The diversity at Crédit Mutuel Arkéa
“Inclusion does not stop at gender diversity, disability, seniors, or people distant from employment. Its ultimate goal is to allow all talents to express themselves so that collective intelligence can be fully harnessed, serving the performance of the company and, more broadly, society.”
Véronique Crouzier, Dynamics and Human Relations Director
Crédit Mutuel Arkéa aims to be a model of an inclusive company.
We are convinced that a company that is more inclusive of all forms of differences will gain in overall performance, creativity, and innovation, and will increase the sense of belonging and attractiveness for both its clients and employees.
We strive to combat all forms of discrimination, direct or indirect, that impact an individual or a group of employees.
Our belief is that without inclusion, diversity will not make a significant difference for the company.
The promotion of inclusion and diversity is a strong focus of our HR policy.
A bit of history
In 2015, the realization of an imbalanced representation between men and women at all levels of positions led Crédit Mutuel Arkéa to deploy a specific action plan to fundamentally change the corporate culture, ensuring to involve all employees, both women and men.
Gender diversity is thus the result of a proactive policy at the heart of the group's overall strategy. Since the launch of a "Gender Diversity Mission" in 2016, Crédit Mutuel Arkéa has adopted a collaborative and inclusive approach that has transformed its corporate culture and work organization.
Nearly 440 employees, almost half of whom are men, have committed themselves as gender diversity ambassadors. This unprecedented and pioneering approach aimed to diagnose the barriers and enablers of gender diversity in each entity and subsidiary of the group.
To support this initiative, a one-day training program titled "All Inclusive" was deployed. This program raised awareness among all employees about gender-related discrimination and stereotypes.
Today, more than 300 ‘Diversity’ ambassadors continue to actively and convincingly lead this ongoing cultural initiative. Their commitment ensures that gender diversity remains a priority and a driver of positive transformation within the group.
Crédit Mutuel Arkéa is also committed to people with disabilities, with an agreement in place for 20 years within the Economic and Social Unit (ESU). This commitment translates into concrete actions and measurable results.
For example, under the current agreement, the company aims to recruit, on permanent contracts, fixed-term contracts, professionalization contracts, or apprenticeship contracts in regular recruitment positions, a minimum of 5 net recruits per year (i.e., 20 recruits in total over the duration of the agreement from 2023 to 2025). The company aims to have at least half of these 20 recruits in permanent positions.
In 2023, 19 such recruitments were carried out.
Since 2015, Crédit Mutuel Arkéa has also been assessing the psychosocial risk levels of its employees through a barometer covering various dimensions:
- Autonomy
- Support for change
- Workload and pace
- Role clarity
- Quality of the physical environment
- Job interest
- Clarity of evaluation criteria
- Managerial recognition
- Relationships with colleagues
- Sense of purpose at work
- Perceived effectiveness
- Relationships with the manager
- Time to complete tasks
- Daily organization
- Manager’s help in defining role and priorities
- Clarity of decision-making within the structure
In 2022, a new version of the barometer was introduced within the company. This version retains the Quality of Life and Working Conditions (QLWC) dimension from previous years and expands its scope to include elements concerning the experiences of employees and managers. Additionally, questions were added to assess employees' perceptions of the group’s environmental, territorial, social, and societal impact, in line with the company’s status as a mission-driven organization.
These additions provide a more comprehensive and nuanced view of the work experience at Crédit Mutuel Arkéa.
The participation rate for this new barometer is 57%, which is 3 points higher than that of 2022.
The Diversity Players
A team of 11 people within the group’s Dynamic and Human Relations Department is dedicated to inclusion and prevention. Their missions focus on three essential areas: gender/diversity, quality of life and working conditions (QVCT), and disability.
The community of 'Diversity' Ambassadors at Crédit Mutuel Arkéa also includes more than 300 employees spread across twenty embassies. These embassies reflect the group’s commitment to heterogeneity and representation of all entities and job profiles. Inclusion starts here!
The role of the ambassadors is crucial in promoting diversity themes and ensuring the deployment of the Group's inclusion strategy within each of its entities. They lead projects within each embassy and conduct internal and external awareness-raising activities.
