41
Non-Financial Indicators Handbook -
2013
-
VIVENDI
Social Indicators
5
Equality and diversity in employment
5.6.
Equality and diversity in employment
■
5.6.1. Measures Promoting Gender Equality
The Supervisory Board strongly believes that promoting women to
leadership positions is a measure of the Group’s success, and therefore,
in 2011, it approved a networking program to promote a gender balance
at the highest level. In March 2012, the ANDIAMO network was created,
serving as a forum for some thirty female senior managers from the
Group’s French companies. The purpose of this network is to empower
women and support them in their career development through the
personal accounts of role models and co-development and training
workshops.
All of the Group’s French companies have also signed innovative
agreements on gender equality:
collective agreement on professional equality of men and women,
providing for the implementation of a comprehensive set of
measures (recruitment, promotion, compensation and maternity
leave) and indicators to monitor the mechanisms put in place;
parent-friendly agreements calling for equal treatment for father and
mother; and
agreements on working hours to facilitate a work/life balance for
men and women.
In this regard, and before signing a third agreement on gender equity
currently under negotiation at SFR, an action plan was created to
reinforce existing provisions and make the following improvements:
improving hiring parity, especially in certain subsidiaries, and
respecting gender equality in access to employment;
ensuring there is gender equality in all jobs and job classifications
within the business;
providing equal opportunities in career development;
guaranteeing salary equality between men and women performing
the same jobs at the same skill level and with the same
responsibilities and results;
guaranteeing equality in professional development and pay
increases, in the event of a career interruption owing to parental
leave, maternity leave or adoption leave; and
striving for improvement in terms of reconciling personal and
professional life, taking parental issues into account.
As in SFR, the Canal+ Group strives to make its partner recruitment firms
aware of the Company’s goal of having a stronger female presence on its
final list of candidates. In relation to internal mobility, the Canal+ Group
favors mobility towards the business lines where there is a “gender
imbalance”, and allocates funding in its budget to training in these job
categories.
More generally, Vivendi, SFR and the Canal+ Group are aiming for gender
parity in succession plans and promotions. These agreements include
measures to identify and remedy any pay differentials. For example, SFR
and the Canal+ Group have eliminated periods of maternity leave from
the annual assessment, have identified pay differentials for equivalent
posts and taken remedial action, and have provided for the principle of a
special budget, if necessary, in annual compensation budgets to remedy
any pay differentials in the various categories.
Parental agreements provide for career flexibility by allowing for periods
of absence (maternity or parental leave). Both SFR and the Canal+ Group
hold a pre- and post-maternity leave interviews.
Lastly, programs promoting changes in behavior and combating
stereotypes have been introduced at all levels throughout the Group:
projects aimed at empowering individuals (mentoring and training)
and training in female leadership;
networking with the participation of role models: meetings between
experienced women and young female employees; communication
on successful career development of women working in male-
dominated positions;
“Speed meetings” organized at the Canal+ Group to raise the
profiles of women performing jobs in male-dominated fields or who
have risen to a position in Management; and
at Vivendi’s headquarters, a seminar open to all employees on
the topic of “Managing gender parity in business”, followed
by workshops on topics such as “From stereotypes to valuing
differences” or “Bold career steps”.
Proportion of Women in Management
In France, a
cadre
is an employee who has a significant level of
responsibility and autonomy and who is subject to performance
obligations (operations, production, development and project
management).
In other countries, this concept is not applied, and the closest equivalent
is an manager who is paid a salary rather than an hourly wage.
Accordingly, in the table below, women managers (in other countries)
and women
cadres
in France are both accounted for.
This proportion has remained stable over the past two years for the
Group as a whole. The proportion of women managers is highest at the
Canal+ Group (47%), UMG (41%), Vivendi’s headquarters in Paris and its
New York office (49%).
Women in management
GRI
UNGC
OECD
LA1, LA13
1, 6
V
2013
2012
Consolidated data
35%
35%
Corporate
Other
47%
41%
28%
31%
27%
49%
38%
UMG
GVT
SFR
MTG
C+G
50%
0
100%
Calculation method: number of women managers in relation to
all managers
