Inclusive company, attractive company? Tutorial

Curious about how diversity drives success? Discover in 'Inclusive Company, Attractive Company?' how embracing inclusivity not only boosts employee satisfaction but also enhances organizational reputation. Learn why diverse teams outperform, attract top talent, and foster customer loyalty. Don't miss this chance to understand the ripple effects of a truly inclusive workplace!

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Everyone wins.

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At the very top of the podium are benefits in terms of image,

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both internally with employees and externally with future recruits,

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prospects,

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and even customers.

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A 2015 McKinsey study found the most diverse companies

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were more likely to attract the best talent,

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improve their customer fit,

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and even employee satisfaction.

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Let's begin with employee satisfaction and well-being.

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Diversity and inclusion are about capturing the uniqueness of the individual

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and welcoming and valuing them.

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We inevitably feel better in a company that values and respects us for our talents,

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skills,

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abilities,

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and even our differences.

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Everyone feels listened to,

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taken into account,

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acknowledged,

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and dares to be fully themselves,

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or almost.

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Self-censorship is lowered,

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resulting in a feeling of fairness and social justice.

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Conflicts and communitarianism decrease in favor of

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cohesion.

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Valuing difference is indeed a source of internal cohesion.

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It boosts employee motivation as well as pride

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in belonging and involvement in their organization.

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Decreases in staff turnover,

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feeling good about their company and their team.

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Employees are less likely to look elsewhere

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just to escape the difficulties and discomfort.

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Departures are more serene,

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fewer potential litigation settlements,

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and fewer appeals to the labor courts.

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Finally,

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this well-being and better team cohesion increase employee commitment.

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A Delo study reveals the beneficial effects

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of inclusive companies on employee commitment.

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Reaching an average of 67% of inclusive

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companies compared to 20% in other organizations.

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This is a huge difference and should be enough to

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convince any organization to implement a diversity and inclusion policy.

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A team that has developed good cohesion and is

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diverse is a team that will create emulation.

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Emulation thanks to diversity,

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well-being thanks to inclusion

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and extra motivation and commitment.

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This is the rolled out red carpet for performances to unfold in the team.

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Now let's look at how diverse and

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inclusive organizations also get good press externally.

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First,

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with future recruits,

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successive Delote studies show that diversity and

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inclusion help attract and retain talents,

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attraction of talents that are sensitive to the value of diversity.

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This is particularly true for younger generations,

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attracting different talents,

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which closed companies do not open their doors to.

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What?

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You've had 3 job changes in your career?

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What?

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You took 2 years off to travel after college?

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What?

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You have a college degree in literature,

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history,

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or psychology,

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and you want to work in a high tech company?

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Ah,

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you're not fluent in English.

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There are many recruits who don't check all the boxes of closed companies,

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and the lack of openness in these organizations

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makes them miss out on great potentials.

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These different talents do not want to work

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in an organization where they feel unwelcome.

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Recognizing and welcoming these previously

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discriminated against talent profiles,

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those profiles that don't tick all the right boxes,

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stimulates their loyalty and retention towards their employer.

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I'm grateful that I was given a chance,

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they say.

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And let's face it,

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these inclusive organizations have a good reputation.

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They are among the top companies to work for.

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Each year,

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national newspapers publish a great place to work ranking,

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which celebrates companies that offer the

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best working conditions to their employees.

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A diverse and inclusive company in which employees

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feel good attracts and retains valuable talents.

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This is a first good point,

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and as a ripple effect,

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it also attracts and satisfies its customers.

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One,

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because inclusion improves customer focus,

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employees refocus on the common goal of creating quality

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product or service for the customer or end user,

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setting aside their internal conflicts.

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2,

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because employees of inclusive organizations have developed strong skills

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in listening,

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communicating and cooperating,

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all of which will greatly benefit the customer.

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3,

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because diverse teams are better able to understand the

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varied points of views and needs of diverse clients

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and to propose innovations adapted to their market,

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culture,

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and country.

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Inclusive companies allow employees to feel welcomed,

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recognized,

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included,

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and connected.

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Through a ripple effect of values and good practices,

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the client also feels welcomed,

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recognized,

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included,

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and connected.

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The foundations are laid for an agile and creative collaboration.

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