Ubisoft 2016 Annual Report Download - page 85

Corporate social responsibility
4
Employee-related indicators
Breakdown of men/women in total headcount
03/31/16 03/31/15
Women Men Women Men
Total 20.2% 79.8% 19.8% 80.2%
Production 17.4% 82.6% 16.8% 83.2%
Business 35.3% 64.7% 35.7% 64.3%
Women in management 03/31/16 03/31/15
% of women in top management(1)(3) 26.1% 29.9%
% of women in management(2)(3) 23.3% 22.6%
(1) A top manager is defi ned as a member of the Executive Committee, a Director reporting directly to the Executive Committee or an offi cer of a subsidiary
(2)
A manager is defi ned as someone who is hierarchically responsible for at least one person (also including interns not counted as staff)
(3) Number of women in (top) management as a percentage of the total employees in (top) management
Employment 03/31/16 03/31/15
Female hire rate(1) 23.6% 22.4%
(1) Number of women hired as a percentage of the total number of hires
With 23.3% of women managers and 26.1% of women in top
management, the percentage of women in management is higher
than the average percentage of women in the Group. This refl ects
equal treatment in the development process and the Group’s ability
to provide an inclusive work environment.
In terms of equal opportunities, the human resources policy is
designed to ensure equal access to learning and development
opportunities, as well as fair pay for equal skills and performance.
One of the challenges facing the Group is how to refl ect the diversity
of players, an increasing proportion of whom are women. At the
end of March 2016, actions were under way to increase the number
of women hired.
In France, Ubisoft has introduced an equal opportunities action
plan. This seeks to hire more women in an industry where they
are underrepresented, for example by fostering relationships with
schools and universities to encourage women to apply for jobs. It also
offers better support for parents, either in the form of remuneration
or in terms of personal guidance, for example by interviewing staff
before they go on parental leave and on their return to work.
In Montreal
(1)
and San Francisco
(2)
, the “Diversity” committees set
up two years ago continue to focus on gender equality.
Other local initiatives are also implemented in different areas:
♦
the Quebec and Montreal sites foster gender diversity by
recruiting on social media, encouraging women to apply for
certain jobs such as programming. The French sites comply with
their gender equality commitments by raising awareness among
internal or external recruiters and managers;
♦ in terms of communication, the Montreal Diversity Committee
organizes discussion groups and conferences on the role of women
in industry and teams (Diversity Thursday, UDC lecture
(3)
, forum
on diversity initiatives, etc.). Externally, the committee promotes
diversity by encouraging female employees to share their stories
with the public (support for Montreal Girl Geek). The studio
also strives to represent diversity in its communications. For
example, it posted a photo on social media of women in the
studio for Women’s Day on March 8;
♦
in terms of leadership, promoting the professional development
of women is an issue raised by the San Francisco Diversity
Committee. The Women Leadership Forum was set up to provide
support and guidance for women through various activities,
for example by hosting a round table discussion on personal
experiences, screening the “Miss Representation” documentary,
and organizing a leadership workshop;
♦
in terms of training, partnerships are also being developed
externally to encourage women to explore programming and
code: for example, the Montreal and Toronto studios are each
working respectively with the Pixelles and Ladies Learning Code
associations.
Men and women are given the same level of access to training and
skills development, even more so than in the previous year.
(1) 2,700 employees at the end of March2016
(2) 430 employees at the end of March2016
(3) UDC: Ubisoft Developers Conference, the company’s largest annual event for sharing expertise
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