Actions Implemented at Crédit Mutuel Arkéa
Crédit Mutuel Arkéa places humans at the heart of its actions, recognizing that the issues of inclusion and diversity vary depending on the territorial context, the jobs, and the company's structures.
Diversity & Inclusion Diagnosis
In November 2023, Crédit Mutuel Arkéa launched a new initiative: its first Diversity & Inclusion diagnosis. This ambitious approach marks a turning point in the Group's commitment to inclusion and diversity within.
What are the objectives?
- Establish a diversity snapshot by providing an accurate overview of diversity within the organization.
- Assess the feeling of inclusion or discrimination by examining, collectively and individually, feelings related to inclusion or discrimination on various themes over the past three years.
- Ensure a caring work environment where every employee can freely express themselves on these issues and societal topics.
Why conduct this diagnosis?
- Collect new data: A diagnosis provides valuable data that was previously unavailable, essential for adjusting the Group's Inclusion strategy.
- Adapt priorities and actions based on the information collected. This helps to adjust priorities and actions, considering all the unique aspects of our employees and the realities they experience.
Why now?
- Crédit Mutuel Arkéa’s maturity on historical subjects such as gender equality and disability now allows it to broaden its scope to diversity and inclusion more widely.
- Strategic plans, past and future, as well as our status as a purpose-driven company, push us to integrate these dimensions into all our reflections and actions.
- Expectations from our employees, candidates, rating agencies, business partners, and other stakeholders on diversity and inclusion are increasing, and we wish to respond to these expectations proactively and transparently.
Towards a Dedicated Inclusion Strategy
At the end of 2023, Crédit Mutuel Arkéa commits to drafting a new inclusion strategy encompassing the entire banking group.
This approach reflects the ambition to build an organization where every employee feels respected and valued.
A Collaborative and Shared Approach
Crédit Mutuel Arkéa's Inclusion strategy results from close and inclusive collaboration involving all our internal stakeholders. This project brings together human resources, managers, the Executive Committee (Comex), executives, and administrators. Together, we are building a common roadmap enriched by each person's perspectives and experiences.
A Multi-Year Progression Until 2030
Our strategy is designed to be progressive and extend until 2030. Each year will be marked by specific and targeted actions, allowing for a gradual but coherent implementation of our inclusion objectives. This multi-year schedule ensures that each initiative is carefully planned and adapted to the evolving needs of our organization and staff.
Understandable and Impactful Actions Starting in 2024
We aim for our Inclusion strategy to be not only understood by all employees but also to have a tangible impact on our work environment.
This strategy covers several essential dimensions: gender, health, age, origins, family situation, sexual orientation, and gender identity. By addressing these aspects, we ensure that every employee finds their place within our organization.
Our goal is to create an inclusive and caring framework where everyone can thrive and fully contribute to collective success.
The objectives of our inclusion strategy are multiple: to strengthen awareness and training, promote equal opportunities, improve accessibility, encourage the diversity of talents and backgrounds, and finally, measure and monitor our progress!
Gender Equality
Led by Hélène Bernicot, Chief Executive Officer, and Anne Le Goff, Deputy Chief Executive Officer, since 2020, the Crédit Mutuel Arkéa group has been undergoing a profound transformation of its culture and processes to ensure sustainable gender balance across all professional fields and at all hierarchical levels.
While no women were part of the Group’s Executive Committee in 2016, it now comprises four female and four male members.
The appointment of Élisabeth Quellec as head of the Retail Clientele Division in December 2023 has made Crédit Mutuel Arkéa the only banking group led by two women, with a perfectly balanced Executive Committee.
Gender balance is at the heart of our concerns. The Inclusion & Prevention service strives to promote the presence of women at all hierarchical levels and in all professions, as part of the current professional equality agreement.
Here are some of the actions implemented:
- Workshops: To combat gender stereotypes, sexism, etc.
- “Boosting Potentials” Program: This program aims to stimulate women's access to the highest positions of responsibility through a structural and comprehensive approach. In 2020, a study conducted by sociologist Denis Monneuse on gender parity at Crédit Mutuel Arkéa identified four female personas, leading to the creation of four programs deployed in a pilot phase since 2022:
- Young Sprouts: An awareness-raising course enabling young female employees to take charge of their careers through fundamental support (network building, career planning, etc.).
