Skip to main content
Case Studies Leadership Programme

Network SNCF au Féminin

By 25 September 2020December 21st, 2020No Comments

Launched in 2012, the Network SNCF au féminin is dedicated to women and men who are committed to strengthening the diversity and place of women within the company and, in this way, to bringing innovation and the values of social progress to the service of the SNCF Group’s performance.

Brief outline of the initiative

As a space for dialogue and privileged expression, it sets up activities to develop the power of action of its members in the service of individual development and innovation as well as collective performance: mentoring, personal development workshops, think-tank, intrapreneurship…

Composed of numerous territorial embassies and dedicated to professions within the SNCF Group, the Network SNCF au féminin now has 7000 members.

It is the largest company network in France dedicated to promoting gender diversity.

It builds on a mixed mentoring (men/women) approach with 80% of participants being women to put people in movement (some mentee want to evolve professionnally at the end of the programme). The one year embed mentoring programme is composed of 10 meetings.

During the first 6 years of the project (2012 to 2018) – 300 pairs (~80/ year for 2 years) were created in French regions and in Paris.

“La SNCF au feminin” suggests trainings (Test and Innovation) – Can be e-learning or Live training (through external experts (validated by procurement), or some internal outputs (some collaborators are trained/ Have competencies on specific tools (e.g. Coach MBTI). It contributed to the organisation 1st micro-online learning  on the topic “resist to ordinary sexism” and was supported by the HR.

It also has the capacity to suggests to some collaborators to be part of internal training on personnal development  (such as “Way to be an intrapreneur”, “How to be empowered”).

The Network SNCF Au Féminin is sponsor of several sportive events for women (Raid Amazone, Rallye des Gazelles, etc.).


1 year


Every year (people can start at any point)


Corporate budget



Key elements


Women and men

Country of origin


Country/Region of implementation


Number of participants

Approx 80/year
(14% of men)

Core objective of the Programme

☒ Women empowerment (identifying barriers and working on strengths, creating a community)
☒ Supporting organizational change (strategy for developing diversity, implementation of specific policies, support to change makers)
☒ Allies buy-in and support (mentors, men championing)
☐ External Scrutiny (Pledge board, Indicators, celebration of success…)
☐ Other => Please specify:

Actions implemented

☒ Internal Diversity & Inclusion Strategy for a safe workplace with equal rights - please specify: Dedicated trainings to educate on stereotypes/Against Sexism, etc. Open to all in the company.
☒ Commitment of men - please specify: men who are part of HMSM are also part of “La Sncf Au Féminin” – to align initiatives
☒ Personal development training
☒ Role model highlighted
☒ Networking (women network, men network or mixed) - please specify: Men and women alltogether
☒ Mentoring (unique or mixed gender, please specify): Mixed mentoring.
☒ Coaching (ability to inspire and grow people/Foster emulation/ Being influential-) - please specify: Costly vs. mentoring. For personnel and professional development (paid by each department)
☒ Events (sharing with other companies) - please specify: EVE since 2010, WOMEN’s Forum, Forum Elle Active
☐ Other - please specify:


☒ Online e-learning Module
☒ Online seminar
☒ Workshops
☒ Conference
☐ Self-Assessment tool
☒ Consolidated educational/training programme
☐ Other - Please specify:

Identified Key Success Factors

-Company's commitment with a dedicated budget
- Large offers for women empowerment: networking, mentoring, intrapreneurship, events sharing
- Specific coaches internal to “La SNCF”
- Historical background and brand image

Transferable bites/elements

- Men's commitment through Network creation
- Personalized questionnaire on motivations (what the mentee looks for/ what the mentor want to share)
- Intensive mentoring scheme (10 meetings per year)


Each of us can be a model role for someone else!

By organisers

SNCF Au féminin” Network allowed me to be part of a Mentoring session. This was a powerful experience that gave me the energy to move forward in my career.

By participants

Any additional information you deem relevant regarding this Leadership Programme

The will of the Network SNCF au féminin is to keep the brand image. There is no wish to change towards an inclusive name as this name is known since 2012 and there is a sence of belonging for people in this network.
In addition, the concept ‘Au Féminin’ refers to the female part of everybody, that is needed today in the new organisational modes.

The main areas of content are of the Personal development training provided by the Network SNCF au féminin are:

  • Confidence/ Self-Consciousness (values, strengths, ways of improvements, comfort zone, etc)
  • Women and ambition-Women and money
  • Leadership style
  • Public speaking/ Pitch

In our perspective, role models do not have to have a particularly an exceptional background. Everyone who is committed, who acts and is in movement can be a model role! When focusing on role models, we do it through:

  • portraits of inspiring women on the Internal website
  • speakers in conferences
  • press release

Organisation’s strategy to adress Women Empowerment

La SNCF believes and invests in empowerment through sport. From the comapny perspective sport has teh capacity to encourage and support women to do their best, develop confidence and collaborative ways of acting. Hence having business and professional-personal development linkage.

It has also produced a documentary on women at “La SNCF” highligthing what it means to be a women in a technical company. The intention was to free the discussion and inspire women to join.

Source of information: Interview

Check Out More

An initiative selected as a case study of the SWinG library of leadership development initiatives.  

Leave a Reply