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Crédit Agricole S.A. is opposed to all forms of discrimination, including those based on age, nationality, ethnic origin, gender, sexual orientation, gender identity or expression, religion, marital status or disability.
To this end, Crédit Agricole S.A. is a signatory to the UN’s Global Compact since 2003 and France’s Diversity charter since 2008. This commitment in favour of diversity and inclusion, and against all forms of discrimination, are recalled in the International Framework Agreement, signed in July 2019.
The Group’s Human Resources Department also organises every year various awareness-raising actions on topics of Diversity.
At end 2021, Crédit Agricole S.A. numbers 75,711 full-time equivalent (FTE) employees and a presence in 44 countries:
Distribution by gender:
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.
Gender equality index
The gender equality index was established by the French government in 2019, in order to calculate the remuneration 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.
The information of each Group entity relating to their gender equality index is published on their website.
For the index of Crédit Agricole S.A. UES, click here.
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.
The information of each Group entity relating to the Rixain Law is published on their website.
For Crédit Agricole S.A. Entité Sociale data, click here.
Positive results on the ratio of women among executives
- A significant progression of women within the Executive Committee of Crédit Agricole S.A., from 6.5% in 2016 to 37.5% in 2022,
- Constant progress of the Group in the ranking of women representation in the decision-making bodies of SBF 120 companies, progressing 52 places between 2015 and 2020, moving up from 90th to 38th place,
- More women in those people promoted, with 59% of promotions in 2021 in France concerning women.
The "Cercle Potentielles", which brings together Crédit Agricole S.A.’s eight existing gender diversity networks in France, was officially launched on 29 June 2018, based on a charter signed jointly by the Cercle Potentielles and Crédit Agricole S.A.'s Executive Management in order to compound the impact of gender diversity initiatives. Click here to download the initial charter.
The Group strengthened its commitments towards gender balance by signing the Financielles Charter on 16 November 2021 and adhering to the Women’s Empowerment Principles on 27 July 2022.
With over half its employees working outside France and a presence in 44 countries, the internationalisation of talent pools has become of major importance for Crédit Agricole S.A. An objective of having 20% of international profiles in succession plans by 2022 was set, and the criterion was added to the monitoring indicators of its Human-centric project.
Objective of 20%
international profiles in succession plans by 2022
54%of Crédit Agricole S.A. employees
working outside France
in which the Group operates
Crédit Agricole S.A. has had a proactive disability policy in place since 2005, implemented through a succession of three-year disability agreements approved by the State and signed by Crédit Agricole S.A.’s staff representative bodies.
During its sixth Disability Agreement in place from 2020 to 2022, Crédit Agricole S.A. transitioned from integration to inclusion, by continuing to drive a shift in views on the importance of the diversity of profiles and skills as a factor for cohesion, progress and social and managerial innovation. Regular awareness-raising actions are in place, through conferences and other events throughout the year, and in particular during the week for the employment of people with disabilities.
Negotiations carried out with the Crédit Agricole S.A. staff representative bodies led to the unanimous signing on 21 December 2022 of a seventh Group disability agreement for the period running from 2023 to 2025.
For this latest agreement, approved in line with the provisions of French law of 5 September 2018, the Group outlines a strong ambition for disability as part of its Human-centric project with, for the first time ever, joint objectives to be reached by 2025 and set at Group level:
- to be in the financial sector’s Top 3 in terms of employment rate of people with disabilities,
- to conduct over 600 recruitments throughout the duration of the agreement.
These ambitious objectives illustrate the Group’s desire to develop an inclusive corporate culture, in the service of our societal commitments.
5.22%rate of employment
of persons with disabilities for Crédit Agricole S.A. in France
with disabilities within Crédit Agricole S.A.
“Crédit Agricole is committed to employing and training young people. It is an opportunity for our Group to build our useful and universal bank model alongside them. It is an opportunity for our Group to share a common undertaking with them: working every day in the interest of our customers and society”, Philippe Brassac, Chief Executive Officer of Crédit Agricole S.A.
Employment is one of the main concerns of the French people, and the employment of the younger generation dominates these concerns. The impact of the recent health crisis on young people is a key issue, both for our society as a whole and for preparing the future.
As a responsible employer, the Group has committed to a Youth Plan to collectively welcome and support the younger generations. Through this plan, the Group aims to act as a bridge between the world of education and the professional world, and to reaffirm its ambition as a responsible employer by actively taking part in the inclusion, provision of equal opportunities and employment of young people, wherever they are.
Internships, work-study programmes, ICV & other youth contracts
In 2021, Crédit Agricole S.A. welcomed 1,769 work-study students and 1,374 interns, ranking the Group second among those companies recruiting the most work-study students (source: Le Figaro and Cadremploi survey, March 2020).
Crédit Agricole S.A. also makes available International Corporate Volunteering contracts (ICV) throughout its establishments worldwide and its various specialised business lines.
were filled despite the effects of the health crisis
(Crédit Agricole S.A., France)
(Crédit Agricole S.A., France)
Mandatory corporate observation week for secondary pupils from high-priority education network schools
Since 2019, Crédit Agricole S.A. has rolled out a global system to welcome, for their mandatory corporate observation week, a target of 300 14-year-olds from establishments located in areas with high-priority education needs.
As a responsible employer, this societal ambition is now part of the Group’s Youth Plan.
In 2022, working with charities such as Un Stage et Après, Viens Voir mon Taf, Tous en Stage and Job in Real Life, volunteer employees from all entities of Crédit Agricole S.A. welcomed 430 pupils for their observation week, either within their entity or during tailor-made themed workshops.
Various formats were offered to enable all employees to tutor a student according to their preferences and availability, thereby giving students access to the corporate world and broadening their horizons. In line with the Group's gender balance ambitions, Crédit Agricole S.A.'s commitment was expanded this year with the aim of also helping to combat the self-censorship of young girls and to encourage them to take up scientific careers in the tech and digital industries.
A test programme was rolled out in 2022 with JobIRL, Les Intrépides de Crédit Agricole S.A., enabling two promotions of pupils to access an observation week built around the challenges of gender balance and the breaking down of stereotypes.
were welcomed at Crédit Agricole S.A. for their mandatory corporate observation week
Crédit Agricole S.A. provides its financial support to charities working on matters of inclusion, in the amount of EUR 12.5 million in 2021, both in France and abroad: #Stopillettrisme, Viens voir mon Taf, Un stage et après, Dons Solidaires, Entourage, and more.
“1jeune1solution” national inclusion programme
On 4 February 2021, Philipe Brassac, Chief Executive Officer of Crédit Agricole S.A., and Thibaut Guilluy, High Commissioner for Employment and Corporate Commitment, signed the agreement formalising Crédit Agricole Group's commitment to youth employment as part of the national “1jeune1solution” (a solution for each young person) inclusion programme.
The Group was chosen, along with five other French companies, for its recognised commitment to youth employment and its ability to bring about a wider collective mobilisation among French companies.