Our CSR approach


FReD, a Group index that guides us

FReD is the steering system of Crédit Agricole Group's CSR approach, in which Crédit Agricole Leasing & Factoring participates.
Participatory and scalable, FReD is a continuous, engaging and demanding approach for improvement: each year, action plans are defined and indicators of progress are measured. 
It is based on three benchmarks that meet the three dimensions of sustainable development: 

  • FIDES : building confidence;
  • RESPECT : respect of employees;
  • DEMETER: respect of the planet.


Crédit Agricole Leasing & Factoring Gender Equality Index

All companies with at least 50 employees are required to calculate and publish their gender equality index every year on the 1st of March.

This new index, derived from the "Professional Future" law of September 5th 2018, measures the company’s "level of results" on a scale of 100 points. In 2023, Crédit Agricole Leasing & factoring published a score of 97/100, which is the result of its commitment over the past years to promoting professional equality between women and men through concrete, regular and targeted actions. 
A remarkable "level of achievement" which we welcome.
The gender equality index corresponds to the sum of the company’s results for each of the following five indicators:  


IndicatorsPoints Total Points
1. Gender pay gap3740
2. The difference in rates of individual pay rises2020
3. The difference in promotion rates1515
4. The percentage of employees who received an increase within a year upon returning from maternity leave1515
5. The number of under-represented gender employees among the top ten paid employees1010

To go even further, CAL&F has made gender equality a major objective of its Company Project, through its human and societal pillars. CAL&F is convinced that the principle of equality between women and men must be applied throughout the career path. The company is continuing its efforts in this area, with a view to achieving exemplary professional gender equality.


Loi Rixain: Representation of the gender ratio in CAL&F's management and executive bodies for 2023 

Convinced that gender diversity in jobs at all levels is a source of complementarity, social balance and economic efficiency, CAL&F has been committed for several years to a policy of professional equality between women and men so that the latter can exercise their profession with equal opportunities and without consideration of gender. 

Thanks to its rigorous policy and its commitment in this field, CAL&F has successively obtained the scores of 93, 98 and 97 out of 100 in the professional equality index for the years 2020, 2021, 2022 and 2023.

Under the so-called "Rixain" law of 24 December 2021 and its implementing decrees aimed at accelerating economic and professional equality, companies with at least 1,000 employees must now:

  • calculate and publish each year the gaps in representation between women and men within its management bodies and executives,
  • have at least 30% of women and men members of management bodies and executives from 1 March 2026,
  • and thereafter have at least 40% women and men members of management bodies and executives by 1 March 2029. 


It is in this context that CAL&F publishes, hereafter, for the second year, the share of women and men within its governing body, the Management Committee (CODIR), and its senior managers.

Thus, in 2023, CAL&F will have: 

  • 34,8% women and 65,2% men in the CODIR 
  • 37,2% women and 62,8% men among its senior managers

Since 2022, CAL&F is therefore above the regulatory thresholds mentioned above and will continue its actions with a view to supporting women with potential in positions of responsibility.




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