SOCIete generale
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There’s a place for you at Société Générale, no matter what your background is. This is because we continue to put diversity and inclusion at the top of our human resources agenda. We don’t think of it as an obligation, but rather as a strength.
Our commitment to diversity and inclusion represents an important facet of our wish to “build team spirit together”. This dedication comes in many forms. We are just as committed to attracting graduates of the world’s top universities as we are to recruiting school leavers. We seek to develop workplace equality between men and women, between all age groups, and between disabled and non-disabled people.
First and foremost, our diversity is visible in our 148,300 employees, comprised of 122 nationalities in 76 countries. But building diversity doesn’t stop there. That’s why we have set ourselves some ambitious objectives:
These efforts have produced some pretty impressive results. Take, for example, women in the workforce. Currently, women make up 60% of our staff worldwide and 42.8% of the Board of Directors*. In 2014, 44% of Group managers were women. Moreover, initiatives around the world, such as Mission Handicap in France, have enabled us to increase the number of employees with disabilities to nearly 1.3% of the Group workforce.
Our commitment to diversity and inclusion represents an important facet of our wish to “build team spirit together”. This dedication comes in many forms. We are just as committed to attracting graduates of the world’s top universities as we are to recruiting school leavers. We seek to develop workplace equality between men and women, between all age groups, and between disabled and non-disabled people.
First and foremost, our diversity is visible in our 148,300 employees, comprised of 122 nationalities in 76 countries. But building diversity doesn’t stop there. That’s why we have set ourselves some ambitious objectives:
- Ensure equal recognition and opportunities for all employees, whatever their country of origin, gender, age, culture or profile,
- Drive and coordinate diversity policies that are adapted to particular contexts, and implement tools to monitor and report on diversity that are also adapted to local priorities and resources,
- Develop diversity in management, notably by increasing the number of international and female executive staff,
- Inform and train managers and employees on the importance of diversity and inclusion,
- Pursue the active recruitment and long-term employment of disabled employees.
These efforts have produced some pretty impressive results. Take, for example, women in the workforce. Currently, women make up 60% of our staff worldwide and 42.8% of the Board of Directors*. In 2014, 44% of Group managers were women. Moreover, initiatives around the world, such as Mission Handicap in France, have enabled us to increase the number of employees with disabilities to nearly 1.3% of the Group workforce.
