| FISCAL 2021 | FISCAL 2020 | |||
|---|---|---|---|---|
| TOTAL | % FEMALE | TOTAL | % FEMALE | |
| Board of Directors ☑ (1) | Board of Directors ☑ (1)FISCAL 202110 |
Board of Directors ☑ (1)FISCAL 202060% |
10 | 60% |
| Executive Committee ☑ | Executive Committee ☑ FISCAL 202117 |
Executive Committee ☑ FISCAL 202029% |
20 | 30% |
| Group Senior Executives ☑ (2) | Group Senior Executives ☑ (2)FISCAL 2021185 |
Group Senior Executives ☑ (2)FISCAL 202043% |
204 | 40% |
| Managers ☑ | Managers ☑ FISCAL 202147,473 |
Managers ☑ FISCAL 202044% |
49,296 | 44% |
| Employees ☑ | Employees ☑ FISCAL 2021364,615 |
Employees ☑ FISCAL 202057% |
373,416 | 56% |
| Total Worforce ☑ | Total Worforce ☑FISCAL 2021412,088 | Total Worforce ☑FISCAL 202055% | 422,712 | 55% |
(1) Excluding the 2 members of the Board who are employee representatives.
(2) Group Senior Executives include the key functions reporting directly to Group Executive Committee members, higher-level sales and operations and high potentials.
On August 31, 2021, the Executive Committee was composed of 5 women and 12 men. As of October 1, 2021, following Sophie Bellon’s nomination as Interim Chief Executive Officer, and Annick de Vanssay’s nomination as Chief People Officer during the transition period, the Executive Committee is composed of 7 women and 11 men, making it 39% female.
The percentage of women in senior management positions has also increased this fiscal year, creating a talent pool of potential future Executive Committee members.
| FISCAL 2021 | FISCAL 2020 | CHANGE | |
|---|---|---|---|
| Empowered women in communities | Empowered women in communities FISCAL 202154,768 |
Empowered women in communities FISCAL 202045,495 |
Empowered women in communities CHANGE+ 16,9% |
| % of Group revenues of countries with initiatives to improve the quality of life of women | % of Group revenues of countries with initiatives to improve the quality of life of women FISCAL 202195,4 % |
% of Group revenues of countries with initiatives to improve the quality of life of women FISCAL 202094,8% |
% of Group revenues of countries with initiatives to improve the quality of life of women CHANGE+ 0,6 pt |
| FISCAL 2021 | FISCAL 2020 | |
|---|---|---|
| % of employees working in countries that respect gender balance in their management | % of employees working in countries that respect gender balance in their management FISCAL 202146,7% |
% of employees working in countries that respect gender balance in their management FISCAL 202046,0% |
Lastly, the percentage of employees working in countries that respect gender balance in their management has increased in Fiscal 2021, in line with the Better Tomorrow 2025 objective.
Sodexo is committed to decreasing the gender pay gap across our United Kingdom and Ireland entities to 10% by 2025. Since 2016, Sodexo United Kingdom and Ireland publishes the diff erence between gross hourly earnings for all men in an organization versus gross hourly earnings for all women. The latest report published in 2020 revealed a mean 14.4% overall gender pay gap.
In France, the Women-Men Professional Equality Index ranks companies’ progress on closing the gender professional gap based on criteria including promotions, pay increases, maternity leave and the top ten salaries for women. In 2020, Sodexo obtained a score of 99 out of 100 across its 11 French entities.
