2
84
Annual Report -
2013
-
Vivendi
Societal,
Social
and Environmental Information
Social Indicators
3.2.6.
Equality and diversity in employment
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3.2.6.1. Measures Promoting Gender Equality
The Supervisory Board strongly believes that promoting women to
leadership positions is a measure of the Group’s success, and therefore,
in 2011, it approved a networking program to promote a gender balance
at the highest level. In March 2012, the ANDIAMO network was
created, serving as a forum for some thirty female senior managers
from the Group’s French companies. The purpose of this network is to
empower women and support them in their career development through
the personal accounts of role models and co-development and training
workshops.
All of the Group’s French companies have also signed innovative
agreements on gender equality:
collective agreement on professional equality of men and women,
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 calling for equal treatment for father
and mother; and
agreements on working hours to facilitate a work/life balance for
men and women.
In this regard, and before signing a third agreement on gender equity
currently under negotiation at SFR, an action plan was created to
reinforce existing provisions and make the following improvements:
improving hiring parity, especially in certain subsidiaries, and
respecting gender equality in access to employment;
ensuring there is gender equality in all jobs and job classifications
within the business;
providing equal opportunities in career development;
guaranteeing salary equality between men and women performing
the same jobs at the same skill level and with the same
responsibilities and results;
guaranteeing equality in professional development and pay
increases, in the event of a career interruption owing to parental
leave, maternity leave or adoption leave; and
striving for improvement in terms of reconciling personal and
professional life, taking parental issues into account.
As in SFR, the Canal+ Group strives to make its partner recruitment firms
aware of the Company’s goal of having a stronger female presence on
its final list of candidates. In relation to internal mobility, the Canal+
Group favors mobility towards the business lines where there is a
“gender imbalance”, and allocates funding in its budget to training in
these job categories.
More generally, Vivendi, SFR and the Canal+ Group are aiming for
gender parity in succession plans and promotions. These agreements
include measures to identify and remedy any pay differentials. For
example, SFR and the Canal+ Group have eliminated periods of
maternity leave from the annual assessment, have identified pay
differentials for equivalent posts and taken remedial action, and have
provided for the principle of a special budget, if necessary, in annual
compensation budgets to remedy any pay differentials in the various
categories.
Parental agreements provide for career flexibility by allowing for periods
of absence (maternity or parental leave). Both SFR and the Canal+ Group
hold a pre- and post-maternity leave interviews.
Lastly, programs promoting changes in behavior and combating
stereotypes have been introduced at all levels throughout the Group:
projects aimed at empowering individuals (mentoring and training)
and training in female leadership;
networking with the participation of role models: meetings between
experienced women and young female employees; communication
on successful career development of women working in male-
dominated positions;
“Speed meetings” organized at the Canal+ Group to raise the
profiles of women performing jobs in male-dominated fields or who
have risen to a position in Management; and
at Vivendi’s headquarters, a seminar open to all employees on
the topic of “Managing gender parity in business”, followed
by workshops on topics such as “From stereotypes to valuing
differences” or “Bold career steps”.
Proportion of Women in Management
In France, a
cadre
is an employee who has a significant level of
responsibility and autonomy and who is subject to performance
obligations (operations, production, development and project
management).
In other countries, this concept is not applied, and the closest equivalent
is an manager who is paid a salary rather than an hourly wage.
Accordingly, in the table below, women managers (in other countries)
and women
cadres
in France are both accounted for.
This proportion has remained stable over the past two years for the
Group as a whole. The proportion of women managers is highest at the
Canal+ Group (47%), UMG (41%), Vivendi’s headquarters in Paris and its
New York office (49%).
Women in management
GRI
UNGC
OECD
LA1, LA13
1, 6
V
2013
2012
Consolidated data
35%
35%
Corporate
Other
47%
41%
28%
31%
27%
49%
38%
UMG
GVT
SFR
MTG
C+G
50%
0
100%
Calculation method: number of women managers in relation to
all managers
