Diversity, an obligation? Tutorial

Diversity can no longer be an afterthought. In "diversity, an obligation?", we analyze how companies and organizations are navigating diversity policies and the legal frameworks driving them. Discover the striking statistics on gender, disability, and ethnic representation that reveal both progress and gaps. This video is essential for understanding how genuine inclusion can transform workplaces!

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What are the policies?

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What are the outcomes?

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I applaud the large scale awareness campaigns initiated by governments,

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associations,

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local authorities,

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and companies.

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However,

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we are still a long way from reaching

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the 50% of women in positions of responsibility,

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the 6% of disabled people in organizations,

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and any fair representation of minority groups at work.

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We are still a long way from eliminating any harassment or discrimination at work.

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In 2018,

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0.6% of Fortune 500 CEOs were black,

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5% were women,

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and 0.6% were openly LGBT.

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An APEC study found that only 11% of HR departments

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have clearly defined and implemented a diversity policy in hiring.

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According to the same study,

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91% of HR managers said they observe discrimination in their company,

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mainly related to age,

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55%,

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but also over 20% based on origin,

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physical appearance,

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ethnicity,

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disability,

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and sex.

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Let's also look at the positive signs of change.

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Let's look at the progress.

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The European Social Fund reports that many

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companies have been talking about so-called diversity policies

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in which they have committed themselves to for over a decade.

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Diversity policies is a broad term that refers to all strategies aimed

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not only at fighting discrimination,

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but also at transforming the differences between employees

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in a performance lever for the company.

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These strategies frequently put in place as a result

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of tightening of regulations since the early 2000s,

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particularly on a European scale,

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also meet the requirements of social responsibility and reputation.

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Measuring diversity is not always possible or even legal.

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In some countries it's simply not possible to ask

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people about their ethnic origin or sexual orientation.

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Only a few criteria are universally measurable,

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such as gender,

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age,

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official disability,

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etc.

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The French penal code now recognizes over 20 grounds for discrimination,

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including origin,

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age,

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gender,

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place of residence,

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disability,

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sexual orientation,

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ethnicity,

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and economic vulnerability.

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In the United Kingdom,

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all anti-discrimination provisions are covered by the Equality Act of 2010.

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2 European directives have framed the principles

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of equal treatment between people since 2000.

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On one hand,

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on the issue of ethnic origin

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and on the other hand,

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specifically in terms of employment and work,

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most OECD countries have principles of one

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non-discrimination.

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Employees can only base their decisions

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on the criterion of professional competence.

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2,

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a stated commitment to promoting professional equality.

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The United States NASDAQ has decided to require its

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3200 listed companies to include at least one woman.

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And one member of an ethnic or gender minority on their board of directors from 2021.

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3,

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disability laws.

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German law requires employers to hire a quota of people with disabilities.

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In companies with 20 or more employees,

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the proportion of severely disabled employees must

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reach at least 5% of the workforce.

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Companies with fewer than 40 employees must

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employ at least one severely disabled employee

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or equivalent.

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From 40 to 60 positions,

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an employer must employ at least 2 disabled employees.

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Failure to meet this quota obliges the employer to pay a financial compensation.

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Companies in France with at least 20 employees must employ 6% of disabled workers,

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or apply a branch or group agreement providing for

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the implementation of a program for disabled workers,

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or pay an annual contribution to AIFIP.

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Most companies unfortunately prefer to pay the contribution to AIFIP

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so as not to have to worry about these slightly different workers.

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With regard to gender parity,

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it is being enforced very gradually.

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In Switzerland,

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the 2021 reform provides for female thresholds

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in boards of directors and management.

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Companies will have to reach at least 30% of women in the former and 20% in the latter.

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In France,

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thanks to the Cope Zimmerman law,

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boards of directors are the most gender balanced in Europe,

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with 46% of listed companies having women directors.

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Launched in 2010 by Arborris,

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the GS and GS diversity labels are aimed

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at European and international groups of all sizes.

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These labels evaluate and promote companies with

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proactive approach to professional equality and diversity.

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In 2021,

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the European Union has 26 national diversity charters,

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offering concrete criteria and contractual bases to

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organizations wishing to commit to diversity.

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Punishment against discriminatory behavior,

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encouragement to recruit diverse talent,

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sensitization to the concept of inclusion.

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Yes,

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there are legal and contractual milestones for

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diversity and inclusion in the workspace.

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Some organizations follow them out of obligation to

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comply with the law and avoid penalties.

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Other companies have made it a priority,

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such as GAP,

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Royal Bank of Canada,

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Accenture,

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Alliance,

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Orange,

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L'Oreal,

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AXA,

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Microsoft,

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because committing to diversity and inclusion is beneficial for everyone.

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