THE HUMAN-CENTRIC PROJECT
The Group is an employer of choice, which has risen to the occasion and assumed its responsibilities in difficult periods such as the Covid crisis. The human dimension remains No. 1! »
Extract of the 2020 ERI(Engagement and Recommendation Index)
Empowered teams close to customers, one of our requirements
Our Human-centric Project is our main lever for achieving all of our ambitions.
It focuses on empowered teams to provide customers with ongoing access to a point of contact person who acts with insight and can contribute real value.
Our ambition
Become one of the Top 5 favourite employers in Europe for financial services.
How?
Thanks to the power of collective action. Thanks to women and men who are committed and proud to workfor Crédit Agricole. Thanks to a coherent social pact.
OUR AMBITION
1. EMPOWERING TEAMS THROUGH A DEEP MANAGEMENT TRANSFORMATION
- Managers who provide a framework of trust and help their teams move forward through the responsibility they take on.
- Women and men who can work autonomously for more empowered teams for customers.
2. TRANSFORMING THE ORGANISATION FOR A CLOSE CUSTOMER RELATIONSHIP
- An organisation that strengthens individual responsibility.
- New working methods to disseminate a culture of ongoing improvement.
3. STRENGTHENING THE SOCIAL PACT TO CREATE A FRAMEWORK OF TRUST THAT DRIVES INITIATIVES
- An amplified social pact for greater trust among all Group stakeholders.
- Diversity that mirrors our diverse customer base and encourages working as a team and seizing the initiative.
OUR ACHIEVEMENTS
A NEW MANAGEMENT MODEL
A managerial transformation to organise empowerment and for greater commitment:
- Managers who set the strategic guidelines and embody the Group’s culture;
- Management that carries responsibility in a collective sense to enable the empowerment of all;
- Employees who are actively involved in their careers and who are trained in digital, behavioural and cross-functional skills.
Action
Evolution of the new 2020 “Evaluation & Development” campaign with a simplified and more cross-functional discussion format to share the assessment of skills and performance evaluation.
A DEEP ORGANISATIONAL TRANSFORMATION
Offering our customers direct access to a retail bank relationship manager, which results in:
- More regular feed-back;
- Greater responsibility and greater cross-functionality;
- Faster decision-making;
- New workspaces and more remote work.
Action
Operational support to employees and managers via charters, guides and webinars about adapting to remote working.
A STRENGTHENED FRAMEWORK OF TRUST
It results in:
- Social dialogue built on transparency and partnership;
- Strong commitments in terms of social and gender diversity and integration, notably in favour of young people.
Action
- A constructive social dialogue in the management of the health crisis.
- A diversity policy that is bearing fruit: No. 1 in financial services in France in the Financial Times European ranking of Diversity Leaders 2020 and in the 1st quartile out of 10 European countries.
SUPPORT FOR OUR EMPLOYEES DURING THE HEALTH CRISIS
In order to provide the best support to Group employees in this very unusual context, the Group Human Resources Department implemented several arrangements and measures.
To promote health and well-being at work
- Medical televisits.
- A remote psychological unit.
- Psychological support dedicated to employees with disabilities.
- The CA Ma Santé application for beneficiaries of the Crédit Agricole S.A. Group supplementary health plan.
- The “Well-being” offer: corporate yoga classes to counter physical inactivity and maintain concentration.
- The Sports offer: a 100%-digital 24/7 sports offer to promote regular physical activity.
For new working methods
- Two best practices charters dedicated to employees and managers.
- A guide to the thought-process and action to facilitate the gradual return to post-lockdown activity and draw lessons from the lockdown period with regard to our methods of functioning.
For the children of our employees
- A tutoring offer for children from grade six up.
TRAKING INDICATORS
