INVESTIGATION
Since Isabelle Kocher was removed from her position as general manager at Engie in early February, there have been no women running a CAC 40 company. And it's not much better in the SBF 120 , which brings together the 120 largest French companies listed on the stock market: there are barely ten women managers. Why ? Europe 1 investigated.
The famous proverb "that looks alike comes together" applies well to large French companies, explains a HR manager at Europe 1. They are mainly led by men who, during recruitment, turn most often to their fellows. Another significant block is that less than one in five members of the executive committees, veritable antechambers of power, are women. And those who manage to do so are often confined to subsidiary missions such as communication, human resources or corporate social responsibility.
Increasingly ambitious quotas
To open these circles of power to women, quotas have already been put in place, particularly on boards of directors. Having proven their effectiveness, a bill to introduce them into the famous executive committees should see the light of day in the spring. It remains to convince the bosses, who are often reluctant to accept ambitious quotas.
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Another solution to accelerate the recruitment of women, "mentoring". This is what Anne-Sophie Pawlak, president of the association Elles Bougent, does. "These are men and women who will 'mentor' the youngest to give them the codes, and help them evolve faster. More and more women are climbing the ladder thanks to these tips because they have gained insurance, "she explains.
An impact on business performance
And companies seem to benefit. According to Michel Ferrary, researcher at the University of Geneva, those where women are better represented in the governing bodies are also more efficient. "If you invested in the CAC 40 between 2007 and 2019 your portfolio lost 17%. If you invested in the 10 companies of the CAC 60 which have the most women in their management, your portfolio over the same period has gained 134 % ", he compares.
This is partly explained by the fact that women arriving in these important leadership positions are rare. The drastic selection therefore only retains the best candidates. The pool is much larger in men, the excellent profiles also rub against the less good.