KPI's helping monitoring the female representation on top level management positions and boards in France
by Katrine Sharp, VP Group Gender Diversity & VP Strategic Resources, Technip
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
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
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
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
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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).
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%
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.
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