A responsible employer
The Human-centric project
The women and men of Crédit Agricole are central to the success of the Group. In an increasingly digital society, the direct responsibility that accountable employees can offer their customers is crucial. The Group places this responsibility at the heart of its Human-centric project.
Acting as the main driver to achieve our organisational, cultural and managerial transformation, the Human-centric project focuses on accountable teams, i.e. each individual employee is responsible for his or her actions. It aims to offer the Group’s customers permanent access to a single contact person, acting with full discretion to provide real value, in line with the Group’s raison d’être: “Working every day in the interest of our customers and society”.
The market environment is in constant flux. In order to face its many transformations, the Group, as a responsible employer, ensures equity and promotes diversity with a view to inclusion; improves the quality of work life and guarantees the health and safety of its employees; and upholds active dialogue with employee representatives.
The six building blocks of our HR policy
Group Crédit Agricole employs 145,000 people throughout the world, with various rankings reflecting the Group’s attractiveness:
- No. 1 financial services employer in France with the best career prospects (LinkedIn Top Companies 2023)
- Most committed CSR employer in the financial services sector, and a Top10 employer all sectors combined (Universum 2022 CSR index for students and young professionals with up to three years' professional experience in France)
- No. 1 financial services sector employer in France, and a Top5 employer all sectors combined, out of some 300 companies reviewed (Le Figaro 2022)
Crédit Agricole S.A., major recruiter in 2022:
|Recruitment per geographical area|
The Crédit Agricole S.A. recruitment website, For you, everything starts here, gives candidates access to a multi-brand, multi-business and international platform, for an easy and intuitive candidate experience:
HR document database: agreements, charters and policies
Agreement on the management of skills (GPEC, only in French) (2012)
Charter on new ways of working (2018)
Code of Conduct (2018)
Code of Ethics (2017)
Corporate Parenthood Charter (2022)
Crédit Agricole S.A. HR Facts & Figures (2022)
Crédit Agricole S.A. HR policy : Diversity (2023)
Crédit Agricole S.A. HR policy: Employee compensation (2023)
Crédit Agricole S.A. HR policy: Health, Safety & Quality of Work Life (2023)
Crédit Agricole S.A. HR policy: Social dialogue (2023)
Diversity Charter (2008)
GDPR Charter for employees (2018)
GDPR Charter for job applicants (reviewed 2023)
Global Agreement (UNI Global Union) (2023-2027)
-- International Framework Agreement (UNI Global Union) (2019-2023)
Group Disability Policy (2022)
Human rights charter (2009)
Manifesto for the inclusion in economic life of people with disabilities (2019)
Potentielles diversity charter (2018)
Social Commitment – 2022 Report (June 2023)
UK Modern Slavery Act declaration (2023)
Women’s Empowerment Principles (WEP) (2022)
HR performance indicators
MTP monitoring indicators
Source: URD 2022 p125
Labour indicators for Crédit Agricole S .A. (2022)
Gender equality index
The gender equality index was established by the French government in 2019, in order to calculate the compensation gaps between men and women at work.
The Group’s marks highlight the efficiency of those actions implemented, with most entities posting a stable or better score for 2022 figures in relation to 2021.
At end December 2022, the index for the Crédit Agricole S.A. Corporate Entity was 91/100.
The information of each Group entity relating to their gender equality index is published on their website.
Rixain Law information
The Rixain Law establishes an obligation for fair representation of men and women in the executive positions of major corporations. It sets an objective of at least 30% of people of each gender amongst executive managers and leadership bodies by 1 March 2026.
The calculation is based on the time spent, during the accounting year, by the Group’s men and women as executive managers or as members of a leadership body.
At end December 2022, the gender diversity figures in executive positions for Crédit Agricole S.A. Corporate Entity were:
- Rate of women among executive management: 29%
- Rate of women in leadership bodies: 38.2%
The information of each Group entity relating to the Rixain Law is published on their website.