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  • France Professional Equality Index for Men and Women
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2020 France Professional Equality Index for Men and Women


Our Commitment to Diversity & Inclusion

At JPMorgan Chase, we believe that a diverse workforce and an inclusive work environment are critical to the success of our business, and that continues to include a commitment to gender diversity. Women now represent nearly half of our firm’s Operating Committee and nearly 50% of our global workforce, and we are committed to supporting the advancement of women at all stages of their careers.

While we have continued to make progress in increasing women’s representation at all levels, we recognize there’s still more work to do. Working with our managers and leaders, we will continue to engage, develop and empower women, and expand opportunities for growth. 
 

France Professional Equality Index for Men and Women

In accordance with French Law number 2019-15 of 8 January 2019, aimed at eliminating the pay gap between women and men, J.P. Morgan is required to publish its professional equality index for men and women by 1 March 2021. 

Our score of 83 out of 100 points* reflects our continuing commitment to increase women’s representation at all levels.

The professional equality index for men and women is measured using four indicators set by the regulation:

  • Pay gap between male and female average remuneration: 33 out of 40 points
  • Difference in rate of pay increases between women and men: 35 out of 35 points
  • Percentage of employees who returned from maternity leave and benefited from an increase upon return: 15 out of 15 points
  • Number of employees of the underrepresented sex among the 10 employees who received the highest remuneration: 0 out of 10 points

Advancing Women is a Key Priority

As a major employer across the globe, JPMorgan Chase is committed to strengthening our diverse and inclusive culture and providing easily accessible resources to all employees, whether they just started with the firm or have a senior role. Throughout 2019 and 2020, we have had programmes at the Paris, regional and global level designed to assist our employees in their professional and personal development, and to help attract, develop and retain top talent. These include:

  • Women on the Move Interactive Network (WOTM): One of the many Business Resources Groups (BRGs) at the firm, WOTM collaborates with lines of business, locations and Human Resources to provide members with access to tools that enable the successful retention, development and advancement of women at all levels at J.P. Morgan. Key achievements in the last year in Paris have included celebrations for Women’s History Month and International Women’s Day, wellness events, participation in local and EMEA Mentoring programmes, and strong cooperation with the Men As Allies initiative to encourage male colleagues across the firm to join WOTM as allies and partners to further the cause.
  • Journey to Inclusive Teams: We are helping managers mitigate bias and make better decisions every day through new digital learning experiences, interactive virtual webinars and in-person sessions focused on driving inclusion. The course content is based on neuroscience and is developed in partnership with industry experts.
  • parents@jpmc: A webpage that promotes parental programs and provides practical support and tools to help working parents. Resources provided include information about benefits, time off policies, feeding support, adoption assistance, childcare options, mentor programs and education.
  • Board Readiness: We have partnered with an external organization to deliver bespoke board readiness workshops. The sessions are designed for women considering their first board role or seeking to add a new non-executive director or trustee role to their portfolio. This is open to Vice Presidents and above across the region.
  • Skills Building Workshops: We work with external organizations to host skill-building workshops to help our women prepare for a range of difficult conversations in the modern work environment. These workshops are currently offered across the region and focus on topics such as impact, influence, brand, emotional intelligence, leadership and presenting.
  • Leadership Edge: Leadership Edge is our firmwide set of in-class programmes and resources to develop great managers and leaders and build one strong leadership culture. Aspiring managers can take the self-guided learning program EXPLORE, and all employees have access to the leadership center, iLead — a curated selection of leadership and management insights, tools and activities.
  • 30-5-1 Campaign: The 30-5-1 global campaign is a framework designed to support women’s career advancement. The message is simple: a senior leader should spend 30 minutes a week having coffee with a talented woman; spend 5 minutes a week congratulating a female colleague on a win or success; and spend 1 minute a week celebrating their successes with other colleagues.

As a major employer across Europe, J.P. Morgan is committed to diversity in its workforce and we are taking a disciplined and regionally tailored approach to help us make further progress.

*This result is calculated for the reference period 1 March 2019 to 29 February 2020 and for the in-scope legal entities, J.P. Morgan AG Paris Branch and JPMorgan Chase Bank N.A. Paris Branch, forming the Economic and Social Unit (Unité Economique et Sociale). 


2020 Index français d’égalité professionnelle entre les femmes et les hommes

Notre engagement en faveur de la diversité et de l'inclusion 

Chez JPMorgan Chase, nous sommes convaincus que notre succès est directement lié à notre capital humain et à notre culture, ainsi qu’à la promotion d’environnements variés et inclusifs. Les femmes représentent aujourd'hui près de la moitié du Comité Opérationnel de notre entreprise et près de 50 % de notre effectif global. Nous nous attachons à soutenir la promotion des femmes à tous les stades de leur carrière.

Si nous avons continué à progresser dans l’augmentation de la représentation des femmes à tous les niveaux, nous sommes conscients qu’il reste encore des efforts à accomplir. En collaboration avec nos managers et nos dirigeants, nous continuerons à impliquer, à développer et à faire participer davantage les femmes, et à leur donner de nouvelles perspectives d’évolution.
 

Index français d’égalité professionnelle entre les femmes et les hommes

Conformément à la loi française n°2019-15 du 8 janvier 2019, visant à supprimer les écarts de rémunération entre les femmes et les hommes, J.P. Morgan est tenu de publier son index d’égalité professionnelle entre les femmes et les hommes d’ici le 1er mars 2021.

