Inclusion and diversity at SUEZ
Promoting an inclusive culture
The Group promotes an inclusive culture through a range of actions, such as the following:
- workshops to raise awareness of unconscious biases within the group;
- e-learning courses on discrimination, stereotypes, sexual orientation, and disabilities;
- SUEZ’s involvement in international initiatives such as International Women’s Rights Day (8 March), International Day for the Elimination of Racial Discrimination (21 March), World Day for Cultural Diversity, Dialogue, and Development (21 May), and International Day for Persons with Disabilities (3 December);
- by signing the International Labour Organisation’s charter for the inclusion of disabled workers in the workplace;
- by signing the Other Circle Charter in France to promote the inclusion of LGBT+ people
- a network of Inclusion & Diversity ambassadors;
- by organising the Inclusion and Diversity Awards and the Gender Equality Awards;
as well as many other initiatives around the world.
Supporting people in need
Strengthening gender diversity and professional equality
We also organise the Gender Diversity Awards through calls for projects from all members of the women’s networks in SUEZ.
The drivers of our progress
We have activated several drivers simultaneously to increase the number of women in our workforce and broaden our talent pool:
- Drawing in more women: accelerating the recruitment of women by paying particular attention to job descriptions (gender-neutral and attractive writing, feminisation of technical jobs), and increasing the number of women among finalist candidates (at least one female finalist for each position)
- Creating a woman-friendly work environment with more flexibility for women’s well-being in the workplace, and SUEZ women’s networks (in 2020, nearly 5,000 women were part of a SUEZ women’s network worldwide).
- Reducing pay gaps: the Group is especially attentive to analysing pay gaps between women and men. Each year, SUEZ makes progress in reducing those gaps. Furthermore, in France, following the introduction of the obligation for companies to publish a gender equality index, SUEZ publishes the indices of its French entities with 50 or more employees every year on 1 March. For 2020, SUEZ’s average index in France rose slightly to 87.6.
- Promoting personal development programmes for women to accelerate their promotion to key positions
- Developing dedicated coaching & mentoring programmes for women to open up additional career opportunities
- Changing the culture through communication in order to change mentalities about women in the workplace (dispelling stereotypes and unconscious biases),
- Strengthening social dialogue: SUEZ has signed a European agreement on professional equality (with commitments on parenthood, the fight against sexism and sexual harassment, and the promotion of women to top management positions), etc.
- by promoting communication initiatives in favour of women’s rights: International Women's Rights Day, campaign against everyday sexist behaviour, testimonies of women in positions of responsibility, etc.