Professional gender equity

Natixis strives to ensure a good balance of male and female employees. Reaping the benefits of this complementarity and wealth is a major opportunity for our company.

All of our HR policies, including recruiting, compensation, career management and access to training, are prepared in order to promote staff diversity and manage employees in an equitable manner without gender bias.

In practice, this commitment is evidenced by:

Creation of a deliberative body of female managers, which strives to promote women to management positions. Created by Natixis employees in 2009, the group seeks to raise awareness among managers on the status of women at the company and helps to promote gender diversity at all levels.

A program to support high-potential women from middle management and expertise functions was launched in 2010. The program seeks to help them with their career decision-making and planning.

Raising awareness of managers through training that integrates diversity management as a key success factor of their functions.

Personalized management of returns from maternity or adoption leave

At Natixis, maternity or adoption leave is not detrimental to a woman’s career with respect to either compensation or career development. The HR departments prepare returns from maternity or adoption leave with each employee and offer them a career update upon their return to working life.

Committed to maintaining a balance between professional and personal life

In recent years, Natixis has negotiated labor agreements with employee representatives on working hours and compensation. The corresponding measures enable all employees, men and women alike, to choose from several part-time work schedules in order to best reconcile professional and family life.