Notre score de 83 sur 100 points* reflète notre engagement continu à accroître la représentation des femmes à tous les niveaux.

L’index d’égalité professionnelle entre les femmes et les hommes est mesuré à partir de quatre indicateurs fixés par la réglementation :

  • L’écart de rémunération moyenne entre les femmes et les hommes : 33 sur 40 points
  • L’écart de taux d'augmentation individuelle des salaires entre les femmes et les hommes : 35 sur 35 points
  • Le pourcentage de salariées ayant bénéficié d’une augmentation dans l’année suivant leur retour de congé de maternité : 15 sur 15 points
  • Le nombre de salariés du sexe sous-représenté parmi les 10 salariés ayant perçu les plus hautes rémunérations : 0 sur 10 points

La promotion des femmes est une priorité essentielle

En tant qu'employeur majeur au niveau mondial, JPMorgan Chase s'engage à renforcer sa culture de la diversité et de l’inclusion et à fournir des ressources facilement accessibles à tous les employés, qu'ils viennent de commencer leur carrière au sein de l’entreprise ou qu'ils occupent un poste de direction. En 2019 et 2020, nous avons mis en place des programmes à Paris, ainsi qu’au niveau régional et mondial, conçus pour accompagner nos employés dans leur développement professionnel et personnel, et pour contribuer à attirer, développer et retenir les meilleurs talents. Ces programmes comprennent :

  • Le réseau interactif « Women on the Move » (WOTM) : L'un des nombreux Forums de l’entreprise au sein de « Business Resource Groupe (BRG) », WOTM, collabore avec nos lignes de métier, en lien avec les Ressources Humaines pour mettre à disposition de ses membres des outils qui permettent de fidéliser, de développer et de faire progresser les femmes à tous les niveaux chez J.P. Morgan. Parmi les principales réalisations au cours de l'année dernière à Paris, citons les célébrations autour du Mois de l'Histoire des Femmes et de la Journée internationale des droits des Femmes ; ainsi que les différents événements liés au bien-être et participation au programme de mentoring en France et dans la région EMEA et un fort partenariat avec le réseau intéractif Men As Allies pour encourager la participation et le soutien des hommes au sein de ce forum.
  • L’initiative « Journey to Inclusive teams » : À travers la participation de nos managers à de nouvelles expériences d'apprentissage numérique, des webinaires virtuels interactifs et des sessions en présentiel axées sur l'inclusion, nous les aidons à appréhender les préjugés inconscients et à prendre de meilleures décisions. Le contenu du cours est basé sur les neurosciences et est développé en partenariat avec des experts de l'industrie.
  • parents@jpmc : Mise en place de programmes parentaux accessible en ligne afin de fournir un soutien pratique ainsi que des outils pour aider les parents qui travaillent. Les ressources fournies comprennent des informations sur les prestations, les politiques de congés, conseils nutritionnels, l'aide à l'adoption, les services de garde d'enfants, les programmes de parrainage et d'éducation.
  • Préparation au conseil d'administration : Nous avons établi un partenariat avec une organisation externe afin d'offrir des ateliers sur-mesure sur la préparation des conseils d'administration. Ces sessions sont destinées aux femmes qui souhaitent jouer un premier rôle au sein d'un conseil d'administration ou qui cherchent à enrichir leur carrière d’une expérience de directeur non exécutif ou d'administrateur. Ces ateliers sont ouverts au niveau régional à toutes personnes à partir du statut de Vice-President.
  • Ateliers de renforcement des compétences : Nous travaillons avec des partenaires externes pour organiser des ateliers afin de préparer nos salariées à gérer tout type de conversations difficiles dans un environnement de travail moderne. Ces ateliers sont actuellement proposés dans toute la région et portent sur des sujets tels que l'impact, l'influence, la marque, l'intelligence émotionnelle, le leadership et la présentation.
  • Leadership Edge : Propose des programmes et des ressources pour développer de grands managers et leaders et construire une culture de leadership forte. Nos futurs managers peuvent suivre un programme d'auto-apprentissage, EXPLORE, et tous les employés ont accès au « Leadership center », iLead, qui met à disposition une sélection d'idées, d'outils et d'activités de leadership et de gestion.
  • Campagne 30-5-1 : La campagne mondiale 30-5-1 est un cadre conçu pour soutenir l'avancement professionnel des femmes. Le message est simple : un manager senior s’engage à consacrer 30 minutes par semaine à échanger autour d’un café avec une femme talentueuse ; consacrer 5 minutes par semaine à féliciter une collègue pour une victoire ou un succès ; et consacrer 1 minute par semaine à célébrer ses succès avec d'autres collègues.
En tant qu'employeur majeur en Europe, J.P. Morgan s'engage à promouvoir la diversité de ses effectifs et adopte une approche encadrée et adaptée à chaque région afin de progresser davantage dans cette voie.

*Ce résultat est calculé pour la période de référence courant du 1er mars 2019 au 29 février 2020 et pour les entités légales, J.P. Morgan AG Paris Branch et JPMorgan Chase Bank N.A. Paris Branch, entrant dans le périmètre et composant l'Unité Economique et Sociale.

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