Promoting diversity and inclusion

Diversity is a matter of both ethical responsibility and performance, taken up at the highest level of the company and sponsored by Diony Lebot, Deputy CEO.

The Group employs 142 different nationalities and 58% of its employees are not French. 24% of the Management Committee’s members have an international profile. 

Encouraging gender equality

The Group supports several initiatives aimed at promoting the professional careers of women, including AFRICA WOMEN 4 TECH, in which an all-female panel discusses women's representation in the digital ecosystem, and WOMEN IN BUSINESS MEETING, a unique networking and personal development event attended by 150 influential women.

Group commitment:

  • In 2016, Societe Generale signed the Women’s Empowerment Principles (WEP), under the aegis of the UN Global Compact, addressing gender equality in the workplace

Commitments in France :

  • Agreement on gender equality in the workplace signed in 2015, then renewed on 19 December 2018, for Societe Generale SA in France
  • #StOpE, an initiative launched on 4 December 2018 including 8 commitments to combat everyday sexism at work
  • Charter of 15 commitments for a balanced work-home life signed in 2014, primarily to provide greater support for working parents

Results at a glance:

  • Each year, the Group publishes a WEP Report detailing the progress achieved on the UN Women‘s Empowerment Principles
  • For the second year in a row, Societe Generale is among the top three French banks and in 15th place for the financial sector worldwide according to the gender equality ranking by Equileap, an NGO who analysed 3,000 companies around the world
  • 90% entities covering 82% of the Group’s headcount have established policies or conduct initiatives promoting gender equality
  • Neutralisation of the impact of maternity leave and the work-life balance : on average, Group employees receive 21 weeks of maternity leave; 74% of employees working at 64 different entities enjoy employee benefits covering childcare services ; In Romania, the United States, France, Spain and Brazil, Societe Generale entities offer employees at least two weeks of paternity/second parent leave.

Results at a glance in France : 

  • A budget of €7 million is earmarked for 2019-2021 to reduce unjustified wage gaps between male and female employees.
  • As required by the Avenir Act of 5 September 2018, aimed at closing the gender wage gap, Societe Generale SA France is disclosing its gender equality index, which stood at 85 points out of a total 100 points for 2018.

Caroline Guillaumin Group head of human ressources and communication

This score is the result of our longstanding efforts in the fight against inequality and the promotion of a greater number of women to senior positions. We are moving in the right direction !

Integrating persons with disabilities

Societe Generale is committed to integrating persons with disabilities and implements measures to ensure that banking services are available to our customers and employees alike. These include adapting network ATMs and branches to make them disability-accessible, providing account statements in Braille, offering customer service to deaf and hearing-impaired customers, and ensuring the digital accessibility of applications.

Group commitment :

  • The Group signed the  ILO Global Business & Disability Network Charter in 2016.

Results in France at a glance :

  • 74% of Group employees have taken part in disability awareness-raising initiatives, particularly in Romania, the Czech Republic, Germany, Serbia, Spain, Algeria, India, France, Japan and the United States, since 2016.
  • In 2018, the Group employed nearly 2,600 disabled staff around the world, including more than 1,800 in France (excluding subsidiaries).
  • Four the last four years in France, Societe Generale has participated in the Disability, Employment and Sustainable Sourcing trade fair, as well as European Disability Employment Week.
  • More than 4,000 disability-friendly workstations have been installed in France since 2007.

Generation balance

Societe Generale seeks to enhance cooperation between the different generations through collective bargaining agreements and special programmes, such as the OCTAVE inter-company programme, reverse mentoring and intergenerational think tank WhyLab, made up of members from Generation Y, which offers workshops centred on adapting Group projects for younger generations.

Commitments :

  • In 2016, Societe Generale SA France co-founded public interest group GEN (Grande École du Numérique). GEN is an accreditation body enabling people from different backgrounds (unemployed young people, employees seeking to advance their careers etc.) to develop digital and IT skills.
  • An agreement on changes to professions, skills and employment was signed in 2016 and renewed in 2019, calling for provisions targeting older employees of Societe Generale SA France.

Results at a glance :

  • 55 Group establishments employing 52% of staff conduct initiatives for employees over age 50.
  • The Group places a premium on the generation balance: 23% of employees are under 30 and 26% are over 45. The average age is 37.8.
  • Special agreements and/or action plans targeting younger and older generations have been enacted through the Generation Agreement at the Group’s French subsidiaries.
  • As the No. 1 French company in terms of VIE (international corporate volunteer) experience offered to recent university graduates, with nearly 620 jobs per year offered in 39 countries, Societe Generale received Business France’s “Best VIE Recruiter” award for the fourth year in a row in 2018.
  • Societe Generale SA set a goal of recruiting 900 employees under the age of 26 on permanent contracts for the 2017-2018 period, which it largely exceeded with a final tally of 1,821.

Social inclusion

In addition to the initiative undertaken by the Societe Generale Foundation to establish social inclusion and inclusive financing programmes, Societe Generale’s efforts in this area have resulted in:

  • implementation of integration programmes,
  • funding for inclusive programmes,
  • equal opportunity programmes at high schools in priority-education districts, in partnership with Societe Generale SA France’s targeted French universities and institutes,
  • participation in an integration programme for qualified refugees.

The Group and Simplon also teamed up to create an inclusive school for recruitment purposes in 2018. ITSCHOOL by Société Générale & Simplon trains persons on unemployment and Societe Generale employees switching to digital careers to become developers. The school is free and graduates earn professional accreditation.
Commitments :

  • The “Charte Entreprises & Quartiers” (Businesses & Districts Charter - French Ministry of Urban Affairs) was signed for Societe Generale SA France in 2013.

Results at a glance :

  • Inclusion programmes and funding for inclusive programmes and subsidised contracts at 16 local associations totalling nearly €300,000.
  • Integration programmes (professional accreditation contracts in the French Retail Banking division, with nearly 80% becoming permanent employment contracts for SG’s “Second Chance” programme initiated in 2015 for the Retail Banking division and ALD Automotive).
  • 3 refugees recruited under professional accreditation contracts in compliance jobs in 2018.


Societe Generale supports the United Nations guidelines against discrimination of LGBTI people in the world of work. With Pride & Allies, which brings together our staff members from all countries to support and promote equal rights of LGBTI employees, the Group is continuing to develop its global Diversity and Inclusion policy and offers everyone the opportunity to take action.
Our commitments:

  • Support of the United Nations guidelines againstdiscriminations of LGBTI people in the world of work.
  • Agreement on fundamental human rights and trade union rights with international trade federation Uni Gloval Union and renewed in 2019.

Some Results:

  • Reinforcement of the alert system, which in particular allows the collection of reports relating to the existence or realization of risks of violations of human rights, fundamental freedoms, the health and safety of persons or the environment.

At local level

  • Many tangible results within our entities in Hong-Kong: learn more