Discover our ambitions as a responsible employer

The Responsible Employer strategy is one of the pillars of the Group’s CSR strategy. It is based on three key priorities.

Enabling every current and future employee to fully achieve their potential within the Group

Offering the best employability prospects to attract and retain talented staff, notably by modernizing our recruitment processes through mobile friendly online assessments, and by leveraging social media and specialized platforms.

Encouraging diversified recruitment of young talent, including through participation in the ‘Equal Opportunities’ program led by Sciences Po Paris and Université Paris Dauphine, which supports high potential high school students from rural areas or priority neighborhoods in accessing top tier academic pathways.

Supporting personalized career opportunities aligned with future needs, notably through upskilling and reskilling initiatives that help employees in mobility transition toward growing or high demand roles within the Group.

Supporting the Group’s transformation and accelerating employees’ skills development through the creation of Societe Generale University, which provides a harmonized training offering, including programs on Corporate Social Responsibility (CSR), data skills, and artificial intelligence.

Providing a fulfilling, adapted and efficient work environment

Ensuring an inclusive and equitable work environment as part of its Diversity, Equity & Inclusion (DE&I) policy, with the aim of combating all forms of discrimination. The Group has defined five priority areas for DE&I:

• gender diversity,
• inclusion of people with disabilities and neurodivergent individuals,
• ethnic, cultural and socio economic diversity,
• inclusion of all generatios,
• inclusion of LGBTI individuals.

Diversity is a reality within the Group, with around 110,000 employees of 143 nationalities across approximately 60 countries.

The Group aims to reach at least 35% women within the Top 250 (Group Leaders Circle) by the end of 2026. In addition, Societe Generale has allocated EUR 100 million to help reduce the gender pay gap between women and men.

In accordance with the requirements of the French “Loi Avenir” of 5 September 2018, that aims to eliminate wage disparities between women and men, Societe Generale SA in France publishes each year the results of its Gender Equality Index, which reaches a  score of 91 out of a maximum of 100 for 2025. It is calculated based on five indicators provided by the legislation:

In accordance with the provisions of the “Rixain” Law of 24 December 2021, aimed at accelerating economic and occupational equality between women and men, Societe Generale SA in France publishes, for the year 2025,the following indicators:

• representation of women and men in executives: 39% women and 61% men,
• representation of women and men in members of the governing body: 46% women and 54% men.

Ensure working conditions respect employees’ private time and their health and safety. Societe Generale pays close attention to its employees’ wellbeing at work and their work-life balance, notably by generalising remote working, deploying the Well-being@Work programme and providing numerous employee benefits.

Fostering employee commitment and impact

Strengthen engagement and foster a culture of dialogue to collectively drive the Group’s sustainable competitiveness,. 

Encouraging every employee to speak up freely helps surface the best ideas and more effectively identify risks.

Contribute individually and collectively to positive-impact initiatives through skills-based volunteering programmes, as well as through initiatives such as Move for the Oceans, delivered as part of the Group’s partnerships with its non-profit partners.

Societe Generale Foundation