Gender equality and gender parity

Vivendi places great importance on ensuring that women and men have equal career opportunities. This commitment spans all the Group’s businesses, which are adopting action plans and monitoring progress in order to strengthen existing arrangements.

The aim is to:

  • increase gender equality in recruitment, particularly in certain business areas, and ensure equal access to employment;
  • promote equal opportunities in terms of career progression;
  • ensure equal pay between women and men with equivalent roles and with the same level of skills, responsibility and results;
  • guarantee equality in terms of professional development and pay rises for employees taking a career break for parental, maternity or adoption leave;
  • promote a better work-life balance, taking into account parenthood.

In 2019, Vivendi joined other major corporations in becoming a member of AME, a women’s empowerment network that promotes gender equality in the workplace.

Women made up 51% of the Group’s workforce and 49% in management positions in 2019.

Of the 11 members of Vivendi’s Supervisory Board (as of December 31, 2019), six are women (including the employee-shareholder representative), giving a representation ratio of 60% (the employee representative is not taken into account when calculating this percentage in accordance with legal provisions).

For the Supervisory Board, ensuring gender equality and diversity within the Group’s governing bodies is of the utmost importance. The process is already firmly underway in the Group’s main businesses, and women are making up an increasing proportion of each executive committee.

Vivendi intends to appoint a woman to its Management Board before the end of 2020, followed by another woman in 2021.

Gender equality score for 2019

Vivendi SE, which has fewer than 250 employees, achieved a 2019 gender equality score of 84 points out of 100. That score, published in accordance with France’s act for the freedom to choose one’s professional future, is based on four indicators:

  • the gender pay gap, based on average pay for women compared with average pay for men, by category and age segment (score out of 40);
  • the gap between women and men in terms of individual pay rises (score out of 35);
  • the percentage of female employees who received a pay rise in the year in which they returned from maternity leave (score out of 15);
  • the number of women among the company’s top earners (score out of 10).

Vivendi’s good score is the result of its efforts to allow women to achieve the same progress as men in terms of their remuneration and careers. Those efforts to promote gender equality are an integral part of Vivendi’s fundamental values.