Promoting diversity, including people with disabilities and providing equal opportunities are key Crédit Mutuel group commitments.
Non-discrimination policy
The group is committed to combating all forms of discrimination on the basis of the various criteria defined by law such as origin, gender, age or political opinions, in respect of all groups, from employees and customers to suppliers.
This principle is included in the binding ethical standards applied by the group's entities (codes of conduct, ethics charters, internal regulations, etc.).
The regional groups provide details of these standards in their statements of non-financial performance.
Diversity and inclusion
Aware of the issues of equality and integration, the Crédit Mutuel division signed two sector agreements in 2019:
- On April 2, an agreement on workplace equality aimed at raising awareness among employers in the Crédit Mutuel division and introducing tangible progressive measures, particularly with regard to remuneration, training, promotion and work-life balance.
- On September 11, a second Crédit Mutuel sector agreement was signed in relation to the employment and integration of people with disabilities, aimed at enhancing communication on this subject and encouraging Crédit Mutuel division employers to improve their recruitment, job retention and support measures for disabled people.
These agreements are generally applied on a voluntary basis by the subsidiaries outside the scope of Crédit Mutuel.
As access to employment is the first step towards integration, the group recruits actively across its regions.
| Employment indicators | 2021 | 2020 |
|---|---|---|
| Registered workforce | 88,676 | 88,800 |
| Non-managerial employees | 52,374 | 52,094 |
| Percentage of permanent employees | 94.4% | 95.0% |
| Percentage of full-time employees | 89.0% | 88.8% |
| Gross payroll | 4,043 | 4,010 |
| Total number of hires | 16,802 | 15,221 |
| Of which women | 9,035 | 8,343 |
| Of which on permanent contracts | 6,317 | 6,498 |
| Number of managers promoted during the year | 2,229 | 1,983 |
| Of which women | 988 | 816 |
| Number of disabled workers | 2,381 | 2,286 |
| Percentage of people with disabilities in the total workforce | 2.7% | 2.6% |
Numerous initiatives to help raise awareness around the employment of people with disabilities were organized in 2021 in several of the federations, including Crédit Mutuel Nord Europe, Crédit Mutuel Alliance Fédérale and Crédit Mutuel Anjou. Clear progress has been possible thanks to this more proactive approach by the groups.
In 2022, the Confédération Nationale du Crédit Mutuel went even further by signing the Diversity Charter. A proactive approach to combating discrimination. By signing this charter, we are showing our commitment to taking concrete action to promote diversity alongside 4,500 other signatories.
Gender equality
All businesses with 50 or more employees must now calculate and publish a workplace gender equality index on March 1 every year. Expressed as a score from 0 to 100, it is calculated on the basis of four or five indicators, depending on the size of the business:
- Pay gap between men and women.
- Gap in individual pay raises.
- Promotion gap (only for businesses with more than 250 employees).
- Number of employees receiving a pay raise following maternity leave.
- Pay equality among the ten highest earners.
As an example, below are some of the group's scores that demonstrate the commitment of our entities in this area:
- Crédit Mutuel Alliance Fédérale: 96/100;
- Crédit Mutuel Arkéa: 91/100;
- Crédit Mutuel Maine Anjou Basse Normandie: 87/100;
- Crédit Mutuel Océan: 88/100;
- Confédération Nationale du Crédit Mutuel: 81/100.
Training
The group has invested steadfastly in training over the past number of years. Firmly embracing new technologies and committed to implementing innovative solutions, it considers itself duty bound to support its employees in a digital world.
Showing appreciation for staff and building their loyalty, diversifying recruitment and promoting equal opportunities are the main challenges of social and professional integration.
| Employee training indicators | 2021 | 2020 |
|---|---|---|
| Amount of payroll invested in training (in € millions)) | 192.4 | 159.4 |
| Percentage of payroll spent on training | 4.8% | 4.0% |
| Number of employees completing at least one training module | 83,808 | 83,379 |
| Percentage of employees completing at least one training module | 94.5% | 93.9% |
| Total number of hours devoted to employee training | 2,802,551 | 2,190,204 |
The following certificates of professional qualification have been registered or are in the process of registration with France Compétences:
- Professional account manager certificate - registered with the RNCP;
- Retail customer account manager certificate - registration in progress;
- Corporate account manager certificate - registration renewal in progress;
- Wealth management advisor certificate - registration in progress;
- Branch manager certificate - registration in progress.
In 2022, it was decided to add a new agricultural customer account manager certificate to this offering.
These certification programs ensure our staff have all of the skills required by their profession and are recognized for their qualifications, which further boosts their employability. They facilitate job benchmarking within the sector and can be incorporated into an overall mapping of professions within the network, thereby enabling pathways between them.