Inclusion now occupies a prominent place in management discussions. This is due, in part, to societal trends that place greater value on fairness and representativeness. Is this just a passing fad, or a real area of development for companies? We take a look at this social phenomenon.
Inclusion in the workplace: what exactly does it mean?
An inclusive company is an organisation that :
- Actively values individual differences (gender, age, origin, sexual orientation, disability, etc.).
- And creates an environment where everyone feels respected and can contribute fully to the running and development of the company.
Beyond the simple presence of a variety of profiles, it therefore implies a corporate culture where everyone can develop professionally without encountering obstacles linked to their identity.
GOOD TO KNOW
We need to distinguish between diversity and inclusion in the workplace. Diversity refers to the demographic composition of the workforce, while inclusion refers to the organisation's ability to truly integrate these differences and allow everyone to contribute fully.
A company can be diverse without being inclusive if the different profiles do not benefit from the same development opportunities.
To find out more, read our article on the complementarities between diversity and inclusion.
Inclusion in the workplace: just a fad?
In recent years, inclusion has become a ubiquitous term in corporate communications.
New generations of talent are particularly sensitive to these issues, and are demanding working environments that are more respectful and representative of society.
According to a Glassdoor survey, 76% of employees consider diversity and inclusion to be essential criteria when choosing an employer. So this is far from just a fad!
This ‘sudden’ popularity does, however, raise the question of the authenticity of the approach.
Some companies are adopting an inclusive discourse... without radically transforming their practices, which is more akin to ‘diversity washing’. Superficial initiatives - such as the occasional celebration of symbolic events without structural change - quickly show their limits.
Typically, many companies organise an annual ‘Diversity Month’, but without a systemic transformation of the organisation, there are no tangible results.
Inclusion, a real performance driver
Less turnover, more cohesion
An improved working environment means greater commitment from employees, who feel valued for their skills rather than judged on personal characteristics. Trust and a sense of belonging strengthen team cohesion and reduce staff turnover.
In terms of attracting and retaining talent, inclusive organisations are much more competitive. They have access to a wider pool of candidates and are more likely to retain their teams. And that means lower recruitment and training costs!
Impact on financial results
Studies clearly demonstrate the positive impact of inclusion on results.
In 2022, a study conducted by McKinsey revealed that the most ethnically and gender-diverse companies were 36% more likely to achieve above-average financial performance.
At Sodexo, for example, units with a better gender balance in management achieve 23% higher revenue growth than those without.
The correlation between diversity, inclusion and financial results can be explained by 3 factors in particular:
1. A better understanding of markets
2. Greater capacity for innovation
3. And more effective risk management.
Inclusive companies generally make better-informed decisions thanks to the multiplicity of perspectives.
How can we put in place a real policy of inclusion?
Firstly, the commitment of senior management is crucial to embedding inclusion in the corporate culture. This policy must be translated into concrete and measurable objectives, integrated into an overall strategy.
Secondly, companies need to rethink recruitment and talent management in order to neutralise biases that are often unconscious:
- Diversification of sourcing channels
- Anonymising CVs
- Creating fair and transparent career paths
Finally, recruitment teams need to be trained and made aware of unconscious bias. This will enable them to adopt more inclusive behaviour on a day-to-day basis.
Swiss managers' commitment to diversity
Faced with the questioning of diversity policies by certain international companies, the Swiss business world is taking a stand. In January 2025, 61 French-speaking business leaders, including Bernard Girod (Serbeco), Didier Siegenthaler (CSD Ingénieurs) and Patrick Bertschy (Romande Energie), signed an open letter affirming their commitment to an inclusive working environment. These executives stress that diversity is a real driver of performance and innovation. They all point out that organisations that favour diversity make more informed decisions, are more creative and attract the most qualified talent.
Measuring the impact of inclusion in the workplace
Precise monitoring indicators are needed to assess the effectiveness of inclusive initiatives. In addition to demographic data, we need to measure :
- Pay differentials
- Promotion rates
- Sense of inclusion
- Or representation on decision-making bodies.
Feedback from employees, gathered via anonymous surveys or focus groups, provides valuable information on feelings and needs.
Continuous improvement is at the heart of a successful inclusion approach. The results obtained must be regularly analysed in order to adjust practices and respond to new challenges as they emerge.
Inclusion is not a static state, but part of an evolving corporate policy.
As you can see, corporate inclusion is an approach that must be based on a sincere and lasting commitment. Only inclusion policies implemented over the long term and regularly evaluated will bring results.
There are many resources available to explore these issues in greater depth: practical guides from the AFMD (Association Française des Managers de la Diversité - French Association of Diversity Managers), specialist training courses, and networks of companies committed to this approach. UNIL's Equality Office offers tailor-made training courses on equality, diversity and inclusion.
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