How can we promote diversity and inclusion in the workplace?

Do you want to boost diversity and inclusion within your company? To anchor this choice and these changes, a number of actions need to be put in place on a daily basis. So where do you start, and what should you focus on? We explain the best practices for fostering an inclusive corporate culture.

Diversity and inclusion in the workplace: definition and benefits

What is corporate diversity and inclusion?

• Diversity in the workplace refers to the presence of a “variety of human profiles” evolving within the same company (according to the Charte de la diversité website). These differences can be cultural, gender, age, religion, sexual orientation, physical ability or ethnicity.
• Corporate inclusion means creating a genuine environment where all differences are valued, respected and integrated into the corporate culture.

These two concepts are obviously complementary. Managing this diversity of human profiles means taking these differences into account, accepting and valuing them.

The benefits of diversity and inclusion in the workplace

By implementing a policy of inclusion and diversity, the company boosts its reputation, its employer brand (through strong values) and therefore its attractiveness.

In this way, it attracts new talent, strengthens the bond of attachment to the company and, in turn, lowers turnover (and therefore costs). It's also a real way of increasing employee creativity!

Last but not least, if the company is looking to expand internationally, integrating profiles from a variety of backgrounds, ethnicities and cultures is an excellent strategy.

5 tips for promoting diversity and inclusion in the workplace

Modernizing recruitment techniques

For greater diversity in the workplace, you need to rethink your approach at source! Here are a few ideas that can easily be applied when sourcing candidates:

• Broaden recruitment channels: associations, local missions, partnerships with schools, etc.
• Establish an evaluation grid to assess candidates according to the same criteria.
• Use neutral job descriptions.
• Implement anonymous recruitment processes (e.g., no personal details on CVs).

Creating an inclusive work environment

Developing inclusion and diversity means creating «safe» spaces where every employee can express themselves:

• Regular internal meetings with managers to express needs.
• Group brainstorming sessions to boost idea sharing.
• Off-site moments to foster team spirit.

To promote a culture of inclusion, the company can also create a mentoring program for «under-represented» profiles, or set up diversity committees.

Raising awareness of diversity within the company

The company plays a crucial role in diversity education, training and awareness-raising.

Here are a few ideas for action:

• Implement a genuine internal strategy with the creation of a charter for diversity and inclusion.
• Create awareness-raising initiatives to be relayed via networks: integration days, conferences, seminars and workshops on diversity, etc.
• Join an association fighting discrimination in the workplace.

Do you want to go further? Appoint a group of people in charge of diversity within the company and train project managers in inclusive leadership.

GOOD TO KNOW
To anchor its commitments, the company has every interest in evaluating and monitoring the results of its various awareness-raising initiatives.

Prevent conflict through mediation

Managing many different profiles can lead to misunderstandings, misunderstandings and even conflicts. To limit crises, the company can implement certain actions such as :

• A participative management style in which everyone has a say.
• A regular process for valuing actions and results.
• Collective brainstorming to prevent and find solutions in the event of conflict.

Create inclusive workspaces

Far from being anecdotal, getting to grips with this subject really does make a difference when it comes to diversity and inclusion. By creating workspaces that are accessible and usable by all, the company (truly) values differences.

Here are a few concrete ideas:

• Signage adapted for the deaf and blind.
• Ergonomic workstations for wheelchair users.
• Gender-neutral toilets and changing rooms.

Obstacles to diversity: how to overcome them?

When implementing a policy of inclusion and diversity, the company may come up against a few obstacles.

• Resistance to change: open a dialogue with all employees, explain the benefits and involve them in the process.
• Unconscious biases: these are unintentional prejudices that can influence decisions at all levels of change. It is important to train employees on these issues and use strategies to minimize the impact of these biases (e.g. anonymous CVs, evaluation grids, etc.).
• Poor communication: here again, managers need to be trained in the concept of inclusive leadership. This will help them understand how to listen to and encourage feedback from all employees.

As you can see, promoting diversity and inclusion must be one of the top priorities of your HR strategy. It's the wealth of origins, ages, backgrounds and skills that will boost your company's results!