- The Revealer: A tripartite mechanism (employee, promoter manager, HR referent) to explore female employees’ potential, open networks, remove barriers to their development, and position them as active agents of their career paths.
- In Search of the Incredible Leader: An electronic and anonymous voting campaign among executives and managers to improve women's access to leadership positions.
- Declic: A ten-month support program for high-potential women to accelerate their access to the highest positions of responsibility.
- Participation in “Companies and Gender Balance” workshops: This observatory aims to advance gender balance quickly and sustainably in organizations by promoting the relationship between gender balance, governance, performance, justice, and CSR.
Addressing Everyday Challenges
Crédit Mutuel Arkéa has developed an action plan to overcome six major barriers to gender balance, including self-censorship, lack of networking, and everyday sexism. This plan includes:
- Work organization: Introduction of flexibility (adjusted schedules, chosen part-time, remote work).
- Parenting support: Extension of maternity leave by two weeks and establishment of a 42-day second-parent leave with 100% net salary maintenance.
- Succession plans for executives: Systematic identification of female candidates for executive positions.
The results of these actions are remarkable. The group now has 38% female executives, compared to 18% in 2016, and 46% female agency directors, compared to 30% in 2016.
The results of these actions are remarkable. The group now has 38% female executives, compared to 18% in 2016, and 46% female agency directors, compared to 30% in 2016.
The professional equality index is 94/100.
Domestic Violence
Domestic violence has repercussions in the workplace. The Inclusion & Prevention department is committed to combating this violence, viewing the company as an additional lever to help victims.
"Les bienveilleurs," specially trained employees, and local HR personnel are trained through a serious game offered by Cesim Santé, combining the mechanics of an escape game with key messages to integrate.
Prevention and information also involve regular communications that raise awareness among employees about domestic violence issues and disseminate contacts and support resources for victims or witnesses of domestic violence.
Disability
With the disability policy that Crédit Mutuel Arkéa has been implementing for almost twenty years, since the signing of the first disability agreement in 2003, we are committed daily to promoting diversity and inclusion.
Through awareness campaigns, maintaining the employment of our employees with disabilities, recruitment, or promoting digital accessibility for all, our initiatives for disability are numerous and varied.
These are all symbols to raise awareness among all men and women in the company about a mission that places humans at the heart of our strategy.
LGBTQIA+
A recent study conducted by IFOP, a leading opinion research firm, in partnership with L'Autre Cercle, reveals the significant impact of heteronormativity and cisnormativity in the workplace.
This finding would be trivial if it had no consequences on the health and careers of the affected employees. But that is not the case.
Relying on our network of ambassadors, we aim to engage with this important issue for the group's employees.
Age
Crédit Mutuel Arkéa is a company where employees from four generations work together, with diverse aspirations and working methods.
The Inclusion & Prevention department is committed to creating an inclusive workplace for everyone. To this end, the group is currently conducting a sociological study on the theme of age. This study began in early 2024 in collaboration with a researcher specializing in diversity and inclusion at work, to analyze the professional aspirations of the group's employees according to their age groups.
Our goal for the coming years: to ensure equal opportunities and help everyone find their place by fostering an inclusive professional environment.
"We are a team of 11 people within the Dynamic and Human Relations Department of the group. Since 2021, I have been responsible for this team specialized in inclusion and prevention. Our work focuses on three essential areas: gender diversity, quality of life and working conditions (QVCT), and disability.
In other companies, the terms 'diversity and inclusion' are common, but we wanted to add the notion of prevention, which we believe is important. We also take into account, besides well-being at work, physical and psychosocial risks.
Having been a gender diversity ambassador since 2015, I have noticed a real liberation of speech from everyone. I even believe that we have never been so solicited as in recent years. Our role is to raise awareness, question the staff, listen to them, launch diagnostics, establish charters, and build action plans to better support our colleagues on a daily basis.
Our conviction is that without inclusion, our diversity will not make a difference in our quest for individual and collective fulfillment and performance."
Benoît Pradeux, Head of Inclusion and Prevention at Crédit Mutuel Arkéa
