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. 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 2024:

The "Cercle Potentielles" brings together in France Crédit Agricole S.A.’s seven existing gender diversity networks (CACIB, Amundi, CAA, CAPFM, LCL, Credit Agricole Group, CACEIS) 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 by signing the Financielles Charter on 16 November 2021 and adhering to the Women’s Empowerment Principles in July 2022.

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. For 2024, the index for the Crédit Agricole S.A. Corporate Entity was 98/100, up one pp in relation to 2023, and 7pp in relation to 2022. Find out more here.

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 2024, the gender diversity figures in executive positions for Crédit Agricole S.A. Corporate Entity were:

• Rate of women among executive management: 30.10%
• Rate of women in leadership bodies: 32.50% (based on a prorata temporis calculation)
   

The information of each Group entity relating to the Rixain Law is published on their website.

At end 2024, Crédit Agricole S.A. employed 81,244 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 2024:

At 31 December 2024, talent pools comprise 25% of international profiles.

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.

Negotiations carried out with the Crédit Agricole S.A. staff representative bodies led to the signing of a seventh Group disability agreement for the period running from 2023 to 2025.

In this agreement, Crédit Agricole S.A. continues its commitment to equal rights and opportunities and to developing an increasingly inclusive culture within the Group, in line with the ambitions of the Group's Human-centric and Social Projects:

The areas of focus for the period 2023/2025 include both an ambitious qualitative objective for recruitment, which now includes work-study students, and a quantitative component built around several themes (new training for managers, end-of-career support, partnerships with higher education institutions, etc.).

For the first time at Group level, joint commitments have been entered into as regards disability until the end of 2025:

• an employment rate for disabled persons within the Top 3 of the financial sector: at end 2023, with a Group direct employment rate standing at 6.16%, Crédit Agricole Group was ahead of its main competitors.
• the completion of 600 recruitments over the period of the agreement: at end 2024, 511 recruitments had been made.

Lastly, the Group re-establishes its commitment towards disability worldwide: as part of its Global Agreement, the Group is committed to combating direct and indirect discrimination and to promoting the inclusion of disabled employees in all its subsidiaries. In line with this commitment, several entities have put internal charters in place.

In 2024:

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 2024, Crédit Agricole S.A. welcomed 4,334 work-study students and 3,891 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.

The Group’s ambition is to welcome 750 pupils every year (of which 300 within Crédit Agricole S.A.), i.e. 5% of the national objective allocated to private sector companies.

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 2014 and since the start of the programme, a total of 1,946 secondary pupils have been welcomed within Crédit Agricole S.A. for their corporate observation week.