Diversity Policy at ENGIE

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.


With Catherine MacGregor joining ENGIE on January 1, 2021 as Chief Executive Officer, the Group's Executive Committee (11 members) includes 4 women (Catherine MacGregor, Judith Hartmann, Cécile Prévieu and Claire Waysand), i.e. a rate of 36%.


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%.