Supporting the growth of its talents is one of the five overarching levers in Natixis’ New Dimension strategic plan, which spans the period out to 2020. In very practical terms, this goal means creating attractive career track opportunities, empowering staff to take initiative and pioneer innovation, and promoting diversity within its teams. Natixis believes that gender diversity is a key performance enabler, but also a collective goal, and it continuously pursues its efforts to ensure gender equality in the workplace. International Women’s Day on March 8, 2018, provided another opportunity to raise employee awareness and highlight the company’s fresh diversity commitments.
A long-standing conviction
In 2016, Natixis obtained AFNOR’s Professional Equality label. The label is awarded after completing a stringent assessment process on concrete initiatives taken by the company to ensure gender equality and to improve professional equality in the workplace. The AFNOR certification testifies to the company’s unflagging resolve to address the issue.
Women in leadership: a winning combination
Men occupy the majority of managerial positions in the financial sector, but this certainly does not have to be the case at Natixis.
Natixis has introduced career development programs to increase the chances of women being promoted to management positions. The “Female Career Advancement” and “Women Advance” programs give participants the grounding to create a motivating career path, affirm their ambitions and develop their leadership skills. So far, more than 350 women have followed this program.
Similarly, gender equality is very much the norm in the company’s fast-track career program, with women making up half of the program’s numbers.
Winn, Natixis’ women’s network, takes on an international dimension
Natixis’ senior management supports Winn - short for Women in Natixis Network - the women managers’ network that was created in 2012. Laurent Mignon, Natixis’ CEO has been Winn’s sponsor since its inception.
Winn’s objectives are to promote gender balance in Natixis’ management teams and to create a network of women who can focus on career and personal development. A host of activities are offered to members such as conferences, mentoring, information-sharing with other networks, feedback, meetings with other professional women trailblazers and members of management. Winn representatives also meet regularly with key Natixis managers to promote the cause of gender balance in the workplace.
Winn boasts over 800 members, 300 of whom are outside of France and who belong to Winn Hong Kong, Winn London, as well as Winn Americas, which was launched in 2016.
Finance is not a male-dominated sector
Watch our interviews with Natixis’ talented women, who give an insight into their professional experience and show why they have their rightful place in the financial sector:
- On the trading floor with Aurélie, Fixed Income Trader and Anouck, Equity Risk Manager,
- Caroline, Agile Coach at 89C3R, Natixis’ innovation incubator,
- Shahrazed, Head of Organization and IT Systems at Natixis Algeria,
- Domohina, Payment Services Product Manager at Natixis Payment Solutions,
- And view the interviews with Céline, Stéphanie and Caroline, who work in infrastructure asset finance, risk management and sales on a London trading desk respectively, as they tell us about careers for women in finance.
|Following on from these awareness initiatives, Natixis is inviting leaders to an inspiring event with Anne Lebel, Chief Human Resources Officer at Natixis, and Christian Nibourel, CEO of Accenture France and Benelux who will talk about the very ambitious “Equals by Accenture” program and his own personal commitment to gender equality.|
Natixis announces fresh gender diversity goals
Promoting talent is a vital performance enabler and one of the keys to success for staff and for Natixis as a whole, which firmly believes that talent must go hand-in-hand with diversity.
With the support of its Senior Management Committee, Natixis has taken some practical pledges out to 2020 to further drive this momentum that is already under way at the company:
- Develop its talent pool: at least 50% of new junior recruits, interns and students on company work placement will be women.
- Increase diversity of leadership circles with 40% of the Purple Leaders group to be made up of women.