Page 16 - Public Gaming International September/October 2017

gender, and focus exclusively on the things be duplicated in other lotteries which are and cultural change by raising awareness
that matter that this goal will be achievable. traditionally also active in supporting sports. about gender-related issues like stereotyping,
Integrity, people-skills, hard work, persis- For instance, men sports are receiving listening to and respecting your colleagues,
tence and tenacity to overcome obstacles more resources, more funding and more fostering a feeling of inclusion even with the
and manage projects to completion, empa- attention than women in sports. We are informal interaction. This is particularly
thy and vision and passion to lead a team, driving change to that tradition, pushing important in the fields where there are fewer
mental agility to reimagine problems and for more equal allocation of resources and women employed by our company, like tech-
come up with creative solutions …: these are empowerment of women in sports. We nology and information systems.
the kinds of Professional skills that should sponsor a special program called “Sport Another objective is to increase the
matter, not gender. Women executives who pour Elles”, or “Women in Sport”. The aim number of women in management posi-
possess these skills should be encouraged, of this program is to promote women sport tions so that at the end of this agreement
given more responsibilities, and rewarded activities. It is not only about funding. It period, we would have overall the same ratio
for their efforts.
As top leadership recognizes the symbi-
otic relationship between equal opportunity, “The good news is that the companies that
equal pay, and business performance, the
rate of change and progress will accelerate. champion equality and diversity will not only
It’s already happening. We just need it to be appreciated for doing the right thing … they
make it happen faster!
The good news is that the companies that will also be building a better, more productive
champion equality and diversity will not and effective enterprise. ”
only be appreciated for doing the right thing
… they will also be building a better, more
productive and effective enterprise.
is also about improving media coverage of women-to-men in management positions
Most CEOs would proclaim their commitment and mobilize energies to change attitudes as we have in the overall company. Today,
to equal opportunity and pay for women. And to building a foundation of public support 43% of FDJ employees are women. When
yet, the current trend line would take us over for women in sports. we signed this agreement, there were only
50 years to get there. Why is that? FDJ has been sponsoring a men’s cycling 34% in management positions. So our goal
team for twenty years now. This year we is to have 43% of women in management
Stéphane Pallez: are also sponsoring a women’s professional positions at the end of this agreement which
Culture is not something that changes cycling team. We’ve also been very active will be the year 2020. We are progressing
quickly or easily. It starts with a passionate with our support for the Olympic Games well on that and expect to reach our target
conviction and decisive action on the part of for 2024 in Paris with dedicated events for 43% on time or early. We are already at
the CEO and executive leadership. Forging women in sport. Whenever and however it 38% and 45% of the executive committee
a business culture that encourages diversity, is possible, FDJ actively promotes equality of are women, not to mention our board of
respects ability and performance, and rejects opportunities for men and women through directors where 50% are women.
gender bias is at the heart of the issue. Like sports. The third objective is to use all the tools
any business transformation agenda, you We also strongly support women’s entre- we have in the company to facilitate a more
need to acknowledge the issue, clarify and preneurships within the sport start-up balanced share of responsibilities for our
commit to an action plan, measure your community. We channel FDJ’s resources employees who are parents. Parental leave
performance to objectives, and do whatever towards a program helping women who is offered to both men and women. And we
it takes to achieve your goals over time. want to create their business. And we feel encourage both men and women to use this
that applies very much to the global mission parental leave and share the responsibilities.
FDJ is involved in and supports many initia- of creating equal opportunity for women in Again, achievement of those goals requires
tives in the business community outside of FDJ. the work-place. cultural change. We hold work-shops for
Are some of these focused on smoothing a path employees to discuss and reinforce the
for talented and ambitious women to achieve What current FDJ programs and initiatives are positive changes, and address concerns or
their goals? smoothing a path for talented and ambitious difficulties and obstacles that may be imped-
women to achieve their goals? ing progress towards our goals. We also
Stéphane Pallez: have special training sessions for women to
Yes, mostly in the area of sports, since FDJ Stéphane Pallez: improve leadership skills. Our goal is to
has been active in the financing of both Gender equality and diversity are built right empower women of talent and ambition to
grass root and professional sports. We have into our strategic plan, in the form of a three- move into management positions.
decided to use that commitment to promote year agreement signed with trade-union We also have a FDJ women’s network,
and foster positive changes as regards representatives. This agreement has three named “A Elles de Jouer” or (Time for Her
gender equality. Besides, this could easily key objectives. One is to promote diversity to play) which encourages networking and

16 // PUBLIC GAMING INTERNATIONAL // SEPTEMBER /OCTOBER 2017 Continued on page 80