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The Crédit Agricole S.A. group makes its first appearance among the top 50 SBF 120 companies for female representation on executive bodies

 

The Crédit Agricole S.A. group has climbed sharply within this ranking of female representation on executive bodies at companies belonging to the SBF 120 index, rising 46 places from 90th in 2015 to 44th in 2019 and breaking into the top 50 for the first time, ahead of BNP Paribas (62nd) and Société Générale (93rd). 

 

 

The annual ranking, created to monitor the impact of the Copé-Zimmermann Act, ranks France’s 120 largest companies, highlighting their commitment to female representation on executive bodies and gender equality more generally.

Crédit Agricole S.A. group’s progress up the ranking reflects the proactive policy put in place four years ago through a dedicated action plan that has yielded the following results:

• Female board representation has risen significantly within both Crédit Agricole S.A.’s Executive Committee (up from 6.5% to 23.5%) and the top-level executive bodies of the Group’s 11 business lines, all of which now enjoy strong female representation (up from 15% to 28%).

• On the gender equality index, the Group has scored higher than the 75-point threshold set by the French Government, recognising our policy of equal opportunities and equal pay.

• Diversity networks have been strengthened: there are now 18 such networks in France and abroad.

• On 31 July 2019, the Group signed an international framework agreement proposing a common core of rights for our 75,000 employees working in all 47 countries in which the Group operates. This agreement includes, in particular, strong support for parenthood, with the amount of paid maternity leave available to all mothers rising to 16 weeks. The Crédit Agricole S.A. group intends to continue with its proactive policy and further increase female representation within the top-level executive bodies of Crédit Agricole S.A. group entities, notably by setting a target of 30% by 2022.

The unprecedented period we are currently living through lends even more credibility to our raison d’être, our Group Project and its three pillars, boosting the relevance of our Human-Centric Project in particular and highlighting the urgent need to accelerate its rollout. And diversity constitutes an ideal point of entry to upgrade our management culture in order to up the pace of our transformation, meet the challenges linked to the changing world in which we live and attract the kinds of talented people we need to achieve our 2022 Strategic Ambition.

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