Meet Rose Marie Vigneron


Want to know how Diversity & Inclusion is embedded in the fabric of everything we do? Hear more from our employees about their experiences.

Tell us a bit about yourself.

I currently work within the Compliance Department as a Regulatory Compliance Officer. I have been with SG for about three years now, first starting my career as a consultant and then hired as a full-time employee after one year. Prior to my current role, I worked in the Global Technology Services Department as a Communication Specialist. 

I am also the Vice President for RE:Generation. This Employee Resource Group (ERG) is dedicated to cultivating a cohesive community for Junior staff. I am so proud to be a part of a board committed to bridging generational gaps and creating a more inclusive and open line of communication amongst senior management and junior talent. Our board works extremely hard to offer our business with insight, educational initiatives, and tailored programs to promote the future talent within Societe Generale (SG). During my free time and most recently, I have been listening to the New York Times audio series, "1619". This podcast is one I strongly recommend as it embodies how slavery has transformed America, connecting both history and present times in the form of storytelling. A truly insightful podcast with a relatively unique format! 

What does bringing your whole self to work mean to you? 

To me, bringing your whole self to work means ensuring that you remain true to your beliefs and values when in the workplace. In today's world, it is critical to ensure all of our employees are showing up to work authentically, genuinely, and even imperfectly. And although that may be difficult at times, it's important to realize that while this may be a work in progress, building the courage to take risks, speak up, listen, and even ask for help at times of need is one step closer. Allowing ourselves to be seen, heard, and engaged is an uplifting and beneficial experience from both a personal and professional standpoint. Keep listening. Stay engaged in conversations and speak your truth. Personal experiences should be shared at work and never shy away from having a voice on topics and/or discussions important to you.

Over the course of the past few years, what changes have you seen? 

While I have only been with SG for just three years (though it feels like just yesterday when I joined), I have witnessed exponential change amongst colleagues, departments, and individuals. Conversations are being had that were once deemed uncomfortable. Colleagues are reaching out to their peers of diverse backgrounds, asking what they can do better. Most importantly, awareness around diversity and inclusion is being promoted from the highest level of management. I am very proud of being a part of a company that takes action in being a part of the change instead of watching from the sidelines. Since 2014 when the Diversity & Inclusion Council was originated, SG has maintained consistent with its mission to recruit, develop, retain and advance a diverse workforce. While there is always room for growth, I truly believe SG has made substantial strides in ensuring we foster an environment where our differences are valued, celebrated, and respected.

What would you like allies to know? 

By definition, an "ally" is someone who has privilege but chooses to stand for and with marginalized communities by taking tangible, ongoing actions to dismantle systems of oppression. And while this sums it up quite perfectly, I believe there are additional components and fundamentals for those who consider themselves an ally to know. Keep listening, learning, staying involved, and getting educated. It's important as an ally to maintain constant self-reflection by learning from past mistakes while welcoming discomfort at times. 

As allies, we should also have a strong sense of self-identity, allowing us to intervene, show up, and stay engaged. In my opinion, and especially now, the most important component of all is to donate, donate, donate (if you can, of course). There are so many organizations and movements that need it now more than ever. The journey may look a little bit different for all of us but doing just a few of these things goes a long way into addressing issues of power and privilege. I was always told that you don't have to understand someone in order to respect them. You should just simply respect them. These words could not hold more truth for me today.

Do you have an example of when an ally stepped in? 

I am very fortunate to work within a very diverse department within SG. I am constantly learning something new about one of my colleagues, whether it be family traditions, religious backgrounds or even their upbringing. While working in the technology sector is a traditionally male-dominated field, I never once felt as if I was at a disadvantage due to my gender (female) and age/experience (junior) when working within GTS. About a year ago, the GTS Americas Executive Committee hosted an off-site event with our Chief Technology Officer, where he conducted several sessions on gender diversity in the workplace. It was an objective and a topic that was clearly important to him. While there were only a few females in the room at the time, it was very reassuring to see all of our male peers come together in one room, to discuss what we (as a team) can do moving forward to ensure a more gender diverse environment. I was proud and thankful at that moment, and still am today to see both my peers and allies alike take momentous steps in the right direction in ensuring I feel valued, heard, and equal.