Gender parity begins at the recruiting stage and continues throughout a career in the Vivendi Group. The Group aims to employ a percentage of women that is at least equal to the rate of graduation from the major training institutions, in particular in careers that tend to be thought of as reserved for men.

To achieve this, the Group expects recruiting consultancies to respect these commitments, and works to make its managers aware of this need for balance in building teams, in management, and for promotions.

Key events regarding gender equality within the Vivendi Group

The Vivendi Group’s Supervisory Board is made up of 14 persons – 6 women and 8 men, (or 46 % women – the employee representative is not counted in calculating this percentage, pursuant to Law No. 2011-103 of January 27, 2011 concerning gender parity on boards of Directors and Supervisory Boards, and professional equality).

A woman represents the employee shareholders on the Group’s Supervisory Board.

The group is deploying ANDIAMO, a women’s network drawn from the graduating classes at INSEAD, with the ambition of promoting female talent in the Vivendi Group’s governing bodies and developing new leadership based on the practice of gender equality in governance. In parallel with this networking, a mentoring action plan is being organized.

 The Vivendi Group is convinced that female leadership is a major advantage for increasing the capacity for adaptation in corporate organizations. The Group has taken a range of measures to promote women’s careers, and creates the conditions necessary for them to evolve towards the decision-making bodies. These include:

  • implementation of indicators for gender equality, in order to monitor the evolution of commitments,
  • a commitment to increasing the percentage of women in the Group’s governing bodies,
  • evolving HR processes and Human Resources policy: gender equality among candidates for internal and external recruiting, awareness raising for recruiting consultancies, training and adaptation after a career hiatus, seeking parity in succession plans as well as for promotions,
  • coaching, mentoring, and networking programs dedicated to women, aimed at developing responsible, diverse leadership,
  • programs oriented towards evolving the behaviors of leaders in keeping with tomorrow’s major issues: collective intelligence, participative decision making, intellectual stimulation, inspiration, development of the other, and new leadership styles.