Translations

TOTAL increases the number of women in its teams

2. Human Rights

Diversity, equal opportunity, and fighting discrimination

Sector Energy / Water

Year 2007

Country France

Transmitter

Context

Total initiated its diversification policy in 2001. This initiative was derived from a reflection which was first focused on the increase in the number of women in teams, and extended to include the global expansion of such teams. For Total, this scheme will enable the group to be:

More competitive - by recruiting the best via the extension of the recruitment base, by better understanding and handling local issues and finally by stimulating creativity and reactivity.

More legitimate - by meeting the new expectations of society and employees.

Fairer - by giving equal changes of developing their skills to all.

Objectives

The Group intends to employ more women for all jobs. This approach should, in particular, enable women to access high responsibilities in a fairer manner. Recruitment is the key lever of this policy. Other levers rely on regular career management monitoring and on the involvement of all players.

APPROACH

In 2004, Total set up a Diversity Board. An audit conducted in house for each major business unit identified actual or assumed obstacles to an increase in the number of women. A study was also conducted on how a sample of women and men executives with Total viewed success. Following these studies, actions were implemented, including:

Recruiting women in schools and universities where Total already employed people and extending the number of target schools. In fact, women only account for 20% of engineers graduating from the “grandes écoles” and 50% from chemistry schools, law colleges or business schools.

Concerning career management, Total has implemented committee meetings (at least once a month) strictly dedicated to the advancement of women and review of standards of identification of “high potentials”.

Concerning maternity period handling, Total relies on an anticipation of returns.

CONTRIBUTION TO COMPANY PERFORMANCE

The group’s turnover is low (2% globally).

Balance between personal life and work enables everyone (men and women alike) to be more creative and flexible.

Benefits

The group recruited 32% women in 2006. For executives under unfixed term contracts, the figure rose to 25.6%. Progress was most significant in France with 34% women among executives recruited by the Head Office (against 23% in 2001).