Legislation in France encourages parity in companies. But the road is long. The best argument for diversity remains that it is a source of performance.
In 2021, we celebrated the 10th anniversary of the Coppé-Zimmerman law. If the legislation goes in the right direction, parity is also and above all a strategic vision of the company.
Legislation: a necessary shift for future generations
“When you don’t legislate, you find excuses. When we legislate, we find women”. The word is from Christine Lagarde. More than 10 years ago, the Coppé-Zimmerman law imposed a minimum quota of 40% of women on boards of directors. A first step towards parity. A new step since January 1, 2020 with the Pacte Law which strengthens the established system by extending this obligation to companies with at least 250 employees. Others are to come with the Rixain law this year. In the end, France ranks first in the world in terms of the number of women on Boards of Directors with a percentage of positions held by women of 45.7%.
These new provisions given by the law are positive and make it possible to highlight talented women, to promote career paths and to demonstrate that reconciling family life and professional ambition is compatible. In short, setting up role models to give confidence to future generations.
Parity is built on two
But I have the feeling that there is still a long way to go. I have been working in Tech for more than 25 years and my observation is that we are still not very numerous in operational positions and even less in management positions. Moreover, women represent only 28% of the digital workforce. A lack of attractiveness? However, the sector offers tremendous, diversified opportunities, far from the cliché of the simple silent Geek behind his screen.
Because of my journey as a “woman in tech”, I am committed to changing the vision of the sector among young women and contributing my stone to the building for a more serene, more egalitarian and equal future. The subject concerns me all the more since I am a mother of two children, a girl and a boy. And I consider that raising awareness of the challenges of parity must be done as much by one as by the other. Parity is built on two. It’s not about playing men against women, and vice versa, but about playing together. Finally, it is useful to remember that diversity is not only a social issue for our children, it is also a performance issue for companies.
Yes, parity is a source of performance in business!
Indeed, parity is also a growth lever for the company. This is perhaps his best argument for things to move quickly! Diversity has proven to be a source of social progress and innovation. Moreover, by placing the company more in tune with society and its customers, it improves its performance through the availability of talent, better market penetration and better internal commitment. Parity projects a positive image of the company on the markets, in line with the expectations of new generations.
Parity is a strategic vision and a key to growth. This “VUCA” world (for volatility, uncertainty, complexity, ambiguity) requires innovation in the conduct of business. According to the 2019 McKinsey study, companies that have gender diversity on the Board have a 25% increase in performance compared to the others. It is by opening up to all talents, in their diversity, that a new dynamic in leadership will emerge and promote the best managerial decisions.
I am also looking for this diversity of talents in my team with a great strategy of recruitment This year. And if companies like mine need this diversity, I am also convinced that Tech has a lot to offer women for their development.
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