Why gender equality matters at Orange

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Equality, diversity, and inclusion are part of our DNA. Teams with varied experiences and perspectives are better at finding smart, innovative solutions. Research supports this: according to McKinsey’s D&I Global Market Report, 87 percent of decisions in diverse teams outperform those made in more homogeneous groups.
We put this into practice across our Group. More than 58,000 employees have completed multilingual diversity and inclusion training. Programs like Hello Women and Women Up help women grow their skills, build leadership, and develop professional networks. The Hello Women community in France, made up of 400 role models, shares experiences to inspire new talent and strengthen women’s careers in technical and digital roles.
Orange also supports international initiatives. In 2015, we signed the UN Women’s Empowerment Principles. In 2019, we signed a global agreement with UNI Global Union covering three core areas: gender equality at work, work-life balance, and preventing discrimination and violence. This agreement applies across all subsidiaries and sets a framework for action, which we pursue through five strategic priorities.
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How Orange supports gender equality in practice

Our gender equality strategy focuses on five concrete strategic areas.
 

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Encouraging diversity

across all roles

We aim to increase women’s representation in technical and digital roles. The Hello Women program operates in over 20 countries. By the end of 2024, we ran more than 140 initiatives and supported over 55,000 women. The Women Up in Tech program provides additional mentoring and career support. We also support programs for young girls and professional re-skilling initiatives to bring new female talent into our workforce.

Supporting women’s careers

and leadership

We offer mentoring, leadership programs, and talent pipelines to help women advance. Orange ranks second in the for women in executive roles (Les Échos, 2024). In 2025, women held 36 percent of top management positions, ahead of our target. Highlighting female talent helps women access leadership roles

Find out more
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Ensuring

pay equality

We review pay gaps annually and take corrective action. Using a common statistical tool, we compare salaries by role and responsibility level. Our policy, audited under the GEEIS label, covers 26 entities in 20 countries and maintains adjusted pay gaps below 2 percent.

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Promoting

work-life balance

We offer flexible working arrangements, telework, extended parental leave, and a parental policy charter. These measures help employees balance personal and professional responsibilities.

Preventing

sexism and abuse

We provide training, listening and reporting systems, and prevention programs in all entities. Managers receive specific training on preventing harassment. Orange also supports initiatives like the StOpE sexisme charter, OneInThree Women, and the European CEASE network, along with the AXA/No More partnership.

Encouraging diversity

across all roles

We aim to increase women’s representation in technical and digital roles. The Hello Women program operates in over 20 countries. By the end of 2024, we ran more than 140 initiatives and supported over 55,000 women. The Women Up in Tech program provides additional mentoring and career support. We also support programs for young girls and professional re-skilling initiatives to bring new female talent into our workforce.

Supporting women’s careers

and leadership

We offer mentoring, leadership programs, and talent pipelines to help women advance. Orange ranks second in the for women in executive roles (Les Échos, 2024). In 2025, women held 36 percent of top management positions, ahead of our target. Highlighting female talent helps women access leadership roles

Find out more

Ensuring

pay equality

We review pay gaps annually and take corrective action. Using a common statistical tool, we compare salaries by role and responsibility level. Our policy, audited under the GEEIS label, covers 26 entities in 20 countries and maintains adjusted pay gaps below 2 percent.

Find out more

Promoting

work-life balance

We offer flexible working arrangements, telework, extended parental leave, and a parental policy charter. These measures help employees balance personal and professional responsibilities.

Preventing

sexism and abuse

We provide training, listening and reporting systems, and prevention programs in all entities. Managers receive specific training on preventing harassment. Orange also supports initiatives like the StOpE sexisme charter, OneInThree Women, and the European CEASE network, along with the AXA/No More partnership.

 

Gender equality and AI

In AI and data roles, Orange takes a proactive approach to ensure fair and responsible algorithm design. Through the International Charter for Inclusive AI, launched with the Arborus Endowment Fund, we ensure teams are diverse, and we identify and correct potential biases. This approach is certified under the international GEEIS AI label, confirming our compliance with ethical and inclusive standards.
Women are still underrepresented in AI and data: only 12% of AI researchers worldwide are women. Orange runs training and awareness programs to develop female skills in these future-oriented fields, contributing to AI that is more responsible, fair, and reflective of society’s diversity.