Annual report 2014

Societal,

Social

and Environmental Information

Social Indicators

■

3.2.6.1.

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 twenty female senior managers from the

group’s French subsidiaries. The purpose of this network is to empower

women and support them in their career development, helping to combat

the glass ceiling effect through the personal accounts of role models and

through co-development and training workshops.

Almost all of the group’s French companies have also signed innovative

agreements on gender equality:

collective agreement on professional equality of men and

women, pursuant to the law of March 23, 2006 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 / private life

balance, for men and women.

Among the measures taken to enhance existing provisions for social

progress, are the following:

improving parity in recruiting, especially in certain sectors, and

respecting equality in terms of access to employment;

promoting homogeneity and equity in the breakdown of men and

women in all the company’s jobs and job classifications;

promoting equal opportunities in career development;

guaranteeing wage equality between men and woman performing

the same jobs at the same skills level and with the same level of

accountability for results;

guaranteeing equality in terms of professional development and pay

increases in the event of a career interruption for parental, maternity

or adoption leave; and

striving for improvement in terms of reconciling personal and

professional life, taking parental issues into account.

The Canal+ Group makes its partner hiring firms aware of the objective

of increasing the number of women on final lists of applicants. In

terms of internal mobility, Canal+ promotes mobility towards business

units with a gender imbalance and allocates funding in its budget

for on-the-job training.

Parental agreements provide for career flexibility by allowing for periods

of absence (maternity or parental leave). Both Vivendi in Paris and the

Canal+ Group hold pre- and post-maternity leave interviews.

More generally, Vivendi aims for gender parity in succession plans and

promotions. These agreements include measures to identify and remedy

any pay differentials. For example, the Canal+ Group has eliminated

periods of maternity leave from the annual assessment, has identified

pay differentials for equivalent posts and taken remedial action,

and has provided for the principle of a special budget, if necessary,

in annual compensation budgets to remedy any pay differentials

in the various categories.

Lastly, programs promoting changes in behavior and combating

stereotypes have been introduced at all levels throughout the group:

projects aimed at empowering individuals and training in female

leadership;

organization of networks 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; and

various tools requiring awareness on the part of employees: Code of

Conduct, Ethics Commitment (GVT), Compliance Program, etc.

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 a manager who is paid a salary rather than an hourly wage.

Accordingly, in the table below, female managers (in other countries) and

female

cadres

in France are both accounted for.

Proportion of Women in Management

GRI

UNGC

OECD

G4-10, G4-LA12

1, 6

2014

2013

C+G

45%

47%

UMG

41%

41%

Vivendi Village

35%

38%

Corporate

51%

49%

Sub-total

42%

43%

GVT

28%

28%

Total

40%

41%

Calculation method: number of women managers in relation to all

managers.

This proportion has remained stable over the past two years for the group

as a whole.

Women on Vivendi’s Supervisory Board

Percentage of Women on Vivendi’s Supervisory Board

GRI

UNGC

OECD

G4-34, G4-LA12

IV, V.1.e

2014

2013

Consolidated data

35.7%

38.5%

There are five women among the 14 directors comprising Vivendi’s

Supervisory Board.

Based on the percentage of women on its Supervisory Board, Vivendi

ranks high among the 120 French companies that participated in the

study

(1)

conducted by the Ministry of Women’s Rights in October 2014.

(1)

Study available on the Ethics and Boards website.

3.2.6.

Diversity and Equal Opportunities

Annual Report 2014