-term view. Nevertheless, the Board of Directors has adopted an intermediate target relating to the proportion of women in upper management, which will need to reach 17% by mid-2023. Procedures for implementation p The Chief Executive Officer has put in place a specific operational the proportion of women in senior management positions, which is being monitored by the Chairman of the Board of Directors. Action plan to advance female leadership (“FID”) p The aim of this action plan is to help more women move into roles at the Group’s highest levels and ultimately to ensure that they are represented at every level in proportion to their percentage of the total workforce. In order to achieve the Group’s targets, a set of initiatives are required, which have been grouped into four priority areas: Proactive plan to promote female talent by identifying 1. candidates and facilitating their access to the highest levels of the organisation; Proactive recruitment plan to help meet the targets for female 2. representation at the levels concerned alongside internal promotion procedures; Adjustments to HR and managerial practices to encourage 3. gender equality, for example by ensuring participation by women in the HR structures for manager evaluation and selection; Support actions for talented women to encourage and secure 4. their move into senior management positions by setting up specific training, coaching and mentoring programmes. The Board of Directors will monitor the implementation and results of this action plan and will report on its progress in the universal registration document. In addition, the implementation of this plan will be among the qualitative targets set for Executive Management in 2021. 2020 achievements Group commitment : “In support of retraining for women in p the digital sector” manifesto sponsored by Syntec Numérique (41.8% of scope: France) to increase the recruitment of and proportion of women in jobs in the digital field (33.3% of new hires under the retraining programme were women, vs. 32.3% in 2019).
“Women in the digital age”, European Commission study, 2016 : https://op.europa.eu/en/publication-detail/-/publication/84bd6dea-2351-11e8-ac73-01aa75ed71a1/language-fr (1)