IWD2021 : Gender equality is particularly close to our hearts and in our minds
The COVID-19 crisis has highlighted the inequalities that cross our society. Despite genuine efforts by corporations and governments, the issue of gender inequalities in business remain significant both in terms of recruitment and career development.
According to a recent study, 56% of men surveyed said they got a permanent contract last December, compared to just 44% of women. This is consequential in a context where the wage gap remains significant (between -11% and -16%), while women are generally more educated than men. This highlights the issue at the point of entry into the labor market for women.
But what about female careers afterwards? More and more women are leaving organizations mid-career. The current trend, accelerated by the crisis should raise concerns for business leaders. What is the root cause? The aspiration for a better work-life balance has become the main contributing factor as revealed in a recent IFOP study. As recently pointed out by a major national daily, it should also be noted that 69% of women entrepreneurs were forced to place their activities on hold because they carry a greater share of family and household responsibilities, and this trend has accelerated during the pandemic. Is the corporate world up to the task of retaining and developing female talent?
At Bureau Veritas, the matter is particularly close to our hearts and in our minds. The jobs at Bureau Veritas are primarily technical and engineering-oriented, and women are too often dissuaded from considering a career in our organization.
This pattern is also visible in the audit sector where the percentage of women is 35%, or in engineering with 26.9% of women, and in IT with 15%. How do businesses proactively change these figures?
As an organization we have embarked on a campaign that deliberately focuses on the feminization of our population.
For example:
- We are a committed member of the Elles Bougent network, which campaigns to encourage more young women to engage in technical and engineering curriculums. As such, the teams at Bureau Veritas France are participating this Thursday, March 11 in the digital Forum "Networks and Careers for Women" sponsored by Elles Bougent.
- We use an analytical approach of our recruiting cycle to ensure the absence of any biais during the screening and interview process.
- For the female population in the job, we have developed the “Passerelles” (“bridges”) training courses: in 2020 Bureau Veritas signed an agreement aiming at promoting equal treatment between men and women, and diversity at all stages of professional life. These targeted training courses spanning 15 to 21 days enable women currently in administrative jobs to move towards technical roles.
- Top female talents of all tenures join a dedicated community and benefit from personalized coaching by a member of either the French or Global executive committee. They meet regularly to engage in discussions, usually hosted by an inspiring external personality able to guide debates, nourish their thinking and raise questions to challenge any perceived glass ceiling.
- By the end of 2021, all our Agency Directors must have identified at least one woman in their list of potential successors.
- The appointment of a Diversity & Inclusion Manager within our Human Resources Department will bring renewed focus to our “Gender Equality” program within Bureau Veritas in France.
Achieving progress in female representation at work is a success for everyone and a pride for all. We believe it is our responsibility to participate in this historic movement. That’s why inclusion is one of our core values. We make sure it is lived by everyone, every day at Bureau Veritas.
Jacques POMMERAUD
