Page 83 - 2012 Annual Report

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VIVENDI l 2012 l Annual Report
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SOCIETAL, SOCIAL AND ENVIRONMENTAL INFORMATION
SECTION 3 - SOCIAL INFORMATION
SOCIAL INDICATORS
3.2.6. Equality and Diversity in Employment
3.2.6.1. MEASURES PROMOTING GENDER EQUALITY
In 2011, the Supervisory Board, persuaded that having women in
leadership positions is a measure of the Group’s success, approved a
mentoring and networking program to promote a gender balance at the
highest level. In March 2012, the ANDIAMO network was created and it
is a forum for approximately twenty women. The network aims to support
women in their development through the personal stories of “role models”
and co-development and training workshops.
All of the Group’s French companies have also signed innovative
agreements on gender balance:
✱ agreement on professional equality of men and women, in accordance
with the law of March 23, 2006 providing for the implementation
of a comprehensive set of measures (recruitment, promotion,
compensation and maternity leave) and indicators to monitor the
mechanisms put in place;
✱ parent-friendly agreements, arranging equal treatment for father and
mother; and
✱ agreements on working hours to facilitate work/life balance for men
and women.
SFR is committed to a greater balance in external candidacies: the
gender balance of external hires should be closely aligned to the ratio
of graduates leaving the main training schools and colleges. SFR is also
committed to encouraging young women to go into technical professions,
through its direct initiatives in schools and colleges.
SFR and Canal+ Group are raising awareness among their partner
recruitment firms of the objective of a stronger female presence in the
final list of candidates. As regards internal mobility, Canal+ Group favors
mobility towards business lines with a “gender imbalance” and allocates
funds to provide the training required for candidates to take up such
positions.
More generally, Vivendi, SFR and Canal+ Group are aiming for gender
parity in succession plans and promotions. The agreements include
measures to identify and remedy pay differentials. For example, SFR and
Canal+ Group have put in place the elimination of maternity leave periods
in the annual assessment, the identification of pay differentials for an
equivalent post and taking remedial action, the provision of an exceptional
budget, if necessary, in the annual compensation budgets to remedy pay
differentials in each category.
Parent-friendly agreements provide for career flexibility and allow for
career interruptions (maternity or parental leave). SFR and Canal+ Group
both hold a pre- and post-maternity leave interview. Intranet access is
continued during maternity leave.
Actions to change attitudes and against stereotyping have been initiated
at all levels throughout the Group:
✱ individualized support initiatives (mentoring and training) and training
in female leadership;
✱ networking with the participation of “role models”: contacts between
experienced women leaders and younger women, and showcasing
women who have developed successful careers in male-dominated
positions; and
✱ at Canal+ Group, “speed meetings” are arranged for women in a male-
dominated business line or senior management position to provide an
opportunity to make them more widely known.
PROPORTION OF WOMEN IN TOP MANAGEMENT
In France, a “ cadre ” is an employee who has a significant level of
responsibility and autonomy and who is subject to performance obligations
(e.g., operation, production, development and project management).
This concept is not applied in other countries and the closest equivalent is
an executive who is paid a salary rather than an hourly wage. Accordingly,
the table below of women managers shows women executives
(international) and women “cadres” (France).
In 2011 and 2012, this proportion has remained stable at 35% for the
whole Group. The proportion of women managers is highest at Canal+
Group, UMG, Vivendi’s corporate headquarters in Paris, and the New York
corporate office.
Women in management
GRI UNGC OECD
LA1, LA13 6 V
2012 2011
Consolidated data 35% 35%
C+G 48%
UMG 41%
AB 27%
SFR 32%
MTG 27%
GVT 27%
Corporate 49%
Other 37%
Excluding AB employees, other than employees of Blizzard France.
Calculation method: number of women managers in relation
to all managers.
WOMEN ON VIVENDI’S SUPERVISORY BOARD
Proportion of women on Vivendi’s Supervisory Board
GRI UNGC OECD
4.1, LA13 6 IV, V.1.e
2012 2011
Consolidated data 36.4% 33%