Our Human Project

The accountability of its employees is a cornerstone of Crédit Agricole CIB’s strategy. As such, they play a critical role in the Bank’s transformation to meet the challenges of the digital, environmental and social transitions, enabling the Bank to offer solutions tailored to the needs of its clients and society as a whole.

Supporting the workplace transformation and continuing the managerial and cultural transformation

Scaling up the accountability process

The aim of this approach is to enable everyone to act responsibly to serve clients by involving employees, managers and management teams. It promotes the development of stronger collaboration and more effective communication within teams, and the accountability of employees via strengths-based management, authentic leadership and dialogue circles.

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Listening to employees

For the second consecutive year, the IMR (Accountability Index) was rolled out to Crédit Agricole CIB employees in France and abroad. With 80% of favourable responses, employees confirmed their solid commitment.
In 2023, employer recommendations rose significantly, illustrating the impact of the Human Project on all aspects of management, culture and society. Our employees particularly value the Group’s solidity, the company’s people-centred culture, a high-quality working environment, the interesting nature of their roles and their career prospects.

Continuing the transformation of work methods and tools

The “New Ways Of Working” approach offers a working environment that encourages collaboration, trust and accountability. Combining hybrid work and new work spaces, it offers employees smart offices adapted to their activities, as well as tools and applications encouraging collaboration.
By the end of December 2023, more than 1,600 employees in France had switched to smart offices.
Crédit Agricole CIB also pays special attention to quality of life at work, working conditions and the work-life balance. Throughout the year, health events are organised and psychosocial risk-monitoring systems are set up, such as the “WeCare” survey conducted in France in 2023. The results show lower levels of stress than at other companies in the banking sector in France and higher levels of well-being.

Encouraging the long term development of every employee’s skills

The ESG Academy

Crédit Agricole CIB has accelerated the development of its ESG Academy by offering training modules and certifications addressing the challenges associated with developing the Bank’s activities, meeting the needs expressed by the business lines and complying with regulatory requirements. The training programmes are broken down by business line and by level of expertise, with a twofold objective: to provide employees with the training they need to develop their business activity, particularly in relation to the Group’s Net Zero commitments, risk management, client advisory, etc. and to comply with new ESG regulatory requirements.

365Talents to promote employees’ skills

Since 2022, Crédit Agricole CIB has provided all its employees (including trainees and work-study students) with access to a digital career and skills management solution dubbed 365Talents. This initiative, which aims to enhance the employability of all employees, identifies and promotes the company’s individual and collective skills and strengths. It enables employees to play an active role in and take responsibility for their career and employability – employees can assess their experience, skills and aptitudes, see the profiles and skills of their colleagues and have access to suggestions for internal opportunities within the Crédit Agricole Group based on skills matched using artificial intelligence. Each year, around one hundred employees receive individual support from the HR Mobility team.

Preparing for the future by promoting an inclusive, charitable company

Diversity Month

Crédit Agricole CIB fosters a work environment where tolerance and openness enable everyone to fulfil their potential. In order to combat all forms of discrimination, initiatives are regularly implemented to raise awareness. In 2023, the Diversity Month provided a forum for discussions about diversity and inclusion.
This year, the emphasis was on parenthood, a major issue for equality and diversity. Crédit Agricole CIB extended paid paternity leave to all employees worldwide by 28 days.

Recruiting and training young talent

Crédit Agricole CIB has an active policy to promote the professional integration of young people in France and worldwide. In 2023, the Bank maintained an ambitious recruitment policy for young people in order to prepare for the future, integrate new generations and attract talent.
As a result, the number of work-study employees and trainees hired in France picked up.
In 2023, 477 trainees, 288 work-study employees and 71 VIEs (Volunteers for International Experience) joined the Bank.
As part of the Youth Plan, a cornerstone of the Human and Social Projects, 2,122 young people have been welcomed into Crédit Agricole CIB worldwide. Crédit Agricole CIB identifies the highest-potential employees from amongst its trainees, work-study employees and VIEs, and creates a Global Junior Pool.

Getting employees involved in charity initiatives

For more than 10 years, Crédit Agricole CIB has been supporting various causes through its Solidaires by Crédit Agricole CIB programme. Helping Hand (“Les Coups de Pouce Solidaires”), the internal call for charity projects, offers employees the opportunity to demonstrate their commitment to volunteer work. The Bank provides financial support for these initiatives in the fields of charity and social inclusion, the environment, education and health, both in France and abroad. The Helping Hand programme has also been rolled out in the United Kingdom.