Our Group is defined by a unified, decentralised and entrepreneurial culture where humanity is what brings us together: it 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 throughout the Group, at all levels, in all our companies and all our governing bodies. Such is our ambition!

To meet this challenge, we have set ourselves four priorities 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.

To foster “living and working well together”, we raise awareness among employees of the significance and strength of diversity including the impact of stereotypes and accepting differences in our everyday lives.

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

We are actively involved in promoting gender diversity and have been implementing an ambitious action plan over the last six years that aims to:

– Further increase 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 Crédit Agricole S.A. Executive Committee: from 6.5% in 2016 to 29.4% today.

– The proportion of women in the Top 1000 is of 40% at 31 December 2024,

– The existence of gender diversity networks with 20 networks in France and internationally. The “Cercle Potentielles”, which brings together Crédit Agricole S.A.’s seven existing internal gender diversity networks in France, was officially launched on 29 June 2018 with a charter signed jointly by the Cercle Potentielles and Crédit Agricole S.A.’s senior management to increase the impact of gender diversity initiatives. In addition, the Group strengthened its commitments to gender equality with the signing of the Charte Financielles on 16 November 2021, and became a signatory to the Women’s Empowerment Principles on 27 July 2022.

– The renewal, on 9 October 2023, of a Global Agreement that provides a common social basis for our more than 81,000 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 and paid paternity leave to 28 days for all employees worldwide.

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 middle school students from “priority education areas”.

– We are reinforcing our apprenticeship actions. In 2024, 4,334 work-study students and 3,891 interns were trained within Crédit Agricole S.A.. Our objective is to welcome 50,000 young people by 2025.

– We continue to integrate young people with over 44% of permanent hires under the age of 30 in 2024.

Since 2005, our Group has been pursuing a proactive disability policy. This ambition has enabled our Group to make steady progress in the areas of recruitment, job retention, purchasing from the sheltered employment sector (STPA) and employee awareness-raising. It has also enabled us to set up a disability community, lead it and professionalise those involved.

Our employment rate for people with disabilities has risen from less than 2% in 2005 to 5.95% by the end of 2024 (i.e. 2,419 employees with disabilities).

With a 7th Disability Agreement for 2023-2025, the Group aims to move from integration to inclusion.

To achieve this, a number of initiatives are being implemented to raise awareness and change the way people view disability.

To mark the European Disability Employment Week and the 2024 Olympic and Paralympic Games, Crédit Agricole S.A. offered all its employees conferences, events and introductions to parasports (blind football, wheelchair basketball etc.) in a fun and educational way in order to gain an understanding of various disabilities.

Following the Paralympic Games, a dedicated conference, “Throwback to the Games”, was held at the Evergreen site in Montrouge, with para athletes sharing their experiences of preparing for and participating in the Games and its impact from a sociological point of view. A quiz on the Group’s disability policy and the Paralympic Games was also held.

A Café Joyeux Inside cafe was inaugurated on the Montrouge campus in the presence of the founders of the Café Joyeux concept, Yann and Lydwine Bucaille, as well as Philippe Brassac, Chief Executive Officer of Crédit Agricole  S.A., members of the Executive Committee and the Group’s Human Resources Directors. Café Joyeux is the first brand of coffee shops to employ people with intellectual disabilities, with all profits reinvested in the association’s work. Since its inauguration, six waiters with cognitive and intellectual disabilities have been welcoming Group employees every day.

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

We have risen significantly in this ranking on the representation of women on the boards of SBF 120 companies. Our Group has gained 63 places between 2015 and 2022, rising from 90th to 27th place.

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

In 2024, we were among the European leaders in the “Diversity Leaders” ranking published by the Financial Times. We are ranked 33ᵉ out of 75 European banks, 5ᵉ French banks, and we remain in the first half of the overall ranking, which assesses 850 companies from 16 countries (Germany, England, Austria, Belgium, Denmark, Spain, Finland, France, Ireland, Italy, Luxembourg, Norway, the Netherlands, Poland, Switzerland, Sweden).