Discover our commitments as Responsible Employer
The Responsible Employer strategy is one of the pillars of the Group’s CSR strategy. It is based on three ambitions, broken down into commitments.
Enabling each employee, current and future, to fully realize their potential within the Group
Provide the best employability prospects in order to attract and retain talented staff, notably by modernising our recruitment processes: online tests accessible on a mobile device, use of social media and specialised platforms such as Welcome to the Jungle.
Foster personalised career opportunities tailored to future challenges, notably via Reskilling programmes that enable staff to transfer to growth professions or ones where there is a staff shortage within the Group.
Encourage the diversified recruitment of young employees, notably by participating in the Equal Opportunities programme put in place at the Sciences Po and Paris-Dauphine universities to allow deserving schoolchildren from rural areas or ‘priority’ neighbourhoods to access elite academic programmes.
Provide numerous training courses focusing on Corporate Social Responsibility, the digital transformation and innovation in order to accelerate the upskilling of our staff.
Key figures
-
38.2 H
of training per employee per year
-
37 %
of employees have been trained to the Climate Fresk since 2021
-
96 %
of the Group’s employees have taken at least one CSR training course
Providing a fulfilling, adapted and efficient work environment
Creating the conditions for an inclusive and equitable work environment within the framework of its Diversity, Equity and Inclusion (DE&I) policy in order to fight all forms of discrimination. The Group has defined five priority focuses with regard to DE&I:
- gender diversity,
- inclusion of disabled and neurodivergent staff,
- diversity of ethnic, cultural and socioeconomic origins,
- intergenerational inclusion
- and LGBTI inclusion.
Diversity is a reality within the Group, with around 119,000 members of staff representing 145 different nationalities working in more than 60 countries.
Within the framework of its 2023-2026 strategic plan, the Group is committed to improving gender parity by increasing the percentage of women in its governing bodies with over 35% of women in the Top 250 (Group Leaders Circle) by 2026. Societe Generale has also allocated a budget of €100 million to reduce the Group’s gender pay gap by 2026.
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.
Key figures
-
54.5 %
of women in the Executive Committee
-
95 %
of the Group’s employees benefit from teleworking system
-
88 %
of employees feel included and accepted as they are
Fostering employee commitment and impact
The Group strengthens employee commitment and a culture of dialogue to collectively enhance the Group’s long-term competitiveness, encouraging each member of staff to freely express themselves enables us to collect the best ideas and identify risks more effectively.
Individually and collectively contributing to positive impact actions thanks to skills-based volunteering programmes and initiatives such as Move for Youth undertaken within the framework of partnerships between the Group and its partner charity associations.
Key figures
-
83 %
of employees say they can give their opinion, express new ideas or concerns to their team
-
65 %
of engagement rate
-
11,364
days devoted to solidarity actions by employees