Guaranteeing the company’s representativeness and equal opportunities
Average age
41
Female employees
41%
Women managers
34%
Salaries
The Orabank Group attaches great importance to professional equality between men and women. All our policies (recruitment, promotion, mobility or training) do not discriminate and must apply strictly in this regard. We formulate diversity objectives in different sectors and in front office professions.
Orabank aims to detect and support female talent within the Group, particularly through proactive training, mentoring, or specific networks. At the level of the digital campus, a specific module consisting of various educational contents was set up during 2020 and focuses on women’s leadership. This module aims to raise awareness of the subject among all staff and to provide them with continuous information for their personal development. A mentoring will be set up between senior and junior women in the Group.
Always committed to the promotion of gender and professional equality, the Group is working to implement actions to improve the representation of women in staff and decision-making bodies.
The overall number of women as of 31/12/2022 is 1,072 out of 2,510 employees, or 42.71% of the Group’s workforce, compared with 42.20% in 2021 and 41.68% in 2020. In terms of internal promotion, 140 employees were promoted across the Group, compared to 152 in 2021 and 186 in 2020. Of the 140 promoted, 48 are women, a rate of 34% compared to 39% in 2021.
Diversity of governance bodies
The representation of women at the CODIR level at the Group level is 23% as of 31/12/2022, compared to 22% in 2021. The entities in Ivory Coast and Burkina Faso are the ones with the highest representation of women in CODIR (5 out of 10 CODIR members for Ivory Coast and 5 out of 11 CODIR members for Burkina Faso).
Of the Executive Population (DG/DGA) at the level of the 13 Group entities, we have three (03) women who hold Director General/Deputy Director General positions (Côte d’Ivoire, Mali, Chad). Of the 1,325 executives surveyed as of 31/12/2022, 452 are women (compared to 338 women out of 1,070 executives in 2021), a rate of 34.11% compared to 31.59% in 2021. As a result, the female executive population increased by 33.73% compared to 2021 and by 13% between 2021 and 2020.
We can conclude that, although there have been slight improvements in the representation of women in certain categories of staff, efforts must nevertheless be continued to achieve better results in the years to come.
Non-discrimination
Orabank is committed to ensuring that society is representative among our employees. Our diversity policy is based on a key principle: to value each individual while respecting all differences. Diversity is a key factor in a company’s performance. Each individual, with his or her differences, must be seen as an added value.
In this way, we aim to promote and value these individual differences and make them a wealth within our teams. We believe that compensation should be fair and equitable and should encourage employees to work in the long-term interest of customers, while contributing to the overall performance of the company. Among the initiatives to promote gender within the Group, we can mention the publication since March 2021 in Orabank Benin, of a weekly internal newsletter called “Les Amazons” through which, the portrait of a female staff member is made and publishedto all employees and shared with all staff.