At the heart of the transformations of CAC 40 companies, the progress of women within executive committees is undeniable. The landscape is changing slowly but surely, illustrated by the remarkable increase in female positions in these governing bodies. While companies like Danone and Safran, pioneers in terms of gender diversity, demonstrate a strong commitment to inclusive leadership, others, such as LVMH and Airbus, struggle to achieve meaningful representation. EssilorLuxottica, among the promoted, reinforces this positive dynamic. Yet, the disparity persists, highlighting the importance of legislative initiatives like the Rixain law, essential for energizing this fundamental movement toward gender equality.
Leaders in gender equality: Danone and Safran
In 2024, the landscape of executive committees of French companies saw a clear increase in the number of women, with Danone and Safran positioning themselves as leaders in this transformation. These companies have not only demonstrated a strong commitment to equity but have also adopted proactive strategies to integrate more women into leadership positions. Danone, for instance, has invested in mentoring and professional development programs specifically aimed at preparing women for leadership roles.
The persistent gaps at LVMH and Airbus
In contrast, some companies like LVMH and Airbus continue to face structural obstacles that hinder female progression. At LVMH, although significant efforts have been made to recruit and promote women, the highest positions remain underrepresented in terms of gender diversity. At Airbus, the aerospace industry, historically male-dominated, is slowly showing signs of change, but will require a complete revision of internal practices to truly achieve balance.
EssilorLuxottica: a case of transition
EssilorLuxottica represents an interesting example of transition toward better gender parity. Although the company has been called out in the past for its lack of diversity in executive committees, concrete measures have recently been implemented to change the situation. This includes the establishment of quotas and clear guidelines aimed at increasing the number of women in decision-making positions. This approach is essential not only to catch up with the leaders of the industry but also to inspire other companies to follow suit.
