A community strengthened by diversity
Different visions for more appropriate action in every area
Our diversity is the result of an unwavering commitment on our part, overseen by the Diversity Council, which ensures that we continue our efforts to increase the percentage of women and non-French managers in the workforce, including at the most senior levels.
Gender diversity and non French nationals: current situation 2010 - 2012
|Managers ||High potentials ||Senior executives||Managers||High potentials||Senior executives |
|Real 2010 ||22%||21%||14%||60%||38%||23%|
Strengthening genuine management of equal opportunityAt Total, promoting diversity also means tackling all forms of discrimination by being open to different socioeconomic backgrounds, promoting equal opportunity in employment, hiring more women managers, and recruiting and retaining the disabled.
We have deployed a proactive action plan to achieve these goals, to mobilize not only recruiters and career managers, but business unit managers as well. Among other measures, it encompasses bias awareness, hiring selection criteria analysis, recruitment process audits, maternity leave wage offsets in Europe, and promoting diversity on career management committees.
Total has signed a number of major agreements that demonstrate our strong commitment to equal opportunity, including the Diversity Charter in 2004, the Europe-wide Equal Opportunity Agreement in 2005, the Agreement to Promote Hiring of the Disabled and France's Business Charter for Equal Opportunity in Education in 2006 and, in 2008, the Plan Espoir Banlieues introduced by the French government to help underprivileged youth enter the job market, the Parental Rights Charter and the Harki Jobs Plan Agreement to promote employment for French-Algerian Muslims whose parents fought alongside French troops during the 1954-1962 Algerian War.