Bouygues accelerates the progress of gender diversity

Background:

Talentis has been a partner of the Bouygues Group since 2018 and has successively and simultaneously supported several complementary programs designed to:

• Build a system that mobilizes all the group's gender equality managers around common objectives and indicators.
• Design and deploy a program to accelerate the visibility and promotion of senior women managers to executive positions (Codir and Comex)
• Design and deploy a mentoring program designed to accelerate the presence of women in managerial positions in all BUs and at all levels of responsibility.
• Raise awareness among all the group's HR departments and key managers on the subject of gender diversity and the best practices associated with the objectives.

In 2023, the Bouygues group is aiming for very ambitious goals:

• Reach 20% of women managers (versus 17% as of January 1, 2021) Reach 30% of women within the executive bodies (versus 20% as of January 1, 2021)
• Educate a large part of the management and the Comex on the subject of gender equality
• Optimize the thinking of 40 future women leaders about the future steps of their career, clarify their ambitions and make them known, make themselves visible and work on their internal supports to maximize their opportunities in terms of mobility and promotions.

Issue:

The Bouygues Group has noted that, despite significant progress and the various initiatives undertaken within the Group by the different BUs, the increase in the number of women in senior management positions and in CODG (comex) positions was still insufficient to close a significant gap.

It therefore called on Talentis to set up, within its prestigious Bouygues Management University, a program specifically dedicated to accelerating the promotion of talented women within the group. This program, called "Trajectory", aims to stimulate their reflection on their professional project, work on their visibility, their leadership posture, and their ability to project themselves visibly on the targeted positions.

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Modalities:

Talentis has proposed a system that ensures that the program is designed and perceived as a real and effective lever available to the group, HRDs and managers to ensure the success of their gender diversity objectives.

The 3 key points of this strategy:

• Clearly demonstrate the urgency of accelerating the presence of women at all levels, for reasons of ethics, performance, talent attraction and retention, and equity.
• Involve all the actors in a positive way around this challenge Mixity Women / Men.
• Link the program to objectives and KPIs

The stages of the Trajectory program :

Step 1 - Diagnosis of the gender mix within the Group

Learn the facts and figures on gender equality within the Group and measure the gaps.
Interviews with about 15 women and men managers about their perception of the subject, the challenges, the obstacles and the levers.

Step 2 - Framing of objectives and program design

Presentation of the summary of the diagnosis to the leaders and the group.
Selection of talented women for the program.
Design of a program over several months, made up of various and complementary modules

Step 3 - Program animation

A multi-modal program that includes individual coaching sessions, group coaching sessions, leadership tests, testimonials from women leaders, and co-development sessions.

Step 4 - Measuring Progress

POSTURE- Development of the executive presence, capacity of positive influence, self-confidence, political sense...
PRESENCE : Highlighting of one's assets and skills as a leader, work on one's image, reputation and professional network within the company.
PROJECT - Clarification of ambitions and aspirations

The results of the program: a great success:

• The program has raised awareness among 50 future female managers, 30 strategic managers and HR directors within the group and all HR directors and gender equality managers within the organization.
• At the same time, the number of women identified in the "future comex" leadership program doubled from 30 to 60
• Promotions and appointments of women to positions of responsibility have increased
• The overall satisfaction rate of the participants is 85% for the program as a whole and 90% for the pedagogical approach and the quality of the program's learning.