ENGIE’s ambitions for gender equality first took concrete shape in 2008, with the launch of an investigation into the role of women in the Group coordinated by General Management, and the launch of the Women in Networking (WIN) network.

In 2011, we consolidated our ambition when we announced 4 quantified targets for gender equality, marking a real turning point in our policy and action plan. “Monitoring means progress”. Since then, the number of women in the Group has been one of ENGIE’s non-financial indicators. For the period 2015-2020, we have been making a concerted effort to bring more women into the Group’s workforce (an indicator chosen as one of our non-financial indicators), with a target of a 25% female workforce by 2020 (we hit 22% at end of 2017).

This policy has genuinely enabled a real culture of diversity to emerge that is shared by all of the Group’s employees, men and women. It has granted greater visibility to women by encouraging them to contribute to the challenges facing our business. This contribution is made through strategic and structural initiatives like WIN Business, which supplied the Executive Committee with more than 150 plans for new business opportunities for the Group.

Today, ENGIE is the only CAC40 company with a woman at the helm (Isabelle Kocher), and the Group’s Executive Committee of 12 members includes three women (Isabelle Kocher, Judith Hartmann, Ana Busto), making it 25% female.

The Group also boasts one of the best performances in the FortuneGlobal 200 in terms of women on its Board of Directors, with eight female members (50%), and 30% of the Group’s new appointments to management in the Group’s 24 new operational entities in early 2016 were women. In 2017, 38.5% of executive manager appointments were women, and 10 women feature in the Group’s Top 50, accounting for 20%. The Executive Management Committees of our 24 BU have an average diversity rate of 23%.


The concrete initiatives that make up the Group’s overall system to identify, support, and promote female leadership include:

  • An in-house women’s network, Women in Networking (WIN), which has more than 2000 members in France and around the world. The network was recently launched in China, Singapore, and the Netherlands
  • A mentoring programme to support the career development of high-potential women and help them to gain positions of responsibility (3 seasons so far, with a total of 160 mentor/mentee pairs made up of a high-potential woman and female executive manager)
  • A training course on female leadership, developed jointly with ENGIE University (more than 600 participants to date, 26 sessions since 2013)
  • An ambitious family policy: a head office crèche with 60 cots (1st crèche in a high-rise building), places in a national network of crèches, and a website for families open to all of our staff
  • An extranet website for gender equality (Wintogether), open to all staff, male or female

Major external partnerships forged around two of the Group’s main strategic challenges:

Innovation - supporting female entrepreneurs and start-ups.

  • The Women Business Mentoring Initiative (WBMI), which provides mentoring for female entrepreneurs
  • The Women Initiative Foundation, an endowment fund that works to promote female entrepreneurship, founded jointly by the Group and partners that include Stanford University
  • Paris Pionnières: every year, a cohort of women from ENGIE take part in the 66 Miles entrepreneurship development programme
  • Digital Women’s Day: This year, ENGIE will be an official partner of Digital Women’s Day, an inspiring and benevolent annual event celebrating female innovation. Its ambition is to encourage women to take risks, innovate, and engage in entrepreneurship through digital technology. Digital Women’s Day 2018 will be attended by Marlène Schiappa, French Secretary of State for Gender Equality, and Mounir Mahjoubi, Secretary of State for Digital

Developing Female Talent, especially in technical and scientific roles.

  • Capital Filles: ENGIE is a founding member of this charity, whose other partners include Orange. More than 90 women from the Group mentor female high school students from underprivileged or isolated rural areas in France and Romania
  • Cercle InterElles: Two years ago, ENGIE joined this “inter-company think tank” that looks at how to encourage women to enter technical and scientific fields, get them into management positions, and achieve a better work/life balance

The Group is also a partner to the Women’s Forum and Global Summit of Women, which every year shine the spotlight on new talent and projects to improve the situation for women at work and in wider society. The Group is also involved with elueslocales.fr, a social entrepreneurship start-up that works towards the continuous improvement of French political life, and which brings hundreds of female MPs together.

Initiatives for winder society. ENGIE is committed to supporting:

  • Major public initiatives, especially major initiatives and mobilization against sexism: “Sexisme, pas notre genre!”, launched by Laurence Rossignol, French Minister of Family, Childhood, and Women’s Rights, in September 2016. ENGIE is the first company to sign the letter of commitment to this unprecedented project. And in a continuation of this commitment, the WIN network is a member of the “Ensemble contre le sexisme” collective, and supports the women’s foundation, in particular by taking part in its Night Relays Against Gender Violence.
  • Flagship charities: “Ensemble contre la Gynophobie”, chaired by Lisa Azuelos.
  • Happy Men, the network of men committed to gender equality in the workplace.


ENGIE’s social engagement received a number of awards in 2017:

  • On January 30th 2017, ENGIE won the Energy and Utilities Award and Grand Prize from the Zimmermann Index, which tracks gender equality in the workplace.
  • On November 17th 2017, ENGIE was ranked as the leading company in its sector, and 5th in the general rankings for women in management in the SBF 120, established by the French Secretary of State for Gender Equality.
  • On July 12th, 2018, at the second Gender Equality Awards presented by the Responsible Capitalism Institute and the Ethics & Boards Observatory, Mrs. Judith Hartmann, Deputy Executive Director, receives two Gender Equality Awards based on the index Zimmermann rewarding ENGIE for its commitment to gender diversity: one in the Euro Stoxx50 category (44.4 points out of 67, tied with Danone) and the other in the Energy and Utilities category (62.2 points out of 100).