Corporate Identity

Some Key Figures on Diversity (Annual Report 2007)

• men/women: The overall division of workforce between men and women was well balanced, at 51.5% and 48.5% respectively;

• age: Group members of staff are young, in total 46.6% are less than 35 and 59.6% less than 40 years of age. The average age is 38.7 for men and 36.1 for women, while the overall average age is 37.5;

• nationality: At the end of 2007, Dexia employed 35,202 people of 78 nationalities in 37 countries.

Diversity 


Diversity has been an important topic for Dexia over recent years.

At an early stage several internal and external documents have been pre-pared (for example: Principles of Social Management (2002), White Paper (an action plan on the place of women in the Dexia Group, 2004), HR Quality Charter (2005) and diversity charters in France and Belgium co-signed by Dexia. Related to the White Paper, 2006 was the year in which the action plan reached full speed by the formation of a work group to assess the results and the associated recommendations. This action plan was further put into concrete diversity actions in 2007. Some examples of the various local/Group initiatives and actions are:


• the creation of an external and internal Dexia Women’s Network within Belgium, namely WINGS (Women Innovating NetworkinG Solidarity), with two external and one internal meeting for all female executives based on several preparatory workshops;
• the integration of specific leadership KPI (Key Performance Indicator) on diversity in the management contract of top management;
• the creation of a diversity manager position at Group level;
• Dexia Banque Internationale à Luxembourg’s Prix Féminin for an external new business project.

Additionally, Dexia is facing a large number of retirements in the coming years and should be prepared for this as human capital should be passed on to the younger colleagues. In this context Dexia has a duty to provide employees with a clear career plan. Concrete initiatives were launched, focusing on the older employees of Dexia.

Finally, Dexia analyzed the place of employees with a disability within Dexia and the national labor markets. Particular effort is made in this field by Dexia Crédit Local which has an action plan in place to increase the number of members of staff with disabilities.
All these diversity commitments, programs and initiatives have to be integrated into daily HR and managerial practices by HR staff training, HR team deployment, and a clear awareness of the importance of diversity in Dexia’s new leadership principles.