Our group

Defined by a unified, decentralised and entrepreneurial culture where humanity is what brings us together, our Group embodies diversity.

We want to continue to affirm our culture, which sets us apart. We make a commitment to our employees by guaranteeing equity and the promotion of Diversity with the objective of inclusion.
To strive for real inclusion means implementing actions enabling us to experience Diversity positively all across the Group, at all levels, in all our companies and all our governing bodies. That is our ambition!

To meet this challenge, we have set ourselves four priorities for action with concrete commitments:

• Continue to increase the number of women in management
• Make our talent pools more international
• Develop social diversity, integrate young people and promote the transfer of knowledge by our more experienced employees
• Step up our commitments regarding disability by increasing our recruitment efforts and creating conditions that encourage the recognition of employees with disabilities

We are convinced that tolerance and openness to others contribute to a sense of belonging among our employees. Greater diversity and better inclusion of differences are the essential ingredients for strengthening our values and for more efficient, creative and innovative operating methods.

In order to foster “living and working well together”, we raise awareness among employees of the richness of diversity. We thus develop awareness of the impact of stereotypes in our everyday lives and openness to others in our everyday lives in accepting their differences.

Diversity is also a matter of perspective… and this is best expressed by our employees!

We have been actively involved in the subject of gender diversity with the implementation of an ambitious gender diversity action plan over the last four years. This plans aims in particular to:

• Step up the increase in the number of women in management
• Continue to raise awareness among all our employees
• Support the transformation of our managerial culture

This proactive policy is beginning to bear fruit!

• The significant increase in the gender balance of the Executive Committee of the Crédit Agricole SA Group: from 6.5% in 2016 to 37.5% today
• The increase in the number of women in all the senior management positions of Group entities, from 21% to 28% on average
• Development of gender diversity networks, with 18 networks in France and abroad.
• The signing on 31 July 2019 of an International Framework Agreement that provides a common social base for our 75,000 employees working in the countries where the Group operates. This agreement includes, in particular, a strong commitment to parenthood, raising paid maternity leave to 16 weeks for all employees

With more than half of our employees working abroad, the Group has set itself the challenge of creating more internationally diverse talent pools.

We are convinced that young people’s first contact with the world of work is crucial and can be decisive for their successful entry into professional life.

• We are committed to opening our doors to young people from “priority education areas”. We took in 721 middle school students for their workplace observation internship in 2020-2021 (300 tutor/intern pairs created in 2020 and 421 in 2021)
• We are reinforcing our apprenticeship actions. 1,769 work-study students are currently being trained in the Crédit Agricole S.A. group. Our objective is to increase the number of work-study students by 50% by 2022
• We continue to integrate work-study students, interns and fixed-term contracts by converting 30% of such contracts into permanent contracts each year

For 15 years now, we have been committed to employing people with disabilities.

Thanks to successive agreements, we have been able to increase the employment rate of people with disabilities from 1.8% in 2005 to 5.22% at the end of 2021.

Between 2017 and 2019, we:

• Recruited 131 people with disabilities, including 51 on permanent contracts
• Reinforced measures to assist and support the teams
• Continued the roll-out of awareness-raising and information actions (EDEW/employment forum, etc.)
• Promoted the use of suppliers from the protected workers’ sector

We have signed a sixth Group disability agreement for the period from 2020 to 2022. We reiterate our commitment for all our companies and are determined to achieve the objectives set for this period in terms of recruitment, job retention, awareness-raising and the use of suppliers from the protected workers’ sector.

Ranking of the representation of women on the boards of SBF 120 companies

We have risen significantly in this ranking on the increased representation of women on the boards of SBF 120 companies and are now in the top 50 ahead of BNP Paribas (62nd) and Société Générale (93rd). We gained 46 places between 2015 and 2019, rising from 90th to 44th. Amundi, also listed on the SBF 120, rose 37 places compared with 2018.

This annual ranking highlights the commitment of the 120 largest French companies to increase the proportion of women on their boards and to foster professional equality between men and women.

Financial Times “Diversity Leaders” ranking

We have been recognised by the Financial Times, in its “Diversity Leaders” ranking, as the leading company in France in the financial services sector in terms of diversity.

At the European level, we rank in the top 25% (133rd) of a panel of 700 companies from 11 countries (Germany, England, Austria, Belgium, France, Italy, Luxembourg, Norway, Netherlands, Switzerland and Sweden).