00:00:06
now widely discussed at the corporate social responsibility,
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So much that Adelaide de Lastique,
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a consultant in organizational ethics,
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it is not possible to implement a CSR approach without inclusion.
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According to Microsoft,
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an inclusive culture is one that encourages everyone to belong.
00:00:29
An inclusive culture recognizes there are reasons.
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Some may feel unable to belong
00:00:34
and actively works to identify what those reasons are,
00:00:38
so that the barriers can be removed.
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one of the pillars of inclusive culture would be truth,
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to recognize in truth the disparities,
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inequalities and discriminations that exist.
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To confront the stereotypes and prejudices that we carry within us,
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prejudices about young,
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people with disabilities.
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This phase of truth will be made easier by
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listening to what sensitive groups experience on the ground
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through testimonials and conferences.
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Listing the criteria on diversity and inclusion proposed by charters and
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labels will also help to highlight the adjustments to be made.
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This culture of truth invites us to evaluate our
00:01:22
strengths and weaknesses in terms of diversity and inclusion
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Because the biggest obstacle to diversity and inclusion is denial.
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Organizations and individuals are rarely aware
00:01:35
of their exclusionary and discriminatory attitudes.
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They believe they are exemplary.
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valuing and treating everyone equally,
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regardless of age,
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Ensuring that this equality is reflected in salary levels,
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access to training,
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Equity goes beyond the notion of equality because it seeks
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the fairest and most appropriate way to treat people.
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Equity adapts to people,
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to their differences,
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to their handicap,
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as opposed to treating them equally as if they were clones.
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As Albert Einstein said,
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everyone is a genius,
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but if you judge a fish by its ability to climb a tree,
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it will spend its whole life believing it is stupid.
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Equity welcomes people's differences and seeks to accommodate
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them and make the best of them,
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rather than demanding that they adapt and conform.
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Are you going to ask a fish to learn how to climb a tree?
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Equity means giving each individual what they need so that we,
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the team can succeed.
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Equity welcomes and supports each individual in
00:02:43
their uniqueness to achieve a collective win-win.
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How can this be achieved?
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by ensuring that everyone has the resources they need,
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by ensuring that everyone has their space,
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by ensuring that everyone has a voice at meetings,
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by making sure everyone's opinions are taken
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into account before decisions are made.
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The third value is recognition,
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and inclusive culture is ultimately based on the recognition of differences,
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daring to value differences and antagonisms more than similarities.
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Instead of saying,
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your way of addressing the client is so interesting and different from mine.
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Tell me a little more about it,
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does your disability make certain tasks more difficult,
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Or say I feel like when you are intimidated or worried,
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We are very different.
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Would you mind telling me more?
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Putting the differences into words,
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even when they intimidate or irritate us.
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Questioning the other person with empathy
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to understand them without judging them.
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As long as the other person's behavior is
00:03:54
in line with the company's visions and values,
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then recognizing,
00:03:58
valuing and respecting the difference
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It is indeed better to unify a team through shared goals
00:04:05
and values than to standardize the members of the organization.
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The fourth value is trust,
00:04:11
building trust in the organization.
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Through dialogue,
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building an environment of trust where everyone feels safe,
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where everyone can dare to be 100%
00:04:23
themselves in their similarities and differences.
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I can be myself and bring all that I am into the organization.
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I feel confident and I trust I don't have to hide
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or cover up or erase certain aspects of my life,
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I don't have to hide that I'm a lesbian or I'm a Muslim or that I have 3 children.
00:04:44
I don't have to hide my disability.
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I can express my conflicting ideas freely and know
00:04:49
that I will be listened to with empathy,
00:04:51
without judgment.
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I can give my best feeling respected and supported.
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I am welcomed for who I am and therefore
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I can relate and connect to everyone without fear.
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Many other values,
00:05:05
contribute to an inclusive culture,
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such as respect,
00:05:11
At a volatitude,
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we have identified the following four core
00:05:15
values of establishing an inclusive culture.
00:05:17
Truthfulness to look at oneself and our organization in truth
00:05:22
to know one's strengths and weaknesses.
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Equity more than equality.
00:05:27
It means being fair and give everyone what they need to succeed,
00:05:32
recognizing differences,
00:05:34
verbalizing them to the point of making them an asset,
00:05:37
and finally trust.
00:05:39
Building an environment where everyone feels comfortable,
00:05:43
a safe space in which one dares to truly be themselves.
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