EWA Boost’ Sponsors Committed to Gender Equality

Having sponsored the 2012 and 2022 editions, Thierry Oriez (E85) is passing the torch to Natacha Raab (E95), who becomes the official sponsor of EWA Boost’, the mentorship programme for female ESSEC graduates (registration open until 30 June - in French). They tell us of their commitment to gender equality within the ESSEC network and their companies.

ESSEC Alumni: What are your respective backgrounds?

Thierry Oriez: I began my career with the marketing departments of the agro-food groups Nestlé and Lesieur, before specialising in the management of outstanding expertise companies, all members of the Comité Colbert, such as Baccarat, Christofle, Weston and currently Henri Selmer Paris, an exceptional musical instruments manufacturer.

Natacha Raab: I’ve been working for the LVMH group for 23 years, with positions in various companies: Sephora, Louis Vuitton, Dior and more recently FRED Joaillerie. I began in marketing and retail and was then made Managing Director for retail, wholesale and e-commerce activities in Europe, the Middle East, the Americas and Japan.

EA: Why the offer of a mentorship programme specifically for female ESSEC graduates? 

T. Oriez: Throughout my career I’ve been lucky to work for or with outstanding and inspirational women. I’ve seen all too often that they needed an extraordinary degree of self-confidence and energy to carve out their place in environments which are frequently and unconsciously macho. The EWA Boost’ programme addresses this reality with a great deal of freedom and thus helps mentees to truly fulfil themselves.

N. Raab: I’m highly in favour of mentoring in general, of the bilateral relationship formed between people of diverse experience and the ‘cross-fertilisation’ it fosters through impartial and benevolent dialogue. I also believe it is important to offer a specific measure to ESSEC’s female graduates, because all the studies show that women harbour more doubts than men as to their career and ability to shatter the famous glass ceiling. EWA Boost’ encourages our School’s female talents not to limit themselves and provides them with the opportunity to unleash their full potential. The programme takes a gender-equal approach with 50% male mentors, which is also a crucial aspect for me.

EA: What specific issues does EWA Boost’ address?

T. Oriez: The themes we explore are not always specifically ‘feminine’, quite the opposite... The mentee may wish to focus on a project such as business creation, expatriation, a change of sector, career advancement, etc. And regardless of the starting point, the thought process generally crystallises around the balance between professional ambition and personal fulfilment. Yet while these are issues everyone shares, they require more drive and momentum on the part of women. 

N. Raab: It’s true that the question of life-work balance emerges almost systematically in discussions. This is totally understandable, because despite the real progress achieved in this area, women continue to report a heavier mental load than men, and mothers have to manage a ‘dual’ career more than fathers. Another specific issue, linked to the first point, is that whether they have children or not, women’s career advancement is often staggered compared to men’s, the pace of promotion differs. This is not a problem in itself, but it’s better to be aware of it and position yourself accordingly. Lastly, we can mention a third challenge: statistically, it is more difficult for women to find mutual help, to create and draw on an effective network. I’m particularly interested in this aspect, which also forms a focus point of my role on the ESSEC Alumni Administration Board. 

EA: You have acted as mentors with the programme for several years. How would you describe your experiences up to now? 

T. Oriez: I’d like to congratulate Christine Malpart (E87) and her team for their excellent matchmaking. Their ability to spot elective affinities plays a key role in the success of the programme. Each case is as different as it is fascinating. The technique changes little from year to year, however. At the start of the relationship, we define the context for the procedure and desired goals together. The mentee then sets their pace and requirements.  

N. Raab: All experiences are beneficial, for me definitely, and for my mentees also, I hope. In my view, the key lies not in the preparation but in a clear understanding of the mentee’s issues. The initial phase is crucial. You must make every effort to understand and sometimes decode the mentee’s expectations, and if necessary, refocus the discussion, recentre the perspective or set the course. That’s why I maintain the pace of a monthly meeting, and at the end of each session, I set a goal for the next one. These positive ‘constraints’ help to get the most out of a programme which always ends too soon. As for the results obtained, you’ll have to ask my mentees!

EA: Why did you decide to further your commitment by becoming sponsors of EWA Boost’? 

T. Oriez: I took on this role out of a deep attachment to the programme and sincere respect for the wholehearted and competent efforts of the team. It’s also a way for me to weave a common thread between people who share the same commitment and for whom I have much admiration and friendship. I’m truly delighted to be passing the torch onto someone as brilliant, enthusiastic and committed as Natacha. 

N. Raab: It’s a real honour for me to come after Valérie Accary (E87), Romain Guinier (E87), Véronique Bourez (E85) and Thierry, who are all people I admire and respect. With this new responsibility, I hope to bring even more visibility to EWA Boost’, to forge links between the various years of the programme, and further diversify our mentee and mentor profiles to match the wide variety of ESSEC careers. I’m also hoping to bring fresh ideas to the team and maybe even some innovations... Whatever happens, I’ll be attentive to all players! 

EA: Thierry, how would you sum up your time as sponsor? 

T. Oriez: I’m particularly proud to have recruited new mentors, including Eléonore Baudry (E95), CEO of Figaret, and Géraldine Decaux (E94), co-founder of Lightinderm, two amazing and inspiring women with rich careers and recognised expertise.  

EA: Natacha, what message do you have for the future class of mentees?

N. Raab: Just make the very most of this year of support, it’s a genuine gift! This programme is yours and it’s up to you to take the initiative; be proactive, challenging, bold and determined...be yourselves! Savour each moment you spend with your mentors.

EA: How did you get involved in the cause of women’s careers?

T. Oriez: My first experiences in the business world rapidly convinced me of the need to change the game. Despite the many positive changes since then, I’m still surprised at the amount of caricatural and sometimes brutal situations that mentees describe even today. There’s still a long way to go!

N. Raab: In all honesty, my realisation of these issues was only gradual. Personally, I didn’t feel I had to ‘fight’ more than the men around me, at least not in the early years. It’s true, however, that when I rose to a certain level of responsibility, I felt the pressure mounting. Above all, women started calling on me; women experiencing clearly unfair situations in terms of their advancement, salary, visibility or title, etc. In short, even if I wasn’t directly affected, inequality was drawing closer and becoming increasingly commonplace. Through observation and discussion, I finally realised that yes, the glass ceiling exists; yes, executive boards are woefully lacking in women; yes, there are still shameful pay gaps; yes, certain women become invisible after maternity leave. This made me want to find ways to change society, and fast. Hence my commitment to equality. I emphasise the word ‘equality’, because the aim, to my mind, is to have an equal view of a man and a woman with identical skills. Once again, the EWA Boost’ programme is exemplary in this respect!

EA: Is your company committed to gender equality? How?

T. Oriez: With the support of its shareholder Argos Wityu, Henri Selmer Paris is committed to a Science Based Target (SBT) approach. Via the assessment platform EcoVadious, we produce detailed reports and strict target figures across the CSR scope. At present, our score is fairly good for gender equality in HR aspects, even if there is room for improvement. Furthermore, we support diversity and equality in the music field through the development of ethical charters, funding for specialised charities and developing awareness of these themes during educational days. 

N. Raab: FRED is committed to gender equality, as well as cultural diversity and the inclusion of all profiles. The best way to act is by knowing your employees, following certain KPIs which help to avoid imbalances and offering dedicated training, specifically in cognitive bias, in order to understand and respect everyone’s individuality. And not forgetting the leader’s vision: my CEO, Charles Leung (E95), is an ardent supporter of equality and all aspects of diversity end inclusion.

Interview by Louis Armengaud Wurmser (E10), Content Manager at ESSEC Alumni
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