Forvis Mazars is committed to promoting diversity, equity, and inclusion (DEI) throughout the organisation. Marie-Christine Maheas, Head of the Diversity and Inclusion (D&I) Centre at Forvis Mazars in France and Sarah Plate, Group Diversity, Equity and Inclusion Manager at Forvis...

Female entrepreneurs contribute significantly to economic growth and social progress, but structural barriers hinder their success. Auditing can help here by creating financial transparency and ensuring an objective assessment of start-ups led by all entrepreneurs, regardless of gender.[i] Start-ups are...

Many companies implement multiple gender diversity measures, yet still fail to generate the change they want. Indeed, when it comes to gender balance, more measures do not necessarily mean better results: companies today need to know if they are implementing...

In the latest edition of the Mazars C-suite barometer we found that 44% of C-suites have over 30% women among their top strategic decision-makers, a figure virtually unchanged since we started the survey two years ago. There are two ways...

Gender diversity in organisations’ leadership has been the focus of attention for over 15 years, yet progress remains slow and variable. The mistake is thinking that gender diversity in corporate top management is a ‘woman’s issue’. This is not the...

Part-time work is the subject of numerous grievances and misconceptions. Too often perceived as a second-best solution, it could nevertheless be an effective tool in addressing the lack of gender diversity in leadership boards if rooted in a comprehensive and...

Some companies are finding it difficult to apply various measures of the French Rixain law (loi Rixain), of which the primary aim is to improve gender balance on corporate management boards. The objectives set by this regulation are all the...