Why integrate inclusiveness and diversity into your training programs?

According to Monster's global survey “The future of Work” in 2021, 45% of employees expect to be informed about their company's diversity and inclusion efforts. These are major themes in Human Resources management and the CSR approach, and they are of growing concern to companies, contrary to misconceptions such as the interest in implementing them for fashion's sake.

Indeed, in view of its CSR policy, the expectations of future employees, internal needs, socio-cultural developments and regulatory agreements signed by the company in favor of diversity and inclusion: training needs are increasing.

To begin with, what are we talking about?

Inclusion refers to the integration of all employees in a professional context, regardless of their differences or particularities.

Diversity brings together different profiles of people, and we talk about diversity in the workplace, which may or may not be apparent (religion, disability, sexual orientation, for example).

There are legal obligations to promote diversity, inclusion and the fight against discrimination among employees, such as :

Annual publication of a gender equality index for companies with 50 or more employees. Mandatory training in non-discrimination on recruitment for companies with 300 or more employees Employment of at least 6% of disabled people for companies with 20 or more employees. Beyond the legislative framework, implementing a policy of diversity and inclusion contributes to achieving objectives in the company's various sectors:

Employer branding

Recruiting new talent and limiting staff turnover are among the major objectives of corporate Human Resources Management (HRM). Being an inclusive and diverse company can be a deciding factor in candidates' choice of future company and work environment. In this way, the company's attractiveness is ensured by its employer brand, and to take it a step further, future employees will be attentive to the company's Employee Value Proposition.

Economic performance

According to a study conducted by McKinsey in 2019, the financial performance of companies that take gender parity into account is 25% higher than other companies. On the other hand, according to a survey conducted by the Pew Research Center, women are better in key areas of politics and business, such as the art of compromise, honesty and ethics. A recruitment process that takes into account the company's inclusive and diversified approach focuses on the skills and know-how of their future employees. The company controls its recruitment and turnover costs, as well as its GPEC (forward-looking management of jobs and skills) costs.

A corporate culture that promotes well-being

When inclusion and diversity are democratized in the corporate culture, employees feel they belong. They feel reassured to be working in an open, healthy and inclusive environment, and feel valued as a result. In addition to the benefits for relationships and physical and mental health, people who say they like their work are 1.5 times more likely to say they always want to do their best: they feel the need to achieve professionally. An employee who has a good quality of life at work will unconsciously be more willing, motivated and productive, because they have developed a sense of security in their work environment.

In the end, a virtuous circle is formed between diversity & inclusion policy, HRM and the CSR approach, which in parallel meet the needs for security and belonging determined in Maslow's Pyramid.

80% of millennials consider choosing a company with an approach to diversity, equality and inclusion to be a decision-making factor.

Employees' expectations must be carefully taken into account by companies, such as :

• Equal opportunities
• Gender parity
• Accessibility to positions of responsibility
• Communication on the company's diversity and inclusion policy.
• The EVP (Employee Value Proposition) is a fundamental element of the employer brand.

It commits the company to offering a working environment that focuses on employees' well-being and quality of life at work, in addition to financial benefits.

To conclude :

Diversity and inclusion must be part of a company's overall strategy: it helps to achieve certain CSR objectives (social and economic pillars). As a result, it contributes to greater employee productivity, making the company more efficient and innovative.

ITycom supported CEGID, an international player in cloud solutions, in the digitization of its training on the following themes :

Gender equality Diversity Disability. CEGID employees and managers achieved a completion rate of 89%: ITycom's adaptability to the technical and graphic tools requested by CEGID is one of the key success factors in this collaboration.