Social indicators

Indicators below have been audited by PriceWaterhouseCoopers. More
- The 2010 face of Crédit Agricole S.A. Group
- Recruitment
- Internal mobility
- Training
- 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

The 2010 face of Crédit Agricole S.A. Group

Headcount by type of contact (FTE)

Global presence

More than 86% of Crédit Agricole S.A. Group employees are based in Europe. Outside France (46.8% of employees), the countries with the most employees are the following:

Italy (11.6% of employees);
Poland (6.9% of employees);
Greece (5.8% of employees).

The overall average age of Group employees is 41. The average age in France is 42 and in other countries 37. The proportion of employees under 30 years of age (19.2%) decreased by 1.6 percentage points between 2009 and 2010, while the proportion of those over 50 (23.3%) is stable.

Recruitment

Internal Mobility

Training

Equality at work between men and women

Proportion of women

Equality in the workplace - Proportion of headcount accounted for by women

Proportion of part-time employhees

Employment and integration of disabled persons

The Group is highly committed to measures favouring the employment of handicapped persons. For many years, it has adopted a coordinated policy to successfully achieve the recruitment, integration, professional development and continued employment of handicapped persons or those who develop a handicap during their professional lives. In France, following a first Group agreement over the period 2005-2007, the Group signed a second agreement for the period 2008-2010 with union representatives.
The targets of this agreement have all been attained or exceeded. More than 130 recruitments were completed over the past three years (versus an initial target of 115), for permanent contracts (45 recruitments in three years), work-study traineeships and employment contracts of over six months; approximately 1,500 measures are taken each year to help maintain handicapped persons in employment and to adapt working conditions, benefiting around 350 handicapped employees annually; numerous and varied awareness measures are undertaken through sport, theatre, comic strips or music to ensure that handicap is taken into account in the professional environment.
With the permanent support of the Industrial Innovation team of the Group’s IT department, the latest technological solutions have been introduced: the My Tobii software to operate computer applications with eye movements, the Tadeo communication platform that enables deaf and hard-of-hearing employees to use the telephone, secure and extensive telecommuting solutions, etc.
In addition to direct measures encouraging the employment of handicapped persons, the use of adapted and protected sector services (Etablissements et Services d’Aide par le Travail, Entreprises Adaptées) has been developed with the support of the Group’s Procurement department, adopting an approach that reconciles social responsibility and the need for economic effectiveness.
On 31 December 2010, the Group entered into a third agreement with all union representatives that will come into effect over the period 2011-2013, once it has been approved by the Board.
Internationally, each entity implements a policy tailored to its environment. In Italy, for example, Cariparma Group places emphasis on the recruitment of disabled persons. In Greece, Emporiki respects the national legal obligation for 3% of its jobs to be filled by disabled employees.

Labour-management dialogue

Number of agreements signed during the year in France by subject

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