More women to go even further
Gender parity on a managerial level is both a question of equality and performance. To succeed, we need teams with different profiles, employees with varied skills and experiences that complement one another’s. In a historically male-dominated sector, integrating women into management allows us to re-evaluate our practices, and to question the status quo.
And the science backs it up: numerous studies have identified a significant correlation between the percentage of women in a group and a team’s collective intelligence.
Increasing the number of women in managerial positions is therefore ensures the diversity of ideas and thoughts on all subjects. This diversity is what leads to innovation and is vital in order to achieve our vision of a carbon-neutral economy. “The more perspectives we have, the greater our chances of creating a solution that works,” states Renata Spada, Group VP Talent Acquisition, Diversity, Equity & Inclusion.
In the perpetual search for new talents, knowing how to attract and retain women in key positions is a major success factor for the Group. In fact, ENGIE is the only company on the CAC 40 index that is led by a woman, with Catherine MacGregor as CEO, and as of January 2020, our Executive Committee includes four women, i.e., one third of the workforce and almost twice as much in comparison to CAC 40 companies.
An unwavering Group commitment
Far from being a fleeting commitment or a “trendy” promise, the goal for managerial parity is included in the non-financial indicators that we publish each year and is in line with our purpose. It drives us to implement concrete actions that promote gender equality. Our commitments to carbon neutrality is backed by strong social commitment. As such, we are contributing to the development of a new, more sustainable, and equitable social model.
A host of concrete actions
Collective participation is required to reach our gender equality goal. It is the entire company, as a whole, that has committed to this path. The Group therefore undertakes a host of initiatives to promote gender diversity in its business lines, to attract and retain ALL talents, and to provide optimal conditions for our future managers, whether men or women.
Spearheading the initiative, the Fifty-Fifty programme coordinates the collective efforts of all teams committed to professional equality at ENGIE. The task ahead of us is to make people understand the gender equality issues within the company, to raise awareness and introduce the concepts of diversity, equality, equity, and inclusion to mobilise the entire ENGIE community and to change managerial attitudes to adapt the organisation’s culture. What is the key to our success? Relying on a systemic approach and identifying the actions implemented at all levels (country, entity, business unit) to increase their visibility and inspire all teams. Why reinvent the wheel when good practices have proven their worth elsewhere?
 |
“In order to promote effective local initiatives, we launched the Fifty-Fifty Awards. We are not exclusively looking for innovation - we are looking for simple and concrete practices that have an impact on our gender equality goal and which can be replicated. Above all, we are interested in how these initiatives are implemented. Many of the initiatives presented at these Awards mirror what has been initiated on a Group level, only adapted to a cultural and local business context. It fills me with pride to see that what we offer helps inspire so many teams around the world,” shares Renata Spada, Group VP Talent Acquisition, Diversity, Equity & Inclusion.
Managerial diversity makes it easier to navigate through a complex business world where creativity and adaptability are crucial. The young employees who join ENGIE today have the advantage of facing fewer challenges when it comes to professional growth within the company. Equitable gender representation on a managerial level has a positive effect on the entire organisation, regardless of the function or profile “The work that we carry out to reach our gender equality goals is the greatest driver for a fairer representation of all forms of diversity: women, young people, elderly people, non-engineers, people from priority areas, etc. When we become aware of stereotypes and biases on women, other under-represented groups benefit as well,” concludes Renata Spada.