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Social Indicators
Diversity and Equal Opportunities
5.6.1.
GENDER EQUALITY
Almost all of the group’s French companies have 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 of fathers and
mothers; and
◆
agreements on working hours to facilitate a work / life balance, for
men and women.
Among the measures taken to reinforce existing arrangements in favor of
social progress, the following can be mentioned:
◆
improving parity in recruiting, especially in certain sectors, and
respecting equality in terms of access to employment;
◆
ensuring a uniform and equal breakdown of men and women across
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 and 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.
Universal Music and Canal+ Group make their partner recruitment firms
aware of the objective of increasing the number of women on its shortlist
of applicants. In terms of internal mobility, Canal+ Group 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 SA 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, Canal+ Group has eliminated periods
of maternity leave from the annual assessment, has identified pay
differentials for equivalent posts and taken remedial action.
Convinced that gender parity in positions of responsibility is a gauge
of the group’s success, in 2011, the Supervisory Board approved a
networking program to encourage gender parity at the highest level. The
ANDIAMO network set up in March 2012 made of approximately thirty
upper management women from the group’s French subsidiaries. This
network aims to support women in their professional growth and help
combat the glass ceiling.
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 juniors; 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, Compliance Program.
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 certain 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 monthly 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.
PROPORTION OF WOMEN IN MANAGEMENT
GRI
UNGC
OECD
G4-10, G4-LA12
1, 6
V
2015
2014
UMG
41%
41%
C+G
45%
45%
of which SECP
31%
35%
Vivendi Village
38%
35%
Dailymotion
23%
-
Corporate
52%
51%
Total
42%
42%
Calculation method: number of women managers in relation
to all managers.
5.6. Diversity and Equal Opportunities
EXTRA-FINANCIAL INDICATORS HANDBOOK
2015
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