Conversation guide

EACH FORA LGBT+INCLUSIVE
WORKSPACEEDITORIAL
Fighting all forms of discrimination is a matter of equality & mutual respect, but also performance. That is why
Societe Generale defends the values of diversity and inclusion in the workplace on a daily basis. Quite simply, thatmeans creating a space where our differences shine and where we can guarantee a work environment in which
everyone feels free to be themselves without hiding or erasing their identities.
To achieve this goal, we are implementing the UN’s guiding principles for fighting anti-LGBT+ discrimination in theworkplace and in all aspects of professional life. As a reminder, I would also like to point out that discrimination is acrime in France.
We are working to ensure that everyone feels
listened to and valued--regardless of their sexual
orientation or gender identity*--from the job
interview and promotions to management
principles.

The Group, alongside Pride & Allies which unites
employees from different countries, works tocreate and defend a corporate culture that
promotes inclusion and equal rights for LGBT+*
employees.
Through this brochure, we are presenting bestpractices to apply using concrete examples ofsituations to help you broach LGBT+ subjects
with your teams, colleagues, managers, andclients. Let’s all work together for a more
inclusive work environment. I am counting onyou!
Diony Lebot
Deputy Chief Executive Officer*Gender identity: The gender with which a person identifies.
*LGBT+: Acronym meaning (Lesbian, Gay, Bi, Trans) and + for all the others (intersex people, asexuals, pansexual people, etc.).

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KEY FIGURES *77%

1992of LGBT+ people in a relationshipavoid talking about their sexual
orientation or gender identity atwork.

The date when homosexuality
stopped being classified as amental illness by the World HealthOrganisation.

88%of gay and lesbian employees have been
subjected to homophobic remarks
during their career.

ORIGINS OF THIS ABUSE:

252% Co-worker

2% Doctors’ trade union

26% Manager

1% Customer

3% Subordinate

16% Others*Key figures in France
Sources: The white paper from the WHO and Autre Cercle

KEY FIGURES *1-2MILLION

LGBT+ employees
are not ‘out’ at work.

1 OUT OF 3
LGBT+ PEOPLE
believe that being out atwork could pose a risk totheir career.

43%of employees surveyed
believe that it is difficult tobroach the subject of theirsexual orientation at work.

THE MOST FREQUENT TYPESOF ATTACKS ON AND ISSUESFACING LGBT+ PEOPLE

63% Rejection
54% Insults
26% Slander
44% Discrimination

15% Dismissive comments
42% Harassment*Sources : BCG TETU

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4 CONCRETE
SITUATIONS TOSHOW YOU THE
BEST WAY TO
TALK ABOUT IT
The subject of LGBT+ is not an easy one foreveryone and much depends on people’s
culture, origins, education, etc.
Below, you will find 4 concrete examplesof situations to help you facilitate
conversation.

4COLLEAGUE OR FELLOW
1 ATEAMMEMBER MAKES JOKESABOUT LGBT+ PEOPLE

A member of the team has the habit of making jokes
and remarks about LGBT+ people. I don’t know ifanyone on the team is LGBT+ but, if they were, it
could make for an uncomfortable situation.
WHAT DOES THIS MEAN?
My colleague or team member may not be awarethat their remarks could be hurtful.
WHAT SHOULD I SAY?
“I understand that your remarks were meant tobe funny, but you have to be careful about what
you say because some people could find ithurtful.”“How do you think an LGBT person might takethat?”
WHY?
An LGBT+ person or someone involved indirectly(e.g. a member of their family could be LGBT+)
could feel excluded, lose self-confidence andbecome withdrawn, which would go against theGroup’s Diversity and Inclusion policy. Societe
Generale is an inclusive company where
employees are happy because they are able to bethemselves.

MEMBER OF THE TEAM
2 AHASJUST COME OUT

CUSTOMER IS AWARE OF THE
3 MY
GROUP’S COMMITMENTS TO OUR

A member of my team has just told me they arecoming out*!
I don’t really know what to say or do. What’s thebest way of showing my support?

I work with a customer who is against the inclusion ofLGBT+ people. After visiting Societe Generale’s website,
my customer doesn’t approve of our position. Whatshould I do?

WHAT DOES THIS MEAN?
This person really trusts me.

