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The share of women in working population in Morocco has reduced since these last ten years, from 30% to 24%. It’s a lost for the economy of our country, above when we see the evolution of official laws enhancing equality between men and women, and the necessity to maintain our country with a sustainable economic growth. The strategy of development of Morocco integrate (societal) development which include sustainable development et gender approach. Firms must do their own introspection for attract and hold back women’s talents by gender mainstreaming.

Morocco currently has a very low female activity rate (22%), among the lowest in the world. But our country needs all its citizens, our economy needs its women, not only as consumers and expenditure prescribers, but also as producers, creators, developers, workers, employees, executives. In the face of the global upheavals, the rise in living standards, the rise in the level of education, the level of knowledge, and the innovations constantly requested by Marketing, all the population is called to work and produce. Women are an underexploited, if not untapped, wealth in some stagnant areas. Our businesses need each and every one of us to look at a certain level of competitiveness, so that our country can continue to compete decently. Otherwise, our balance of payments will be in deficit, our trade will be unbalanced and we will continue to import rather than manufacture. It is in the collective interest that we must value the work of women in companies, be it industrial, agricultural or service companies, at all levels of the hierarchy, in all regions of Morocco. Laws and attitudes have evolved somewhat, but that is not enough. A boost is needed as our country struggles with international competition and rising global barriers and challenges.Companies need women, whether at the level of workers, employees, managers or positions of responsibility; not to mention those who create their own companies, playing all these roles at the same time; the economy of our country needs businesses, and they need women. Labour is also combined with women.

Morocco has a pool of untapped talent: 60% of young graduates are women, only 25% of them work (formal sector) and only 4.3% hold positions of high responsibility in companies (World Bank database, 2015). From there, there is a topic of managing gender diversity as soon as women are underrepresented in the workforce. Gender diversity refers to equal employment opportunities for both sexes without any discrimination. In this perspective, our article will study the HR implications of managing corporate gender diversity while highlighting the potential economic gains from such consideration, based on a review of literature with a comprehensive aim.

Résumé : De nos jours, la norme ISO 26000 présente un cadre de référence pour caractériser l’engagement responsable des organisations. Elle est l’une des normes les plus reconnues mondialement visant à prendre en compte les attentes des parties prenantes dans un cadre de dialogue et de concertation. Elle vise à offrir des repères sur les questions centrales de la RSO. La diversité des genres, elle, renvoie à l’égalité des chances professionnelles entre les femmes et les hommes dans les organisations. Dans ce sens, notre communication vise à analyser le degré d’intégration de cette diversité dans la norme ISO 26000 sur la base d’une étude documentaire à visée compréhensive.

Le mouvement de la RSE a pris naissance depuis les années 1950 aux Etats-Unis bien avant qu’il n’apparaisse en Europe dans les années 1990. Ce concept de RSE a reçu et continue à recevoir des acceptions plurielles émanant d’institutions et de personnes appartenant à des champs et milieux divers (universitaires, experts, hommes d’affaires, instances, associations, etc.). En effet et depuis la publication de l’ouvrage de Howard Bowen (1953), considéré comme le père fondateur de ce mouvement, plusieurs définitions ont été formulées. Celles-ci traduisent des visions différentes du champ couvert par la RSE. En revanche et jusqu’à ce jour aucune définition ne semble avoir le consensus à l’échelle mondiale. En ce sens, la pluralité des représentations des uns et des autres à ce sujet, rend très difficile de soutenir une réflexion universelle. Par ce papier, nous essayons de mettre le focus sur ces questionnements.