BEST COMPANY TO WORK FOR IN THE FINANCIAL SERVICES SECTOR | PERCENTAGE OF WOMEN IN THE TOP DECISION-MAKING BODIES IN GROUP ENTITIES | INCREASE IN THE PARTICIPATION RATE OF THE ENGAGEMENT AND RECOMMENDATION INDEX | SHARE OF LEADERS TRAINED IN THE NEW LEADERSHIP MODEL | SHARE OF “INTERNATIONAL HANDOVER” IN SUCCESSION PLANS | % OF EMPLOYEES IN FRANCE COVERED BY A REMOTE WORKING AGREEMENT OR CHARTER | |
|---|---|---|---|---|---|---|
SCOPE | FRANCE | CRÉDIT AGRICOLE S.A. | CRÉDIT AGRICOLE S.A. | CRÉDIT AGRICOLE S.A. | CRÉDIT AGRICOLE S.A. | CRÉDIT AGRICOLE S.A. |
| Period | Period BEST COMPANY TO WORK FOR IN THE FINANCIAL SERVICES SECTOR Period BEST COMPANY TO WORK FOR IN THE FINANCIAL SERVICES SECTOR 2022 | Period PERCENTAGE OF WOMEN IN THE TOP DECISION-MAKING BODIES IN GROUP ENTITIES Period PERCENTAGE OF WOMEN IN THE TOP DECISION-MAKING BODIES IN GROUP ENTITIES 2022 | Period INCREASE IN THE PARTICIPATION RATE OF THE ENGAGEMENT AND RECOMMENDATION INDEX Period INCREASE IN THE PARTICIPATION RATE OF THE ENGAGEMENT AND RECOMMENDATION INDEX 2022 | Period SHARE OF LEADERS TRAINED IN THE NEW LEADERSHIP MODEL Period SHARE OF LEADERS TRAINED IN THE NEW LEADERSHIP MODEL 2022 | Period SHARE OF “INTERNATIONAL HANDOVER” IN SUCCESSION PLANS Period SHARE OF “INTERNATIONAL HANDOVER” IN SUCCESSION PLANS 2022 | Period % OF EMPLOYEES IN FRANCE COVERED BY A REMOTE WORKING AGREEMENT OR CHARTER Period % OF EMPLOYEES IN FRANCE COVERED BY A REMOTE WORKING AGREEMENT OR CHARTER 2022 |
| 2019 | 2019 BEST COMPANY TO WORK FOR IN THE FINANCIAL SERVICES SECTOR 2019 BEST COMPANY TO WORK FOR IN THE FINANCIAL SERVICES SECTOR 3rd (1) | 2019 PERCENTAGE OF WOMEN IN THE TOP DECISION-MAKING BODIES IN GROUP ENTITIES 2019 PERCENTAGE OF WOMEN IN THE TOP DECISION-MAKING BODIES IN GROUP ENTITIES 24% | 2019 INCREASE IN THE PARTICIPATION RATE OF THE ENGAGEMENT AND RECOMMENDATION INDEX 2019 INCREASE IN THE PARTICIPATION RATE OF THE ENGAGEMENT AND RECOMMENDATION INDEX +7 pp | 2019 SHARE OF LEADERS TRAINED IN THE NEW LEADERSHIP MODEL 2019 SHARE OF LEADERS TRAINED IN THE NEW LEADERSHIP MODEL 42% | 2019 SHARE OF “INTERNATIONAL HANDOVER” IN SUCCESSION PLANS 2019 SHARE OF “INTERNATIONAL HANDOVER” IN SUCCESSION PLANS 12.90% | 2019 % OF EMPLOYEES IN FRANCE COVERED BY A REMOTE WORKING AGREEMENT OR CHARTER 2019 % OF EMPLOYEES IN FRANCE COVERED BY A REMOTE WORKING AGREEMENT OR CHARTER - |
| 2020 | 2020 BEST COMPANY TO WORK FOR IN THE FINANCIAL SERVICES SECTOR 2020 BEST COMPANY TO WORK FOR IN THE FINANCIAL SERVICES SECTOR 3rd (2) | 2020 PERCENTAGE OF WOMEN IN THE TOP DECISION-MAKING BODIES IN GROUP ENTITIES 2020 PERCENTAGE OF WOMEN IN THE TOP DECISION-MAKING BODIES IN GROUP ENTITIES 24% | 2020 INCREASE IN THE PARTICIPATION RATE OF THE ENGAGEMENT AND RECOMMENDATION INDEX 2020 INCREASE IN THE PARTICIPATION RATE OF THE ENGAGEMENT AND RECOMMENDATION INDEX +3 pp | 2020 SHARE OF LEADERS TRAINED IN THE NEW LEADERSHIP MODEL 2020 SHARE OF LEADERS TRAINED IN THE NEW LEADERSHIP MODEL 55% | 2020 SHARE OF “INTERNATIONAL HANDOVER” IN SUCCESSION PLANS 2020 SHARE OF “INTERNATIONAL HANDOVER” IN SUCCESSION PLANS 18% | 2020 % OF EMPLOYEES IN FRANCE COVERED BY A REMOTE WORKING AGREEMENT OR CHARTER 2020 % OF EMPLOYEES IN FRANCE COVERED BY A REMOTE WORKING AGREEMENT OR CHARTER 100% |
Target | Target BEST COMPANY TO WORK FOR IN THE FINANCIAL SERVICES SECTOR Target BEST COMPANY TO WORK FOR IN THE FINANCIAL SERVICES SECTOR 1st | Target PERCENTAGE OF WOMEN IN THE TOP DECISION-MAKING BODIES IN GROUP ENTITIES Target PERCENTAGE OF WOMEN IN THE TOP DECISION-MAKING BODIES IN GROUP ENTITIES 30% | Target INCREASE IN THE PARTICIPATION RATE OF THE ENGAGEMENT AND RECOMMENDATION INDEX Target INCREASE IN THE PARTICIPATION RATE OF THE ENGAGEMENT AND RECOMMENDATION INDEX Positive change | Target SHARE OF LEADERS TRAINED IN THE NEW LEADERSHIP MODEL Target SHARE OF LEADERS TRAINED IN THE NEW LEADERSHIP MODEL 100% | Target SHARE OF “INTERNATIONAL HANDOVER” IN SUCCESSION PLANS Target SHARE OF “INTERNATIONAL HANDOVER” IN SUCCESSION PLANS 20% | Target % OF EMPLOYEES IN FRANCE COVERED BY A REMOTE WORKING AGREEMENT OR CHARTER Target % OF EMPLOYEES IN FRANCE COVERED BY A REMOTE WORKING AGREEMENT OR CHARTER 100% |
(1) Source: Le Figaro ranking, September 2019.
(2) Source: Potentialpark.