WHAT DOES THIS MEAN?
I should take the customer’s point of view into accountbut also uphold our colleagues.

WHAT SHOULD I SAY?
“Thank you for telling me about it. I’m glad you
feel comfortable telling me.”“Now that I know, how would you like me tohandle this information? Do other people know?
Do you consider yourself “out” at work?”
WHY?
Coming out is a complex process.
Some people tell everyone around them, others
only tell a few people. You need to understandthe person’s situation in order to respect theirboundaries and privacy.
You must always treat the information you are
given as confidential.

LGBT+ EMPLOYEES AND THEY ARENOT HAPPY

WHAT SHOULD I SAY?
“I understand that you do not share our commitment todiversity and inclusion of our LGBT+ colleagues.”“At Societe Generale, we have a policy of inclusion of all
diversities. We aim to be a company where our employees
are happy because they are able to be themselves, thus
mirroring the diversity of the customers we serve and thesociety in which we operate.”“The Group wants its employees to work in the best
conditions so they can express their full potential in order
to better serve our customers.”
WHY?
Our commitment to LGBT+ employees is part of ourGroup HR policy, which promotes the inclusion of all
diversities: beliefs, age, disability, parenthood, ethnic
origin, nationality, sexual or gender identity, sexual
orientation, membership of a political, religious, tradeunion organisation or a minority, or any othercharacteristic that could be the subject of discrimination.

*Coming out: abbreviation of the expression coming out of the closet, which means voluntarily announcing
sexual orientation or gender identity. Coming out can take place at various life stages and in various settings:
family, friends, colleagues, etc.

5LGBT+ MEMBER OF MY TEAM
4 AN
FEELS DISCRIMINATED AGAINSTAn LGBT+ colleague tells me that he feels that his colleagues are notalways respectful towards him/her because of his sexual orientation. I
know there are different opinions on this matter and I want to make surethat everyone feels respected.
WHAT DOES THIS MEAN?
My job is to understand the situation and offer help.
WHAT SHOULD I SAY?
“What are the facts that make you think you’re being disrespected?”“How would you like us to deal with this matter?” (talk directly to thepeople concerned, remind the entire team of the Group’s diversity andinclusion policy, refer the matter back to HR to conduct a “survey”)

WHY?
Societe Generale is committed to combating all forms of discrimination.
Every employee is invited to:• contribute responsibly to a work environment that respects the dignityof each individual and embraces diversity,• behave with integrity, courtesy and respect towards colleagues andpartners,• adopt an open attitude when working with their colleagues andpartners.
The company is vigilant in ensuring that all employees comply with theGroup’s Diversity and Inclusion policy, regardless of where they may be.
The Group has set up a whistle-blowing system so that employees whowitness or are victims of inappropriate behavior can alert the Groupanonymously. In some countries, discrimination may be considered anoffence.

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MAKE A
DIFFERENCE!

Our role
Our mission is in line with the objectives set by thecompany for its employees and represents ourcontinued support for the United Nations standards ofconduct. We aim to fight discrimination against LGBT+people, attract talented people, and promote aninclusive work environment for LGBT+ employees andtheir allies in France.

Do you want to play an activerole in including
LGBT+ colleagues?

What are the benefits?
The opportunity to be ourselves at work helps
everyone reach their full potential. It's not just theright thing to do, it’s good for everyone.

Become an Ally* and find us on
SBC!

Join us!
We regularly organise events to promote networking
and mentoring. We collaborate with associations andinstitutions to make our environment more inclusive.

WHAT WE EXPECTFROM OUR ALLIES•

Take the time to talk with your friends andcolleagues who are LGBT+. They may havesuggestions for making your work environment
more welcoming for LGBT+ people.

•

Ask yourself how you would like to be treated atwork and also ask your colleagues this question.

•

Share your own experiences and those of yourLGBT+ friends and colleagues (if they have given
you permission).

•Feel free to speak openly about the importance ofincluding LGBT+ people within the company.

•Be yourself and show your colleagues that you
are committed to LGBT+ equality, not because
you are obligated to be, but because you firmly
believe in it.

*Ally: A person who doesn’t identify as LGBT+ but supports the rights and inclusion of those who do.

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