take an inventory
Where to start when you are an entrepreneur? If we want stocks to live up to their inclusive values, says Patrick Scharnitzky, PhD in social psychology and associate director of the company AlterNego. Equal treatment and the fight against all forms of discrimination must be guaranteed. However, it is impossible to promise this without starting with an initial inventory. Objective: to know where we started and how we can progress. This quest, Leetchi the online kitten, was submitted to her in 2020. “We wanted to formalize our inclusion actions to make it a programexplains Christelle Kalipé, human resources manager and co-founder of the collective IDEA pactcommitted to diversity and inclusion in companies. This inventory allowed us to draft a company statute that all employees sign and undertake to respect. It is also a basis that led us to define lines of work. Inclusion is a progressive and permanent process. »
Get out of the “silo” approach
If you are at this stage, do not hesitate to focus on the transversality of the disciplines. “Companies have long thought about their inclusive policies in silos, working separately for women, people with disabilities, etc., emphasizes Patrick Scharnitzky. Gold, this approach prevents us from thinking more horizontally.” In other words, consider working with themes that embrace diversity without separating them: stereotypes, life balance, self-censorship, etc.
Embark the entire company on the adventure
” Long confined to human resources, inclusion must involve everyone, from governance to HR, through management and communication.” emphasizes Patrick Scharnitzky. It is possible, for example, to put the issue on the agenda of the executive committee, question choices made at the top of the hierarchy, develop non-discriminatory recruitment processes, train managers, etc.
At Leetchi, a dedicated committee that brings together all strata of the company meets monthly. Working groups were created voluntarily to work on gender equality, accessibility, interculturality or the LGBT+ issue, and regularly propose awareness-raising actions.
Promote cooperation and a sense of belonging
cooperation is “the instrument that allows us to move from the static photography of diversity to the dynamics of inclusion”, believes Patrick Sharnitzky. Training can be an interesting tool, especially for managers, on the front lines of the organization’s progress towards greater inclusion. Can they delegate? hear ? How allow employees to work together? How to ensure that they are consulted on decisions made?
Another line of thought: the identity pillar. “You need to strike a balance between uniqueness (i.e. respecting people in their uniqueness) and sharing a corporate cultureexposes the deputy director of Alternego. You have to be able to address everyone and everyone at the same time. This goes through a lot of communication choices.
Working with unconscious biases and stereotypes
This is where it gets more difficult. The examination of conscience requires deepening one’s contradictions, even the dissociations between thought and actions. And we are all concerned, because it is society that shapes these unconscious biases. But the challenge is to understand its impact. How to create the conditions for stereotypes to be less impactful? For example, it is better to have an interview in the morning, because tiredness can affect our vigilance. “The goal is to help employees fight their own stereotypes without making them feel guilty”, insists Christelle Kalipé. Self-diagnostic tools can help. In terms of HR, the processes were reviewed. “Everyone should be evaluated in the same way.She explains. Our job offerings have also evolved. We no longer include the required education level. We assume that experience and competence take precedence over being educated at a large school. »
Many studies establish that high levels of diversity and inclusion within companies go hand in hand with increased innovation, productivity… and therefore performance. The more diverse the teams, the more creative and complementary they are. Still need to be able to measure it. Today, only a third of companies do so, according to the study. about equality, diversity and inclusion of the International Labor Organization (ILO).
Nonetheless“The companies that are ahead of the curve in these matters are the ones that have set goals from the beginning. », notes Patrick Scharnitzky. This suggests the possibility of quantified ambitions (reduction of the pay gap, rate of women in management bodies, etc.) or means (management training).
These “measures” are also a good way to prove the authenticity of your approach. Inclusion is a social cause that values the employer brand. “There is a challenge with investors who are increasingly positioning themselves in socially responsible investment”, so observes the doctor in social psychology. This also makes it possible to answer recruitment questions and attract talent from a generation that makes inclusion a criterion of choice for a candidacy.
Maddyness, Salesforce Media Partner