Living Diversity
Our policy of non-discrimination and promotion of diversity is designed to defend universal values shared by all employees. It is applied at country level respecting local regulations and cultural sensitivities.countries
5,400employees in the world
A fundamental component of diversity
Gender equality means creating an open, responsible corporate culture that fosters internal cohesion and progress, via concrete actions on equal pay, training and work/life balance.of women on the General Commitee¹
39.1%of women on the Executive Committee¹
Our gender equality network
The Amundi Women Network was created in 2017. With local ‘chapters’ in France, Ireland, Germany, Japan and the United States, it gathers women and men who contribute to improving, and above all accelerate, women's access to senior levels of organisations in the financial industry. It is a partner network to Cercle Potentielles, the representative body of the Crédit Agricole Group's 7 gender equality networks, created in 2016, that brings together 2100 members including 20% of men, and Financi'Elles.
The Gender Equality Index
In 2025 (based on 2024 data), our Gender Equality Index2 score is 863. The gender pay gap continues to narrow and the Index is stable compared to the previous year. This score is the result of a sustained commitment to reducing gender gaps.
| Points | |
|---|---|
| Pay gap between women and men by category of equivalent positions and by age group | 36 / 40 |
| Gap in individual wage (excluding promotions) between women and men | 20 / 20 |
| Gap in promotion rates between men and women | 15 / 15 |
| Proportion of female employees whose wages were increased after returning from maternity leave | 15 / 15 |
| Number of employees of the underrepresented gender in the 10 highest salaries | 0 / 10 |
| Total | 86 / 100 |
Equality, Diversity & Inclusivity
We support initiatives aimed at understanding and encouraging the necessary transformations in a world where inequalities persist and where gender parity must progress.
01
Integrating young people in the work place
We make a significant contribution to training young people from a wide range of backgrounds, welcoming more than 1400 young people a year in our offices around the world. We offer long-term internships, work-study contracts, VIE schemes (French International Volunteers in Business), CIFRE (Industrial Agreements for Training through Research) doctorates and summer jobs.
02
Fast track into IT
Focus Ireland
Amundi Technology has joined an innovative scheme in partnership with the Irish government, “Fast Track Into IT”, which provides training to job seekers on a work/study basis.
03
Including Disability
We take proactive measures to promote the integration of people with disabilities. In fact, we signed the “Manifesto for the inclusion of people with disabilities in economic life” in 2019, and committed to the four pillars of this manifesto: recruitment, job retention, use of the protected sector and employee awareness.
04
Mozaïk RH, JobInLive & Compéthance
Focus France
Mozaïk RH, JobInLive & Compéthance are three of our recruitment partner organisations. We welcome newcomers with tailor-made integration paths, providing them with coaching and raising awareness among their colleagues. The integration of workers with disabilities is a collective success.
05
Support for employees affected by illness
Focus France
We are implementing initiatives to improve quality of work life and to support employees, managers, and caregivers affected by cancer or a chronic illness. Amundi is also a member of the Cancer@Work collective, helping to support job retention and the return to work of people affected.
06
Combating sexism
We promote an inclusive and respectful working environment, reflected in dedicated initiatives for gender equality and for quality of life and working conditions. Created in 2017, our Amundi Women Network now brings together more than 550 employees, including 30% men. Amundi is also a signatory of the #StOpE collective, which is committed to combating everyday sexism in the workplace.
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1. Data as of 1st of April 2026.
2. Under French law, the gender equality index or Index Egalité Professionnelle Femmes-Hommes calculates the pay gap between women and men within any company employing more than 50 employees.
3. Based on 6 indicators scored out of a certain number of points.