Women in Action Programme

As an international company, we believe that Diversity is the foundation for a great managerial and corporate culture. Arval is committed
to offering equal opportunities irrespective of gender, by addressing the gender pay gap and encouraging women into more senior roles.
This charter is the result of a collaborative work of the participants of the Women in Action Programme and men colleagues.

1.Culture

We are committed to always supporting and promoting diversity & inclusion at Arval, as an integral part of our code of conduct, in everything we do, internally and externally.
We can all benefit from a diverse workplace and workforce.
We can gain new and fresh ideas from different people and that secures a multicultural approach and a culture of sharing and learning. We will sustain awareness and company culture through training and coaching everyone on unconscious bias and language evolution
to avoid stereotypes. A specific communication on diversity KPIs at all levels should be implemented.

2.Transparency

We are committed to achieving salary equality at all levels at Arval. Same function, same responsibility, same salary. Being transparent about our progress is key to encourage change.
Arval will make an honest assessment of its salary situation at country level in order to set clear guidelines and compensation policies.
Arval will share the progress made on a regular basis.

3.Awareness

We are committed to sharing information and making every employee at Arval aware of gender equality.
It is important to identify what the roadblocks to gender equality are and how to communicate on these challenges. Ambassadors, i.e. women who have already participated in the WOMEN IN ACTION programme, should share their experience with colleagues, and make them aware and responsible.

4.Representation

We are committed to giving more share of voice to women at Arval. Our company is an egalitarian place for women and men in action.
Arval will make women shine by increasing opportunities for leadership by women, and by giving them greater visibility at internal and external events. It is closely related to the “#JamaisSansElles” (Never without her) charter,
that promotes gender diversity across all sectors of society, proposing concrete actions to contribute to a better balance and representativeness together with visibility for women in decision-making structures and positions with
high-level responsibilities and representative roles.

5.Career

We are committed to achieving a fair gender balance and support women in their career progression. Arval has to increase the proportion of women in Senior Position / official governance bodies and in talent programmes with the aim of achieving parity. 
Arval will systematically share open positions, especially Executive Committee vacancies, and communicate on the appointment of women in senior positions. We are committed to hiring more talented women and setting up diversity rules in the recruitment process. See our guidelines about recruiting without any discrimination.

6.Learning & Skills Development

We are committed to providing women with mentoring and coaching sessions, and giving them the opportunity to raise their self-confidence and develop their career.
We strongly believe that dedicated coaching and mentoring support are key to boost women’s development.

7.Parenthood

We are committed to implementing working habits that are more responsible.
Arval needs to promote an inclusive parental leave policy worldwide. Part-time work should be facilitated to grant flexibility to women coming back from maternity leave. This absence should not stop women’s career, but on the contrary enhance it!

The Arval Beyond strategy has set strong objectives in terms of gender repartition for 2025:

The Women In Action programme is an ambitious programme aligned with the Arval strategy. It aims to:

1. Shift mind-set about gender balance
2. Enable women to evolve in Top Management positions and be promoted to a Senior Management Position within 3 to 4 years after the programme. This development acceleration is possible through a multitude of growing opportunities (community, inspiring talks, coaching, mentoring, etc.).
3. Create a community at Arval engaged in fostering Diversity & Inclusion (Women of this programme become Role Models).

Women in Action 2023 Promotion

The first results of this programme are very promising: 8 of the Women have been promoted, among which 4 have joined the local executive committee within 4 months after the end of their journey. Thanks to these promotions, we now have 10 former Women in Action in COMEX positions.