Professional and gender equality

Gender diversity policy: four practical targets between now and 2015

In June 2012, the Group signed the European agreement on professional equality between men and women, which is committed to promoting equal opportunity and treatment throughout all Group entities, changing management and trade union culture and encouraging diversity.

The agreement takes into account the targets set by ENGIE for 2015:

  • One out of every three senior managers appointed will be female
  • 25% of managers will be women
  • 30% of new recruits will be women
  • 35% of high-potential managers (Leaders For Tomorrow) will be women

Initiatives in favor of gender equality

Professional and gender equalityPrior to this agreement, efforts were already underway to promote gender equality and increase career development opportunities for female employees.

  • The WIN (Women In Networking) network: First introduced in 2008, this initiative involves 1,285 women employees committed and motivated to promoting gender diversity within ENGIE. Structured into regional and worldwide groups, WIN regularly discusses professional challenges and the Group development strategy.
  • The Mentoring for ENGIE program for women: Launched in January 2010, this program has been introduced to promote career development for women. It is structured around pairs of mentors and mentorees, bringing members of the executive management team into direct contact with women working in the Group. Why? To contribute to making senior posts available to a greater number of women. In 2011, this initiative received the Top Award in the French government’s Action Entreprise et Diversités initiative.
  • The Women in Leadership development program: This program is designed specifically for women executives with management responsibilities and those wishing to expand the scope of their responsibilities to include team and/or project management.
  • Employees with children: For employees working in France, day cares are available at some locations and the E-Famili website was created to answer questions about parenthood.

A committed policy of gender diversity partnerships

  • The Global Summit of Women (GSW): Every year, ENGIE attends the Global Summit of Women (GSW), also known as ‘Davos for Women’, which has always attracted an extremely high level of delegates, and gives women from around the Group an opportunity to contribute to event debates.
  • Capital filles: ENGIE partners the Capital Filles initiative in which women sponsors from the Group provide support and advice to girls at local high schools, introducing them to careers in science, technology and industry, and guiding them in their choice of career options.
  • The Elles bougent network: Supported by the Group’s Energy Services business line since 2009, the Elles bougent network promotes technical and scientific careers amongst female students to encourage them to find out more about their career options and maximize their ambitions.


What gender equality actions has ENGIE implemented?