Clear and concrete commitments to achieve the 40% target

 

The Group has defined a multi-year action plan to achieve this ambitious goal.

The first concrete actions to see the light of day are:

- The adoption of a Gender Equality Charter, setting out the principles and commitments that underpin this policy

- The doubling of the legal paternity leave which increases to 10 days - including for unmarried fathers - for any birth from July 1, 2021

- The launch of Lean-In Circles - for sharing experiences dedicated to women so that they can progress together

- The establishment of breastfeeding rooms at MCB’s two main sites, Port-Louis and Saint-Jean

- Staff awareness of gender equality issues. To this end, various training courses on subjects related to gender, prejudices and female leadership have already been provided to staff and will continue to take place.

 

Break the glass ceiling and promote diversity at work

 

The Group guarantees equal opportunities within the company and employs people according to their skills. Nevertheless, despite efforts to ensure equality on all fronts, a gender gap was noted especially in the most senior positions. Hence the company's commitment to breaking the glass ceiling by aiming for a minimum of 40% female representativeness in its Management by 2026. The Gender Equality Charter is aimed at men and women within the organisation and to formalise the adoption, implementation and promotion of the fundamental gender equality principle within the Group. The charter sets up the framework that ensure concrete action is taken to close the existing gaps within the company. The nine principles revolve around the reduction of unconscious bias, flexibility at work for a better work-life balance, the development of talents, as well as fair and equitable compensation for all, among others.