Career and recruitment: what are the opportunities for female employees at VISEO?

For several years now, the proportion of women at VISEO has been increasing. Has there been a policy to increase the number of women in the workforce?

Dipanti: Many women hold management positions at VISEO in Asia, in a variety of sectors. The majority of our Delivery Managers are women. We have ad hoc initiatives, such as in Singapore, where we collaborate with companies and Women in Tech, to whom we pass on our job offers.

Genowine: We don’t look at gender or background, but at skills. Also, thanks to managers, we know that mixed teams work better.

Are there any roles within VISEO in which women are more represented?

Amélie: In France, women occupy the majority of support roles. They hold many positions also within the Finance Transformation BU, in finance, controlling and accounting. Women make up the majority of my recruitment team. Out of 25 positions, three are held by men… We are facing a reverse bias! In other sectors, such as data, testing and development, there are positions available for women. Let’s talk to young French girls in secondary school about the opportunities offered by technical fields and engineering schools such as EFREI, Polytech Grenoble and Epita. Then, they can make career choices accordingly. Usually, secondary school is where you’re asked to make a choice.

Dipanti: It is important that more and more women apply for technical positions. We are seeing this trend in Asia.

Genowine: Yes, women are totally ready to seize opportunities and find interest in new areas of expertise.

As recruiters, do you observe differences in behaviour between men and women, particularly in interviews?

Genowine: I’ve noticed that women tend to emphasise their team spirit, their ability to collaborate and be supportive, while men emphasise their individual achievements.

Dipanti: In interviews, it’s always a shame to see some candidates downplay their achievements and expertise due to a lack of confidence. It’s very important to learn to value your career path.

Amélie: Sometimes women feel embarrassed about taking maternity leave. They think that these six months off will be difficult to make up for. In reality, the gap is relatively small compared to paternity leave (one month in France).

What measures do you put in place during recruitment to combat bias?

Amélie: My teams are trained in objective assessment to avoid any discrimination. How do you choose a candidate based on their abilities, rather than on a simple subjective preference, ‘because we like them’ or because they are similar to us? It is also prohibited in France to ask questions about candidates’ personal circumstances.

Do you notice any differences between generations?

Dipanti: Yes. Millennials and Gen Z really show a lot of confidence. Especially the younger ones. They know how to showcase what they do.

Genowine: Yes, today’s younger women really know what they want. They are very determined.

Amélie: I’ve noticed the same trends. Among more senior profiles, more women than before want to take on management positions.