Communication on Progress Mazars 2013/2014

Participant
Published
  • 2015/04/01
Time period
  • September 2013  –  August 2014
Files
Links
Format
  • Part of an annual (financial) report
Differentiation Level
  • This COP qualifies for the Global Compact Active level
Self-assessment
  • Includes a CEO statement of continued support for the UN Global Compact and its ten principles
  • Description of actions or relevant policies related to Human Rights
  • Description of actions or relevant policies related to Labour
  • Description of actions or relevant policies related to Environment
  • Description of actions or relevant policies related to Anti-Corruption
  • Includes a measurement of outcomes
Women's Empowerment
  • The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the community
  • Designing community stakeholder engagements that are free of gender discrimination/stereotyping and sensitive to gender issues

  • Gender impact assessments or consideration of gender-related impacts as part of its social and/or human rights impact assessments

  • Ensuring female beneficiaries of community programmes

  • Community initiatives specifically targeted at the empowerment of women and girls

  • Other established or emerging best practices

    For the 8th consecutive year the Mazars Group sponsored and participated in the Women's Forum that was held in Deauville in October 2014. Philippe Castagnac, the Group CEO, participated in the debates.

  • Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff

  • Strategies to ensure that community investment projects and programmes (including economic, social and environmental) positively impact women and girls

  • Strategies to ensure that community investment projects and programmes (including economic, social and environmental) include the full participation of women and girls

  • No practice for this criterion has been reported

  • The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the workplace
  • Achieving and maintaining gender equality in senior management and board positions

  • Achieving and maintaining gender equality in middle management positions

  • Equal pay for work of equal value

  • Flexible work options

  • Support for pregnant women and those returning from maternity leave

  • Recruitment and retention, including training and development, of female employees

  • Education and training opportunities for women workers

  • Creating and maintaining workplace awareness of gender equality and, inclusion and non-discrimination for all workers

  • Mentoring and sponsorship opportunities for women workers

  • Other established or emerging best practices

    Members of the Mazars Group Governance Council are representative of our partnership: one-third of members are women.

  • Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff

  • Access to child and dependent care

  • Gender-specific health and safety issues

  • Gender-based violence and harassment

  • No practice for this criterion has been reported

  • The COP contains or refers to sex-disaggregated data
  • Achieving and maintaining gender equality in senior management and board positions

  • Equal pay for work of equal value

  • Flexible work options

  • Recruitment and retention, including training and development, of female employees

  • Education and training opportunities for women workers

  • Creating and maintaining workplace awareness of gender equality and, inclusion and non-discrimination for all workers

  • Mentoring and sponsorship opportunities for women workers

  • Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff

  • Achieving and maintaining gender equality in middle management positions

  • Access to child and dependent care

  • Support for pregnant women and those returning from maternity leave

  • Gender-specific health and safety issues

  • Gender-based violence and harassment

  • No practice for this criterion has been reported

  • Other established or emerging best practices

  • The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the marketplace
  • Support for women business owners and women entrepreneurs

  • Supplier monitoring and engagement on women's empowerment and gender equality including promotion of the Women's Empowerment Principles to suppliers

  • Gender-sensitive marketing

  • Gender-sensitive product and service development

  • Other established or emerging best practices

    In 2014 with the French UN Women’s Committee, the Mazars Group published a study based on interviews with 2,400 women born between 1945 and 1995 in 108 countries about the expectations of 3 generations of women.

  • Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff

  • Supplier diversity programme

  • Composition of supplier base by sex

  • No practice for this criterion has been reported