00:00:06
What are the policies?
00:00:07
What are the outcomes?
00:00:09
I applaud the large scale awareness campaigns initiated by governments,
00:00:14
local authorities,
00:00:17
we are still a long way from reaching
00:00:19
the 50% of women in positions of responsibility,
00:00:23
the 6% of disabled people in organizations,
00:00:26
and any fair representation of minority groups at work.
00:00:31
We are still a long way from eliminating any harassment or discrimination at work.
00:00:38
0.6% of Fortune 500 CEOs were black,
00:00:43
and 0.6% were openly LGBT.
00:00:48
An APEC study found that only 11% of HR departments
00:00:52
have clearly defined and implemented a diversity policy in hiring.
00:00:57
According to the same study,
00:00:59
91% of HR managers said they observe discrimination in their company,
00:01:05
mainly related to age,
00:01:08
but also over 20% based on origin,
00:01:11
physical appearance,
00:01:15
Let's also look at the positive signs of change.
00:01:18
Let's look at the progress.
00:01:20
The European Social Fund reports that many
00:01:23
companies have been talking about so-called diversity policies
00:01:27
in which they have committed themselves to for over a decade.
00:01:31
Diversity policies is a broad term that refers to all strategies aimed
00:01:37
not only at fighting discrimination,
00:01:39
but also at transforming the differences between employees
00:01:43
in a performance lever for the company.
00:01:46
These strategies frequently put in place as a result
00:01:49
of tightening of regulations since the early 2000s,
00:01:53
particularly on a European scale,
00:01:55
also meet the requirements of social responsibility and reputation.
00:02:00
Measuring diversity is not always possible or even legal.
00:02:04
In some countries it's simply not possible to ask
00:02:07
people about their ethnic origin or sexual orientation.
00:02:10
Only a few criteria are universally measurable,
00:02:16
official disability,
00:02:18
The French penal code now recognizes over 20 grounds for discrimination,
00:02:22
including origin,
00:02:26
place of residence,
00:02:27
sexual orientation,
00:02:29
and economic vulnerability.
00:02:32
In the United Kingdom,
00:02:33
all anti-discrimination provisions are covered by the Equality Act of 2010.
00:02:38
2 European directives have framed the principles
00:02:41
of equal treatment between people since 2000.
00:02:45
on the issue of ethnic origin
00:02:48
and on the other hand,
00:02:49
specifically in terms of employment and work,
00:02:52
most OECD countries have principles of one
00:02:56
non-discrimination.
00:02:57
Employees can only base their decisions
00:03:00
on the criterion of professional competence.
00:03:04
a stated commitment to promoting professional equality.
00:03:07
The United States NASDAQ has decided to require its
00:03:10
3200 listed companies to include at least one woman.
00:03:14
And one member of an ethnic or gender minority on their board of directors from 2021.
00:03:22
disability laws.
00:03:23
German law requires employers to hire a quota of people with disabilities.
00:03:28
In companies with 20 or more employees,
00:03:31
the proportion of severely disabled employees must
00:03:34
reach at least 5% of the workforce.
00:03:37
Companies with fewer than 40 employees must
00:03:39
employ at least one severely disabled employee
00:03:44
From 40 to 60 positions,
00:03:46
an employer must employ at least 2 disabled employees.
00:03:50
Failure to meet this quota obliges the employer to pay a financial compensation.
00:03:56
Companies in France with at least 20 employees must employ 6% of disabled workers,
00:04:02
or apply a branch or group agreement providing for
00:04:05
the implementation of a program for disabled workers,
00:04:08
or pay an annual contribution to AIFIP.
00:04:12
Most companies unfortunately prefer to pay the contribution to AIFIP
00:04:17
so as not to have to worry about these slightly different workers.
00:04:21
With regard to gender parity,
00:04:23
it is being enforced very gradually.
00:04:27
the 2021 reform provides for female thresholds
00:04:31
in boards of directors and management.
00:04:33
Companies will have to reach at least 30% of women in the former and 20% in the latter.
00:04:40
thanks to the Cope Zimmerman law,
00:04:42
boards of directors are the most gender balanced in Europe,
00:04:46
with 46% of listed companies having women directors.
00:04:51
Launched in 2010 by Arborris,
00:04:53
the GS and GS diversity labels are aimed
00:04:56
at European and international groups of all sizes.
00:05:01
These labels evaluate and promote companies with
00:05:04
proactive approach to professional equality and diversity.
00:05:09
the European Union has 26 national diversity charters,
00:05:14
offering concrete criteria and contractual bases to
00:05:17
organizations wishing to commit to diversity.
00:05:20
Punishment against discriminatory behavior,
00:05:23
encouragement to recruit diverse talent,
00:05:26
sensitization to the concept of inclusion.
00:05:30
there are legal and contractual milestones for
00:05:33
diversity and inclusion in the workspace.
00:05:36
Some organizations follow them out of obligation to
00:05:39
comply with the law and avoid penalties.
00:05:42
Other companies have made it a priority,
00:05:45
Royal Bank of Canada,
00:05:52
because committing to diversity and inclusion is beneficial for everyone.
No elements match your search in this video....
Do another search or
back to content !
