15 ideas for diversity and inclusion in business

Strengthening inclusion and diversity within the company: 15 examples of best practices

Strengthening your employer brand , developing a CSR policy , improving quality of life at work , attracting talent … There are many reasons to promote diversity and inclusion in the workplace . Your employees from visible minorities or with disabilities need concrete actions from managers . Marvin offers 15 examples.

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Idea #1: Implement mentoring programs for people belonging to underrepresented groups

Supportive and inspiring exchanges to promote the inclusion of different groups: this is the objective and the result of mentoring programs . They allow employees to interact with other professionals in the same situation as themselves.

In addition to this sharing of practices , strong bonds are built between mentors and mentees.

To encourage diversity and inclusion within a company , the mentoring program must pursue various objectives such as:

• promote the inclusion of people with disabilities;
• ensure better retention of employees from minority groups;
• to ensure a better promotion rate for women;
• etc.

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Idea #2: Encourage employees to take initiatives to promote diversity and inclusion within the company

Finding ideas to improve diversity and inclusion within a company is always a positive thing. Even more so when those most directly affected – the employees – generate the ideas themselves!

To help them express an opinion and make suggestions on this subject, prioritize horizontal communication with the teams.

With physical and digital communications about the company's inclusive policy , you'll already begin to draw attention to this issue. In addition to raising awareness among your employees, you'll encourage them to take an interest in the topic and think about potential areas for improvement.

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Idea #3: Raise employee awareness of diversity and inclusion by organizing training sessions and workshops

Team cohesion and CSR trainers , diversity and inclusion coaches, consultants in quality of work life and internal communication… All these professionals can help you support your initiatives.

In practice, how does it work? Most of the time, the external expert takes the pulse of your needs beforehand, through an exchange and/or a questionnaire to all or part of the team.

Over one or more days, the teams are then invited to participate in workshops, sessions and other meetings on specific points of inclusion for example.

concept of diversity in a company visually .

These actions only work if managers and employees are involved to the same degree in these training programs.

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Idea #4: Implement diversity and inclusion goals for company employees

Each of your initiatives must have a long-term impact. To achieve this, define your diversity and inclusion objectives for company employees as early as possible, as well as the monitoring methods.

Here again, communication with the teams will be your best ally. Ideally, you can use interviews or surveys before and after the implementation of certain actions (training, reorganization, etc.).

As with effectively managing a team of recruiters , you will need a clear strategy and objectives to enhance your diversity and inclusion initiatives .

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Idea #5: Promote diversity in hiring by implementing fair recruitment policies

In every recruitment process, you must avoid all cognitive biases that could alter judgment.

To protect yourself from prejudices related to age, sexism, or disability, you can:

• conduct several interviews between candidates and several team members, without multiplying the number of interviews;
• view CVs without photos;
• apply the same criteria to all applicants.

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Idea #6: Encourage employees to express their views on diversity and inclusion issues by setting up discussion groups.

In addition to encouraging teams to take an interest in and speak out about inclusion in the company , you can establish internal working groups dedicated to the subject.

By organizing meetings between employees, HR, and managers , you create an environment conducive to building solutions for the future. Ensure everyone has the same level of information about the current situation and the resources available to improve inclusion within the company.

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Idea #7: Promote equal pay between employees from different groups

A cornerstone of inclusion in the workplace, equal pay must be ensured between employees from different groups. Through in-depth analyses of each employee's work, it's possible to identify any potentially underpaid staff.

Once you have the figures in hand, you can apply the principles of transparency and fair compensation to your company.

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Idea #8: Promote equal opportunities in promotion and career development for all employees

Do you recruit your employees based on each person's experience and skills? Then the promotion criteria should correspond to these two values, to guarantee equal opportunities in terms of promotion and professional development.

Annual performance reviews will are upheld. By guaranteeing the same level of information and communication with all employees, you will foster inclusion through transparency and fairness .

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Idea #9: Promote diversity in the company's partnerships and business relationships

Do you want to develop your inclusive policy, including by interacting with other companies? Consider setting up partnerships with key players in diversity and engagement !

To develop collaborations based on inclusion, several solutions are available to you:

• Identify a recognized service provider that is an adapted company or committed to a CSR approach ;
• Provide financial support to an association that truly embodies the values ​​of the social and solidarity economy or CSR ;
• Choose strategic investments in favor of funds committed to diversity and inclusion .

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Idea #10: Encourage employees to engage in volunteer activities in support of underrepresented groups

Alongside their work, employees who engage in volunteer activities bring a fresh perspective to the company. They then act as ambassadors for your organization and help you to promote the initiatives undertaken.

As with partnerships, the benefit is also to bring new ideas for diversity that you might not have necessarily thought of internally.

In practical terms, you can also offer employees the opportunity to participate in events (conferences, forums, ceremonies, etc.) focused on disability and diversity. These employees then represent your company within these ecosystems.

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Idea #11: Implement flexible work policies to promote work-life balance

An inclusive policy knows how to be flexible and understanding towards people with specific needs, such as health issues. From the recruitment stage, you must be clear about how absences are managed, while reassuring the employee of your flexibility should the need arise.

A good example: avoid a culture of presenteeism. Show your teams that you trust them by allowing them to arrange their schedules according to their objectives, tasks, and company constraints.

You can encourage remote work if this solution is appropriate. The goal: to improve the quality of working life for all groups and teams.

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Idea #12: Promote diversity within project teams by ensuring that members of different groups are represented.

From the initial stages of the project to its completion and follow-up, the company must ensure that members of the various groups have a say.

Whether in team or departmental meetings, the floor must be given to people from visible minorities . Consequently:

• The employees involved feel more listened to and better integrated;
• The projects are enriched by new ideas;
• This strengthens the acceptability of strategic choices.

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Idea #13: Encourage employees to express their views on diversity and inclusion issues by implementing surveys.

Throughout the year, maintain regular communication with your teams on diversity and inclusion issues in the workplace surveys will be very helpful in this regard

In addition to helping you identify the best solutions of tomorrow and make them more legitimate, they will give you new ideas if you leave room for open questions (for example, "do you have any comments on this subject?").

You can use paper format for the simplest votes, or use digital questionnaires like Google Forms.

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Idea #14: Promote diversity in the company's executive and management committees

You will make further progress in your inclusive efforts if you have the support of management committees, boards of directors, and other hierarchical structures. This support will be even stronger if people from different groups are represented on these bodies.

You can also appoint a diversity and inclusion officer or delegate to regularly report on the situation to the board members. They also perform other duties:

• support the company's inclusion strategy;
• to carry out awareness-raising activities;
• identify the sources of discrimination.

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Idea #15: Provide dedicated facilities for employees who need them

More and more companies are innovating and installing breastfeeding rooms , dedicated to the comfort and support of the female employees concerned. To do it right, remember to plan ahead:

• a microwave and a sink, for hygiene and cleaning of equipment;
• a refrigerator for storing breast milk;
• curtains to ensure sufficient privacy.

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Specific solutions also exist for people with disabilities . From ramps next to stairs to adapted workstations, you can contact AGEFIPH for advice on these workplace inclusion measures.

Ideas promoting diversity and inclusion in the workplace abound, especially when employees are involved in the planning process. From the hiring stage, combine objective and fair search criteria with a recruitment solution like Marvin's to lay the foundation for your diversity policy.