Crédit Agricole Group’s Diversity Month launched on Thursday 2 November.

This Group-wide initiative promotes an ever more inclusive culture, cultivating diversity, raising awareness among employees and highlighting the Group’s concrete actions.

At the heart of the Group’s Human-centric and Societal Projects, Crédit Agricole Group’s Diversity Policy aims to strengthen the Group’s commitments across five dimensions: openness & curiosity, representativeness, equal opportunities, solidarity and responsibility.

Over a period of 5 weeks, employees can take part in workshops, conferences and training. Each week focuses on one of the dimensions of the Diversity Policy, the Group’s commitments, and allows employees to experience diversity in order to accelerate managerial and cultural transformation and strengthen the Group’s Human-centric Project.

Find out more about the first three weeks:

• Week 1 – Openness & Curiosity

To kick off this Diversity Month, the Group offered employees a viewpoint event with Marie Amélie Le Fur, a disabled athlete with 9 medals, Bénédicte Chrétien, Head of Human Resources at Crédit Agricole S.A., and Isabelle Senéterre, Head of Human Resources at Amundi, on the importance of an increasingly inclusive and non-judgmental culture, where diversity in all its forms is respected and valued.

Among the various initiatives organised by the Group’s entities, Diversity and Gender Diversity workshops have been launched by Amundi, Crédit Agricole Corporate and Investment Bank and Crédit Agricole S.A., to stimulate “openness and curiosity” towards others.

• Week 2 – Representativeness

In order to embody diversity, the Group promotes the representation of diversity in all business lines and at all levels. Employees were able to attend various conferences on this theme.

Marcus Goddard, Intelligence VP of Netexplo, shared his expertise on Generative Artificial Intelligence, presenting an overview of global innovations, including helping companies eliminate bias in their communication and distributing time equally between speakers during remote meetings, for instance.

Natalie Lutz, Intercultural Consultant for Akteos, offered tips on how to develop an intercultural approach, understand the impact of our cultures, communicate across language barriers and build trusting relationships internationally.

Crédit Agricole Payment Services, Crédit Agricole Assurances, CACEIS, Crédit Agricole Group Infrastructure Platform, and many others are also committed to encouraging an ever more inclusive culture and work environment with a variety of concrete actions.

• Week 3 – Equal opportunities

Crédit Agricole Group is committed to offering all its employees the same opportunities, based on their skills and performance.

During the week, employees discovered how to promote gender diversity for IT professions through a round table with Naïma Aubonnet, Global Head of Diversity, Equity & Inclusion at Orange Group, Stéphanie Bonnivert, Head of IT, Digital & Data Human Resources at Crédit Agricole S.A., Aldrick Zappellini, Group Data Director & Chief Data Officer at Crédit Agricole S.A., and Tiphaine David Le Mahier, moderator and Head of HR Transformation at Crédit Agricole S.A.

Among the various initiatives, the Group highlighted the “Women Pioneer Program” launched in 2017 by Crédit Agricole Egypt, a professional training course lasting 6 to 9 months to help female university graduates pursue their career.

To find out more about the ambitions, impact and results, check out the video on Crédit Agricole Group’s YouTube channel.

Crédit Agricole Group’s Diversity Month is not over yet. Follow our news on Linkedin.