Women on board: France beyond quotas? Pratice 2 – Miso Level
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The document discusses gender diversity at Technip, highlighting the low representation of women in leadership and board positions, with only 11% of top leadership roles and 6% of boards meeting the 30% critical mass for female directors. Technip aims to improve gender diversity through training, awareness, and mentorship initiatives, while acknowledging the corporate culture's significant role in enabling women's success. The company is also involved in external initiatives like the global summit of women and seeks EDGE certification to assess and enhance its gender equality policies.
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Women on board: France beyond quotas? Pratice 2 – Miso Level
- 1. Katrine Sharp – VP Group Gender Diversity ESCP, Paris – 2 June 2015 Gender Diversity at Technip
- 2. Technip Today With engineering, technologies and project management, on land and at sea, we safely and successfully deliver the best solutions for our clients in the energy business Worldwide presence with more than 38,000 people in 48 countries Industrial assets on all continents, a fleet of 27 vessels and 6 pipe/umbilical manufacturing plants 2014 adjusted revenue: €10.7 billion
- 3. Women occupy only 11% of seats on the board of directors Women hold a larger proportion of non-executive roles on the Board (13% women) rather than executive roles (just 1%) Only 6 companies surveyed had a board that had 30% or more women The leadership pipeline is dominated by men – only 11% of top leadership positions held by women Of these 11% many hold a position that does not have a natural progression to a Board Director role e.g. HR Director, CFO, Legal Counsel In the top 100 Oil and Gas Companies: 3 Source: Building talent for the top: A study of women on boards in the oil and gas industry, PWC in association with Women’s Oil Council,Nov 2013
- 4. In the Top 100 Oil and Gas Companies: Composition of the board of directors 4 20-29% Female Directors Critical Mass of 30% Female Directors 0-9% Female Directors 10-19% Female Directors 10% 6% 41% 43% Only 6% of companies have the 30% critical mass of women in their board deemed to allow a real impact Source: Building talent for the top: A study of women on boards in the oil and gas industry, PWC in association with Women’s Oil Council,Nov 2013
- 5. In the Top 100 Oil and Gas Companies: Women’s Roles in top leadership positions 5 2013 CFO/Treasurer/Chief Accounting Officer 19% VP HR 14% Legal/General Counsel & Corporate Secretary 13% Chief Governance/Chief Compliance & Ethic Officer 9% VP Technology/Engineering/CIO 7% VP of a Region 7% VP Investor Relations, Communications 6% VP Business Development, Supply & Marketing 5% COO/VP Operations, Production, Exploration 4% VP Policy, Government & Public Affairs 4% VP Strategic Policy and Planning 3% VP Health, Environment & Safety/VP Operational Risk 2% VP Upstream, Midstream, Downstream 1% CEO/President 1% Source: Building talent for the top: A study of women on boards in the oil and gas industry, PWC in association with Women’s Oil Council,Nov 2013
- 6. Technip performs reasonably well on overall gender diversity compared to the benchmark 31% 31% 29% 28% 27% 25% 25% 20% 18% 17% 16% 16% 13% 11% 0% 5% 10% 15% 20% 25% 30% 35% Overall % of Women
- 7. Technip performs very well on Percentage of Female on Board compared to the benchmark 5/11 5/12 3/8 5/14 4/12 4/12 3/9 3/10 2/8 3/13 3/13 2 /9 2/9 2/ 9 2 /9 2/10 2 /11 2 /122 /132/132 /13 2/15 1/8 1/9 1/11 1/11 1/11 0 /3 0 /9 0/110 /12 0/7 0/10 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% % Women on Board
- 8. Alexandra BECH GJORV Partner in Advokatfirmaet Hjort Da Leticia COSTA Associate of Prada Assessoria Marie-Ange DEBON Deputy Chief Executive Officer – International Activities of Suez Environnement C. Maury DEVINE Corporate Director Manisha GIROTRA Chief Executive Officer of Moelis & Company in India Five Women on the Technip Board – 42% 8
- 9. Thierry Pilenko, Chairman & CEO Sponsor SUPPORTS DELIVERY GIVES IDEAS AND DIRECTION 23 Regional/ BU representatives Group Human Resources Director (Excom Member) EVP Group Corporate Counsel • Director Marine Asset Operations (Brazil) VP Group Gender Diversity SVP Offshore Win-it/PL & Technologies President North Sea Canada Region (Excom Member) MAKES DECISIONS TAKES ACTION REPORTS TO CEO SUPERVISES Technip Group Board ACTION PLAN HR Group Gender Diversity Network A balanced Governance Framework Gender Diversity Steering Committee Gender Diversity Advisory Committee 9 Regional / BU representatives 9
