Only 36% of employees consider that their company has a diversity and inclusion policy.
Yet,to remain successful, organizations need to innovate to limit inequality and discrimination. Beyond preserving the integrity of the company, too much homogeneity among employees is not conducive to creativity, open-mindedness or the sharing of different experiences. Diversity and inclusion will therefore be essential assets to meet the challenges of the "next world".
Each need is unique: it therefore calls for an individualized response, like coaching in the workplace.
Itmay be a question of reacting to a discriminatory situation, whether you are a victim or a witness. Becoming aware of one's unconscious biases, in order to reduce their impact. Or to cultivate one's uniqueness, by drawing the full potential from one's background and strengths. Regardless of the context of the organization in which one evolves, the needs remain specific to each employee and require a personalized follow-up.
Discrimination issues are still present in many companies. How to limit the number of victims of discrimination? Discrimination can be based on various elements such as gender, religion, physical appearance, nationality and sexual orientation.)
Inequality at work can take many forms. It can relate to gender inequality in the labor market. Deeply rooted, these inequalities materialize in salary gaps between employees, or in the inaccessibility of certain targeted positions. For example, 44% of French women feel that they have difficulty advancing in their careers because they are women.
To optimize the integration of new employees, it is necessary to define a clear process to facilitate their arrival. How can you put in place the conditions so that the newcomer feels integrated and confident in his or her new position? In a context of "Great Resignation", this is a priority for any HR manager. To minimize the risk of discrimination, it will be important to make teams aware of the visible or invisible differences of future recruits (disability, women in a very masculine environment, etc.)
As an HR manager, one of your challenges is certainly to create an environment conducive to creativity and innovation. To do this, there are some good practices that can be put in place within your organization. These include giving employees the opportunity to experiment with new ideas. Setting up workshops that mix different professions can also be a vector of innovation and a source of performance for your company.
For example:
As an illustration: