1. GENDER DIVERSITY @ENGIE. A BUSINESS CASE FOR KEEPING WOMEN IN THE
BUSINESS PIPELINE
Titre de chapitre
titre de chapitre
Majda Soussi
Public Relations and Communications Manager
ENGIE Middle East, South & Central Asia, Turkey

2. IN A NUTSHELL

3. GENDER DIVERSITY @ENGIE,
A GLOBAL POLICY BUILDING ON INNOVATIVE INITIATIVES AND ROLLING OUT A PIONEER ACTION PLAN
ENGIE developed a global policy to support women of the Group in 2008 together with a networking initiative – Women In Networking (WIN) – laying the foundation of its Gender Diversity program.
Global leadership development programs, aimed at all women in expert or management positions:
Taking the Stage – for members of the WIN network
Mentoring by ENGIE (launched in 2010)– for high potential women.
Women In Leadership (launched in 2013) – for ENGIE’s female managers and experts
In 2011, the announcement of the Group’s 4 quantified targets for gender diversity was a real game changer. We only progress if we can measure!
Gender diversity is now also monitored as one of ENGIE’s key non-financial indicators, which impact ENGIE’s rating (25% of the workforce to be women by 2020).

4. An International Network to help women grow strong together
WIN Is a network to exchange & share among the women in the ENGIE Group to move forward collectively and affirm their leadership.
Launched in 2008, with 25 members in Paris and Brussels, WIN has several objectives:
Connect the women of ENGIE,
Strengthen their collective value,
Enable women to assert their leadership,
Open a dialogue on key business issues,
Contribute to the Group’s development.
Today, 98 groups with more than 1,800 members exist, all motivated to advance gender diversity in ENGIE.

5. “TAKING THE STAGE FOR ENGIE” PROGRAM
An awareness program to enter the network
A tool to enable women to enhance their leadership skills through
four modules:
Take the stage
Free the power of the female voice
Compose an impactful text
Project a dynamic presence

6. “MENTORING FOR ENGIE”
Introduced in January 2010, the ‘Mentoring for ENGIE’ program was implemented to support women’s career development.
Pairs senior executives (mentor) with female managers (mentoree) not located in the same hierarchical line to share expertise during one year.
Creates a special personal relationship, the purpose of which is the professional and personal development of the mentoree.
After one year, group assessment to have a return on experience and raise issues and successes.

7. « WOMEN IN LEADERSHIP » TRAINING
A two-day special leadership program devoted to female managers
Program objectives :
To understand leadership issues, in general and individually, as women
To make personal and professional changes aimed at  gaining confidence and credibility
To work on a leadership style that fits both personality and work environment
To work on interpersonal communication to develop the ability to influence others and to learn assertiveness
To take a pro-active approach to career development

8. Gender equality policy
4 major ambitious goals by 2015 and actual successes
Since June 2016, the Board of Directors, made up of 18 members, has 10 women.
Isabelle Kocher is the first female CEO of CAC 40
Two great achievements:
Women now make up 63%* ENGIE board representing the highest percentage of women on any board of directors for CAC 40 companies
30% women as part of the management of 24 operational entities of the Group.

9. A committed partnership policy
The Women’s Forum for the Economy and Society
Since 2005, ENGIE has been a “ founding partner” of the Women’s Forum, an international event that voices women’s opinions and highlights their contribution to economic and social development across the world.
Capital Filles (i.e. ‘girls are our most important asset!’)
ENGIE is a founding member (2003) representing the energy sector, alongside Orange, the French Ministries of National Education, Higher Education, and 6 other companies. Capital Filles works with high-school girls from sensitive neighborhoods and rural areas and is based on the joint commitment of “godmothers”: volunteers give the girls career guidance and help them entering the business world.
Force Femmes
An association with the ambition of supporting the return to work of women aged 45 and over
Global Summit of Women – June 2014
ENGIE is one of the summit sponsors. A high added-value partnership which allowed to invite women from the Group to take part in the discussions.

10. Our Commitment in the Middle East
A WIN Middle East group was created in 2012
Our regional management has 1/4 women.
Our regional office is a founding member of Women In Clean Energy
In May 2016, we organized a ‘market place’ for students in Oman to present their innovations contributing to sustainability. The most successful ones were young women and we will continue to support their projects.
Ambition to play a key role in building & supporting regional networks for women in the energy sector

11. GENDER DIVERSITY @ENGIE,

12. Thank you for your attention
Our Commitment in the Middle East
Thank you for your attention