Resources in place. Orange is committed to improving gender balance within its teams and across all Group roles. This objective implies a special focus on improving the percentage of women in technical functions, in all regions where it is insufficient. Conversely, roles with high female employment rates will be promoted and made more appealing to men. One of the drivers of gender balance is recruitment. The entities have been asked to ensure that no discriminatory criteria appear in published job offers, both within and outside the Group. The headings and terms used are to be chosen in such a way as to attract female applicants as much as male applicants, whatever the type of employment contract. The way the offers are worded must not depict stereotypes about the functions or their supposed requirements (working hours, mobility). Concerning job offers with a technical element, skills descriptions must not be limited to simply the technical requirements. Job offers are to be open equally to women and men. The local HR teams in the entities must monitor the gender balance of applicants and short lists must include, for the same skill set, at least one female applicant. The selection criteria are to be identical for women and men and are based on skills, qualifications and experience. The fact that a woman is pregnant must not be a reason for refusing to recruit her. In all countries, the entities will put in place training programmes to encourage the promotion or professional retraining of women for technical functions, both internally (advanced training programmes) and externally (internships followed by open-ended employment contracts). Indeed, hiring women will be made possible thanks to an upskilling plan to give them the skills required for these jobs. The entities will be expected to ensure that training is given on workdays and within working hours, and with as little travel as possible. In this respect, distance training will be developed wherever it is appropriate, because in some cases it enables employees to overcome personal constraints. Every year, and for each of these functional areas, the numbers and proportion of women in the workforce and being recruited externally will be tracked. Orange is fully aware that the lack of gender balance in certain functions is the result of stereotypes perpetuated by the education system, and will therefore also take preventive action by developing programmes with educational and training establishments. Each Group entity is en...