- 10. Strategy - 3 key areas of activity TRAIN TRACKTELL Build Awareness about Gender Diversity: starting with all Regional Executive Committees Train the Trainer – to be able to cascade the message to all managers Leadership Development and Mentoring with a ‘gender lens’ for men and women Technip Gender Diversity Forum – to demonstrate commitment and share best practice Internal Communication: e.g. House Magazine, e-newsletter External Communication: Sponsor Global Summit of Women 2014 & 2015 Technip Women’s networks and regional Gender Diversity Councils EDGE assessment and certification: Understand current situation Put customised action plans in place to move forward 10
- 11. Train
- 12. McKinsey Women Matter Report 2013: corporate culture is twice as important as individual mindsets in determining whether women believe that they can succeed Key issues identified: lack of awareness among men of the specific difficulties for women to reach the top. diversity in leadership and communications styles is an important factor with the perception among women that female leadership styles don’t “fit in” the prevailing styles. roadblock is the “anytime, anywhere” performance model, which is seen by both genders to be more penalizing for women and puts men at an advantage. The research reaffirms the importance of implementing an ecosystem of measures, while stressing that the measures must be supported by a transformed, more inclusive culture which welcomes a diversity of leadership styles and performance models. Organisation Culture and Gender Intelligence - Why this matters 12
- 13. Tell
- 14. Winner « 2014 Trophée des Femmes de l’industrie» – Projects category TRAIN TRACKTELL Technip Women’s NetworksInternal media and GD Intranet Site Internal Communication 14
- 15. TRAIN TRACKTELLGlobal Summit of Women 2014 & 2015 Technip – Sponsor for 2nd consecutive year 15
- 16. Track
- 17. TRAIN TRACKTELL EDGE Strategy Assessment is based on a triangulation of: Company statistics covering the period January to December of the assessment year Answers from the Technip Regional Human Resources Director and the HR team to a gender equality Policies and Practices questionnaire Employee Survey EDGE Certification is based on: Audit by an independent external auditor Action Plan with resource allocation Phase 1 countries certified: France, Italy, Brazil Phase 2 countries in process: Malaysia, Australia, North America, UAE, UK Assessment and certification: 17
- 18. A Culture Change journey Numbers alone will not bring about a change in culture “There is a big difference between diversity and inclusiveness. Diversity is about counting the numbers. Inclusiveness is about making the numbers count. Whether it is about individuals or companies or countries, the conversation has to shift from talking about whether diversity affects performance to talking about the conditions under which you’d expect diversity to have a positive effect on performance” Professor Boris Groysberg, Harvard Business School We need to create an organization where people genuinely understand and appreciate the value of gender diverse teams However critical mass is important – one voice is rarely heard, nor two – but once it gets to 3 there is a real difference 18
- 19. Thank you
Editor's Notes
- #6: It is interesting to note that the top 4 positions do not have corresponding roles on the board of directors and therefore may be less likely to lead to a board position (pwc report).
- #7: In 2013: Statoil 37% Lundin Petroleum 32% Total 30% BG Group 28% CGGV 26% Technip 25% Amec 25% Aker Solutions 25% SBM Offshore 20% ENI 17% Petrobras 16% Petrofac 13% Saipem 11% Vallourec 11% Chiyoda 11%
- #8: In 2013 : Statoil 50% 5/10 Aker Solutions 42% 5/12 Technip 42% 5/12 CGGV 33% 4/12 Vallourec 33% 4/12 Total 33% 5/15 Petrobras 20% 2/10 Halliburton 18% 2/11 Petrofac 18% 2/11 Anadarko Petroleum 18% 2/11 SBM Offshore 17% 1/6 BG Group 17% 2/12 Exxon Mobil 15% 2/13 BP 14% 2/14 Amec 13% 1/8 Mcdermott 13% 1/8 Lundin Petroleum 13% 1/8 KBR 11% 1/9 Noble Energy 11% 1/9 Schlumberger 9% 1/11 Wood Group 9% 1/11 Royal Dutch Shell 8% 1/12 JGC 0% 0 Saipem 0% 0 /8 Subsea 7 0% 0 /7 ENI 0% 0 /10
- #9: T Parmentier We have excellent female representation at the Board level. At the Global Summit of Women this year Technip received a Corporate Champions Award in relation to this. This is in recognition of the fact that, with 5 women out of 12 (42%) on the Board, Technip has surpassed 30% female representation in its Board members which is considered the minimum/ideal "critical mass" of women, when their voices have greater impact on board policies and decisions.
- #10: T Parmentier Gender Diversity is not HR’s job alone – it is a strategic business priority: Reflected in the fact that we have 2 Excom Members on the Steering Committee myself and K Boe as well as other members who are close to the business and who are all here today