GROUP

Gender Balance

Gender balance, a source of value creation

The Group’s primary objective, the integration of an increasing number of women in all roles has over many years led to actions plan :

  • Recruiting more women, especially engineers and Managers
  • Giving women greater visibility to encourage internal promotion
  • Raising employees’ awareness about gender diversity
  • Identifying any gender pay gaps and taking measures to close them

Gender Balance – share of women engineers and managers

1

20%

in 2018

2

24.4%

in 2021

3

25%

by 2022 (target)

Networks to promote diversity

women in mersen logo

Networks to promote diversity

Created in 2010, the WiN network (Women in MerseN) brings together male and female Group employees who want to work together to promote cooperation and mutual assistance, encouraging growth through greater diversity. In 2019, a Europe-wide network was launched giving new opportunities to meet and reflect on these matters.

The Diversity Committee and the WiN network work to promote the local initiatives already in place. 

The teams were particularly committed to International Women's Day!

The Group has a target of reaching 25%  women in senior management positions by 2025.

UN Women’s Empowerment Principles

UN Women’s Empowerment Principles

UN Women’s Empowerment Principles

Mersen is signatory of the UN Women’s Empowerment Principles (WEPs), joining the global community of companies taking action to promote gender equality and women empowerment.

Gender equality index

Gender equality index for French Mersen subsidiaries with a workforce of over 50 people. Based on 2021 data:

  • Mersen France Amiens: 93
  • Mersen France SB: 87
  • Mersen France Angers: 85