- Discover the face of Crédit Agricole S.A. Group
- Internal mobility
- Equality at work between men and women
- Employment and integration of disabled persons
- Labour-management dialogue
We publish a non-exhaustive list of ten relevant indicators on the social performance of the Crédit Agricole S.A. group. Find the whole social indicators audited by PwC in the self registration document / Economic, social and environmental information / Social responsibility clik here
Headcount by type of contact (IN FULL-TIME EQUIVALENTS)
The average age of Group employees is 41, with an average age of 42 in France and 39 abroad. The proportion of employees under the age of 30 (17.6%) fell 1.6 percentage point between 2010 and 2011, while the proportion over 50 (23.9%) rose by 0.6 percentage point.
Changes in the number of employees take into account the impact of changes in the scope of consolidation in 2010 and 2011. These are presented in Note 2.1 to the financial statements.
Note: The coverage of the mobility number is slightly lower than other indicators.
(1) All this information is now calculated on the basis of the first 11 months of the year, December in any case not being a representative month and generally being marginal in terms of activity compared with the other months of the year
Proportion of women (%)
(1) These two management levels include Executive Committee members and Management Committee members in each entity.
Proportion of part-time employees
The number of part-time employees rose by 0.2 percentage point between 2010 and 2011, with the rate stabilising at 14.7%. Most part-time employees are women (89.05%).
In France, since 2005 Crédit Agricole S.A. has had an active policy of hiring people with disabilities. The first Group agreement, signed in 2005, was renewed in 2008 and subsequently in 2011. This third agreement follows on from the efforts made over the previous six years and covers all Group entities. At end-2011, the Group employed 2,074 people with disabilities.
A number of entities signed partnerships with schools and universities to encourage hiring and thereby promote the integration of students with disabilities. For example, in 2011, Amundi partnered up with the Garches secondary school to offer internships to people with disabilities studying the Bac Pro (higher national certificate in administration) secretarial skills, accounting and desktop publishing diploma. Secondary school students with disabilities were thus mentored by employees from the Management, Communication and Accounting departments. The success of this “fresh perspective” will make it possible to repeat the experience.
The third agreement targets 140 new hires over three years. In 2011, the Group hired 52 people with disabilities, including 17 on indefinite-term employment contracts.
The agreement also provides for adapting the working environment (workstations, workplace, etc.) using cutting-edge technology in order to facilitate the retention of employees with disabilities. In 2011, the Group provided the “PC EYES” tool to a number of employees. This appliance allows users to connect to any computer and to navigate on screen using eye recognition.
The agreement also undertakes to support their professional development by means of tailored trainings. For example, to improve the integration of its deaf employees, since September 2011 Crédit Agricole CIB has been offering other employees French sign language courses in partnership with the Paris Dauphine University via 30-hour modules. 174 people signed up and are currently following these training sessions. Resulting from this initiative came the first meeting of the Group of sign-language trainees with the deaf employees and the hiring of a deaf holiday assistant.
Use of disability-friendly companies
In addition to direct actions regarding the employment of people with disabilities, the use of disability-friendly service providers (Entreprises Adaptées & Établissements et Services d’Aide par le Travail) has increased with the support of the Group Purchasing department, by systematically including a “social responsibility” component in every call for tender, thereby demonstrating that social responsibility goes hand in hand with economic efficiency.
Various collaborative tools are also employed in order to be able to widely circulate the goals of the third agreement in terms of the hiring and integration of people with disabilities to the Disability Network.
During the Hiring People With Disabilities Week, Group entities carried out a series of awareness-raising initiatives. For example, a number of Group entities including Pacifica and Crédit Agricole S.A. Economic and Social Unit (ESU) took part in the interactive virtual jobs fair Handi2Day. This jobs fair allowed candidates with disabilities to be put in touch with recruiters. A “chat” was added for hard-of-hearing candidates or those with speech impediments.
Abroad, every entity implements a policy tailored to its environment. In Italy, Cariparma places emphasis on hiring and integrating people with disabilities every year. In Greece, in addition to observing the national legal minimum of 3% of employees with disabilities, Emporiki undertakes awareness-raising actions and participates in the “Hellenic Network” regarding the rights of people with disabilities. At Crédit Agricole Ukraine, 4% of the workforce have disabilities, thereby satisfying its legal obligation.
Number of agreements signed during the year in France by subject
Labour-management dialogue is a reflection of the Group’s responsibility. The Group is mindful of the development of a constructive labour-management dialogue, with a view to reaching structured and binding agreements.