38.9

average age in years

2020
2019
2018
+0.8%

42%

of employees are women

2020
2019
2018
+4%

31%

of managers are women

2020
2019
2018
+5%

42%

internal advancement of women

2020
2019
2018
-4%

25%

of women in CODIR

2020
2019
2018
-4%

Salaries

Equal pay
The Orabank Group places great importance on equal work for men and women. All our policies (recruitment, promotion, mobility or training) do not discriminate and must apply strictly in this regard. We formulate diversity goals in different sectors and in front-line trades. In 2019 and 2020, improvements were achieved on some points concerning professional equality, but efforts will continue to be made to achieve better results.
Orabank supports the feminization of recruitment (internal mobility and external applications) by systematically integrating women into all selected profiles and by combating stereotypes, especially in our technical professions. Trades in executive status are more masculine. Regarding recruitment, particular emphasis was placed throughout 2019 and 2020 on the promotion of female candidates.
Orabank aims to detect and support female talent within the group, including through voluntary measures of training, mentoring, or specific networks. At the level of the digital campus, a specific module consisting of various educational content was put in place during the year 2020 and deals with leadership to the female. This module aims to raise awareness and provide continuous training for all staff on the subject. Since 2018, an Orabankers Women’s Group has been set up to discuss women’s development issues in the Group and make recommendations to management on the subject. A mentorship will be set up between senior and junior women in the company. At the holding company, equal pay for men and women is in place and is gradually implemented in subsidiaries.

Diversity of governance bodies

In 2020, we note a slight decrease in the representation rate of women in CODIR. This group-wide rate is 25% as of 31/12/2020, compared to 26% in 2019 and 22% in 2018. The Ivory Coast subsidiary is the entity with the best representation of women at CODIR (7 out of 14 women, or 50%), followed by Burkina Faso (4 out of 11 women, or 36%) and Mauritania (3 out of 9 women, or 33%).
Among the executive population at the branch level, we have two women who hold the position of Managing Director (Benin and Mali). At the level of the CODIR (Steering Committees), efforts will continue on the issue of equality of work. Orabank wishes to focus on the advancement of women to senior and executive positions.

Non-discrimination

Combating discrimination
Orabank is committed to ensuring that the company is representative among our employees. Our diversity policy is based on a key principle: value each individual while respecting all differences. Diversity is a key factor in a company’s performance. It is a matter of treating each individual, with his or her differences, as an added value.
We intend to promote and enhance these individual differences and make them a rich part of our teams. We believe that compensation should be fair and equitable and encourage employees to work in the long-term interest of clients, while contributing to the overall performance of the company. Since March 2021, Orabank Benin has been publishing a weekly internal newsletter called « Les Amazones » in which it profiles each female staff member.