Bouygues accelerates the growth of gender diversity

Background:

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

• Build a system mobilizing all the group's Diversity Managers around common objectives and indicators.
• Design and deploy a program to accelerate the visibility and promotion of female senior managers to executive positions (Codir and Comex)
• Design and deploy a mentoring program to accelerate the presence of women in positions of managerial responsibility in all BUs and at all levels of responsibility.
• Raise awareness among all HR directors and key managers of the group around the subject of Diversity and best practices associated with the objectives.

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

• Reach 20% of women managers (versus 17% on January 1, 2021) Reach 30% of women in management bodies (versus 20% on January 1, 2021).
• Educate a large number of managers and Comex around the subject of Diversity
• Optimize the thinking of 40 future women leaders about the future stages of their careers, clarify their ambitions and make them known, make themselves visible and work on their internal supporters to maximize their opportunities in terms of mobility and promotions.

Problem:

The Bouygues Group noted that despite significant progress and the various initiatives carried out within the Group by the various BUs, the increase in the number of women in management positions and in the positions of COCEO (Comex) was still insufficient to fill a significant gap.

He therefore called on Talentis to set up, within its prestigious Bouygues Management University, a course specially dedicated to accelerating the promotion of talented women within the group. This program, called “Trajectory”, aims to stimulate their thinking about their professional project, work on their visibility, their leadership posture, and their ability to project themselves visibly into the targeted positions.

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Modalities:

Talentis proposed a system to ensure that the program was designed and perceived as a real effective lever available to the group, HR managers and managers to ensure the success of their 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 actors in a positive way around this gender diversity challenge.
• Link the program to goals and KPIs

The steps of the Trajectory program:

Step 1 - Diagnosis of the gender mix within the Group

Acquaintance with facts and figures Diversity within the Group and measurement of differences.
Interviews with 15 female and male leaders about their perception of the subject, issues, obstacles and levers.

Step 2 — Framing the objectives and designing the program

Presentation of the summary of the diagnosis to managers and the group.
Selection of talented women for the program.
Design of a program over several months, consisting of varied and complementary modules

Step 3 — Program Animation

A multi-modal journey that integrates individual coaching sessions, collective coaching sessions, leadership tests, testimonies from women leaders, co-development sessions.

Step 4 — Measuring progress

POSTURE- Development of The executive presence, capacity for positive influence, self-confidence, political sense...
PRESENCE: Highlighting its strengths and leadership skills, working on its image, reputation and professional network within the company. ,
PROJECT — Clarification of ambitions and aspirations

The results of the program: a resounding success:

• The program raised the awareness of 50 future women managers, 30 strategic managers and HR directors within the group and all the HR directors and gender managers of the organization.
• At the same time, the number of women identified in the “Future Comex” leadership program doubled, from 30 to 60
• There has been an increase in the promotion and appointment of women to positions of responsibility.
• The overall satisfaction rates of participants are 85% for the entire program and 90% for the pedagogical approach and the quality of learning in the program.