Companies are starting to take the uniformity of their employee teams and try to put in place devices to promote openness to different profiles. But find them without yielding to the ease of the rapid hiring process requires reviewing its practices and train its staff.
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For their age, their sex or origin, they are still numerous to collide the “glass wall”. According to a study conducted by Occurrence and PwC published on September 30, 48% of private employees consider that they have been at least once victims of discrimination. Companies are starting to take the challenge. “Our collaborators must be in the image of our company, but the diversity in business is not all alone. If you do not decide to go for the candidates elsewhere than the usual sources, they will not come alone” Explains Frédéric Fougerat, Foncia’s Corporate Corporate Social Responsibility Director (CSR). The real estate company is convinced that there is a direct link between diversity and performance. It thus started in a broad operation of discrimination tests (practice called “testing”) conducted on 200 applications and 5 trades, which it will now realize every eighteen months to control the quality of its recruitment.
it is not the only. According to Workday and Sappio Research, Diversity and Inclusion: Where are the companies?, Posted on 9 September, nearly 76% of business leaders say that the subject of diversity and inclusion is ” important for their organization “. Moreover, 71% now have a budget reserved for this purpose. But what do they really do?
At Last balance sheet of the Ministry of Labor, a hundred organizations representing 1.3 million assets had obtained the diversity label. Companies involve setting up transparent and verifiable career recruitment and promotion processes. There is a diversity label, a label Equality, and these two labels together provide access to the Alliance label. As discrimination tests, these labels provide an opportunity for companies to make a diagnosis on the internal situation, essential to define an action plan and identify the resistance of managers, for example.
Tote concept
Company diversity is indeed a tote concept that brings together women’s gender issues, age equilibrium, representation of subgroups, whether cultural, ethnic or sexual. Easy to follow for the women-men distribution, governed now until the company’s summit by the 2011 Copé-Zimmermann law, as well as for the representation of people with disabilities, whose legal threshold is 6%. By the obligation of employment created in 1987, progress is less controllable for ethnic diversity that can not be quantified. Although some large groups like Adecco, Accor, BNP Paribas, La Poste, Veolia Environnement, CNP Assurances, SFR, Keyrus or Schneider Electric looked at the subject of qualitative measurement, quantitatively, all companies are forced to advance to blind, at least in France.
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