Diversity

Crédit Agricole S.A.'s Diversity Policy is part of the Group's Societal Project. Crédit Agricole S.A. is committed to increasing gender diversity in all business lines and at all levels of the organisation by promoting inclusion and opposing all forms of discrimination.

In this policy, Crédit Agricole S.A. intends to address all forms of diversity through initiatives based on five commitments: 

• Equal opportunities: to give all employees the same opportunities to access positions, promotions and advantages on the basis of their skills and performance.
• Openness and curiosity: to develop an interest in others, open up to differences, promote and understand the diversity policy and highlight its benefits to move ever faster towards an inclusive corporate culture.
• Representativeness: to reflect constantly evolving clients and society, by taking into account a certain number of criteria (age, disability, gender etc.) in all business lines and throughout all levels of the organisation.
• Solidarity: to place mutual support and collaboration at the heart of HR policies, through actions turned either towards the Group or towards society at large.
• Responsibility: to make the promotion of diversity everyone’s business. 

Crédit Agricole S.A. is a signatory to the UN’s Global Compact since 2003 and France’s Diversity charter since 2008. The Group also signed the Women’s Empowerment Principles in 2022 and joined the #StOpE initiative in 2026. These commitments in favour of diversity and inclusion, and against all forms of discrimination, are recalled in the Global Agreement, renewed in October 2023 for a term of four years.

Diversity forms an inherent part of Crédit Agricole Group’s DNA and as such, the Group guarantees fairness and the promotion of diversity to foster inclusion.

As part of its Ambitions 2025 MTP, Crédit Agricole S.A. expands its commitment in such a way as to further professional equality between men and women, in particular through the signature of agreements on topics such as equality in recruitment, training, promotion and remuneration, as well as work-life balance.

In 2025:

The "Cercle Potentielles" brings together Crédit Agricole S.A.’s eight existing gender diversity networks worldwide (CACIB, Amundi, CAA, CAPFM, LCL, Credit Agricole Group, CACEIS, CA Italia) and aims to compound the impact of gender diversity initiatives. Click here to view the initial charter signed between the Cercle Potentielles and Crédit Agricole S.A.’s general management.

The Group strengthened its commitments towards gender balance and equality in the workplace by signing the Financi'Elles Charter 2021 as well as renewing its support to the Women’s Empowerment Principles in January 2026. That same year, Crédit Agricole also joined the #StOpE initiative, demonstrating its commitment within a collective mobilised against everyday sexism in the workplace and affirming its determination to promote an inclusive and respectful work environment.

Gender equality index
 

The gender equality index, established by the French government, highlights the efficiency of the various actions implemented within the Group, with positive ratings. In 2025, Crédit Agricole group entities achieve equality index score of 90/100, up two points on 2024. The information of each Group entity relating to their gender equality index is published on their website.

At end December 2025, the gender diversity figures in executive positions for Crédit Agricole S.A. Corporate Entity were:

• Professional equality index of UES CASA: 93/100
• Rate of women among executive management: 30.80%
• Rate of women in leadership bodies: 31.90% (based on a prorata temporis calculation)
   

The information of each Group entity relating to the Rixain Law 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 2025, Crédit Agricole S.A. employed 83,044 full-time employees (FTEs) in over 45 countries. With over half its employees working outside France, the internationalisation of talent pools is of major importance for Crédit Agricole S.A. 

In 2025:

At 31 December 2025, talent pools comprise 33% of international profiles.

 Disability policy: a long-term commitment spanning over 20 years

Since 2005, Crédit Agricole S.A. has been implementing a voluntary and structured disability policy. A new agreement was signed for the period 2026-2028, reaffirming commitments in favour of equal opportunities, inclusion, recruitment, career support, and combating discrimination, both in France and internationally.

Common Group commitments on disability have been maintained to the end of 2028:

• A disability employment rate ranking in the top 3 of the financial sector
• The completion of 600 recruitments over the agreement period

Key indicators provide concrete insight into the progress achieved and support the roll-out of actions promoting the inclusion of people with disabilities at all levels of the organisation.

In 2025:

Employment is a main concern for active populations worldwide, and the employment of the younger generation dominates these concerns.

To this end, the Group has committed to a Youth Plan to collectively welcome and support the younger generations. With this plan, the Group aims to act as a bridge between the academic and professional worlds, and to reaffirm its ambition of acting as a responsible employer by actively taking part in inclusion, the provision of equal opportunities and the employment of young people, wherever they are.

Internships, work-study programmes, ICV & other youth contracts

In 2025, Crédit Agricole S.A. welcomed 4,572 work-study students and 4,440 interns worldwide.

Crédit Agricole S.A. also makes available International Corporate Volunteering contracts (ICV) throughout its establishments worldwide and its various specialised business lines.

Mandatory corporate observation week for secondary pupils from high-priority education network schools
 

Since 2019, Crédit Agricole Group has been taking part in a national operation in France entitled “Mon stage de troisième”, which aims to offer high-quality corporate shadowing weeks to pupils from high-priority education network schools.

In 2025, 252 middle school students were welcomed at Crédit Agricole S.A. and 980 middle school students were welcomed across the Group to complete their internships.

Crédit Agricole S.A. thus took on the responsibility of organising the roll-out of this commitment to its 12 main subsidiaries, with collective moments and the mobilisation of volunteer tutors to support students during their mandatory observation week.

A team was set up within the Human Resources Group to help support the subsidiaries’ HR teams and establish a welcome programme for the pupils, with the assistance of associations approved by the national program:

Viens Voir mon Taf	Tous en stage	Un Stage et Après

At end 2025 and since the start of the programme, a total of 2,198 secondary pupils have been welcomed within Crédit Agricole S.A. for their corporate observation week.