Understanding the place of women at a highway concessionaire and moving from an often ideological debate to an objective, agnostic, and actionable diagnosis to make responsible decisions.

CONTEXT

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In a context of major transformations (free flow, concession horizon 2031), this highway concessionaire aims to ensure it mobilizes and develops all its talent, particularly its female talent, within a historically male-dominated environment.

With over 2,200 employees, the goal is not to promote an external narrative about the role of women in these sectors, but rather to gain a clear, honest, and comprehensive understanding of the internal challenges and opportunities faced by high-potential women within the company.

Pragmatic, ethical, and committed to fair human resource management, the HR department engaged modjo for a customized, deliberately agnostic external diagnosis, without a preconceived action plan or a standardized DEI (Diversity and Inclusion) approach, in order to understand before acting.

MISSION OBJECTIVES

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The mission first aims to objectively assess the reality of female employment and female leadership, by relying on factual, comparative, and benchmarked data, to move beyond perceptions and vague statements.

It then aims to give a voice to all women, by adopting a firm approach: extensively surveying the populations concerned in order to limit biases, respect individualities, and produce robust material, both quantitative and qualitative.

Finally, the mission seeks to uncover the underlying obstacles, by analyzing organizational, cultural, managerial, and systemic dynamics, rather than limiting itself to individual behaviors. This approach allows for the identification of real root causes and, if necessary, to prepare for the co-construction of pragmatic actions, adapted to the existing system.

RESULTS

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Employee Engagement

The choice of a transparent, factual, and non-militant approach, combined with the direct involvement of women, creates the conditions for open and legitimate expression. This stance fosters buy-in, limits resistance, and strengthens the credibility of the diagnosis with teams and management.

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Societal Performance

The mission lays the groundwork for a clear and objective vision of women's place within the organization, its potential obstacles, and its real levers. It enables the company to take a clear-eyed stance on its practices, specific biases, and room for maneuver, in alignment with its values and culture.

APPROACH / METHODS USED

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The approach is based on a strong conviction: understand before acting.

It begins with a fact-finding phase, combining analysis of HR data, management practices, company culture, and industry benchmarks. This step helps identify unexpected findings specific to the organization and precisely guides the subsequent work.

It continues with a phase aimed at giving a voice to all women, through a broad and secure quantitative mechanism, complemented by qualitative data collection. The objective is to produce rich material that minimizes subjective interpretation biases.

Finally, the analysis delves deeper into key points specific to Sanef, through sociological interviews and detailed analyses of the mechanisms at play. This approach helps identify root causes, inform strategic decisions, and, optionally, define pragmatic, tested, realistic actions fully adapted to the Sanef system.