average age in years
of employees are women
of managers are women
internal advancement of women
women lead COMEX
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, improvements were made in some areas of equality of work, but efforts will continue to improve.
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. With regard to recruitment, special emphasis was placed throughout 2019 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. A group of Orabankers women has formed and meets once a quarter to discuss issues related to women’s development in the Group. 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 2019, we note an increase in the representation of women in CODIR. At the Group level, it stands at 26%, compared with 22% in 2018 and 22.8% in 2017. The subsidiary of Côte d’Ivoire and its branches in Burkina Faso and Senegal are the entities with the highest rates, 53.3%, 36.4% and 33.3%, respectively.
Among the population of managers at the branch and branch level, we still have three women who hold the position of Director General (Gabon, Benin, Mali). At the level of the CODIR (Steering Committees), efforts will continue on the issue of equality of work.
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.