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Case Studies Leadership Programme

Network TWICE by TOTAL

By 1 October 2020December 21st, 2020No Comments

The Network TWICE by TOTAL which stands for Total Women’s Initiative for Communication and Exchange has been created in 2004. It is now made of 3000 members worldwide and contributes to professional evolution of women.

The Network is open to all women and men of the group. It builds on the sharing of best practices, knowledge and confidence.

Brief outline of the initiative

The internal Network TWICE by TOTAL is gathering all collaborators (men & women) willing to join. It was created to improve mixity and diversity at all levels of the company.

For the past 10 years, the Network TWICE has been helping to change mentalities in the service of greater gender diversity in the company. It enables women to accelerate their careers and make their voices heard on the Group’s business issues.

In particular it builds on a strong mentoring approach where Mentors & Mentees come from different services.  The Mentor can be a man or a women and help the Mentee (woman) to negotiate better the important steps of their professional lives, to help them to grow their networks, to meet other areas of the organisation.

In pratice, the mentoring approach is made of:

  • Kick off dedicated for Mentor + Kick off for Mentee (1/2 day training each) to facilitate, present the objectives & ensure accountabilities of all.
  • Meeting once a month/ face to face, initiated by the Mentee (to be proactive).
  • The Diversity team carries on a regular follow up on the exchanges.

1 year for the mentoring part & Career-long for the network







Key elements


Women and men

Country of origin


Country/Region of implementation

Worldwide (30 countries)

Number of participants

3000 people since inception

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)
☒ Commitment of men - please specify:
☒ Personal development training - please specify:
☒ Role model highlighted
☒ Networking (women network, men network or mixed) - please specify:
☒ Mentoring (unique or mixed gender, please specify) (experienced & wise guide)
☐ Coaching (ability to inspire and grow people/Foster emulation/ Being influential)
☐ Events (sharing with other companies) - please specify:
☐ Other - please specify:


☐ Online e-learning Module
☐ Online seminar
☒ Workshops
☒ Conference
☐ Self-Assessment tool
☒ Consolidated educational/training programme
☒ Other, please specify: Collaborative platform + Mentoring & workshops by theme + Breakfast with testimonials + SpeedMeeting on specific Jobs + Specific actions to educate on specific themes

Identified Key Success Factors

- Power and history of the network
- Mix and sharing of women whatever the country, their age, their seniority level, their job.
- Clear framework for the mentoring part (definitions of objectives by the Mentee, initial agreement on the meetings frequency, format and length)

Transferable bites/elements

- Network creation inside an organisation (gathering both men and women to share experience)


The Power of the network is limitless. It is really needed, let’s make it grow up until gender diversity will become an evidence.

By organisers

Great way to find advices, solidarity, Kindness, sharing of best practices and lots of networking facilitated through a huge diversity of profiles.

By participant

90 % of Mentee interviewed appreciated the Mentoring program, as “Useful” for their professional life.

By participants

95% of Mentors have enjoyed the experience and want to do another Mentoring programme

By participants

It is a network to share experiences, to win confidence and to be better involved in its own career management. The Mentoring element allows for transversality, better vision and enhancement of career trajectory.

By organiser

Organisation’s strategy to adress Women Empowerment

TOTAL has another available Programme dedcated to high potential and open for both Women and Men to empower them.

The “High Potential development programme” – Length of 6 years – career path of 3/6/9 suggested with hypothesis.

In the current world, managing codes have changes – it requires for a leader to get out of his/her comfort Zone. The programme includes :

  • Personnal development
  • Leadership model (incl. public speaking, power, emotions management)
  • Exposure to high level sport industry to learn several paradigms with concrete examples (ambition, determination, meditation, breathing, Crisis management)
  • Leader to be HSM (Humility, Simplicity, Exemplarity)

Source of information: Interview + Online documentation + Press Article

Check Out More

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

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