15 Ideas for diversity and inclusion in the workplace

Reinforcing inclusion and diversity within the company: 15 examples of 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 your company. Your employees from visible minorities or with disabilities need concrete action from their managers. Marvin offers 15 examples.

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Idea #1: Set up mentoring programs for people from underrepresented groups

Nurturing and inspiring exchanges to promote the inclusion of different groups: this is the aim and result of mentoring programs. They enable employees to interact with other professionals in the same configuration as themselves. 

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

To encourage diversity and inclusion in a company, the mentoring program must follow different objectives such as :

• promoting the inclusion of people with disabilities ;
• better retention of minority employees ;
• guarantee a higher promotion rate for women ;
• etc.

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

Coming up with ideas to improve diversity andinclusion in the workplace is always positive. Even more so if the people who are primarily concerned - the employees - generate the ideas themselves!

To help them express their opinions and make suggestions on this subject, encourage horizontal communication with teams.

With physical and digital communications on the company's inclusive policy, you'll already be starting to draw attention to the subject. As well as raising awareness among your employees, you'll encourage them to take an interest in the subject and think about possible areas for improvement.

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Idea no. 3: Raise employee awareness of diversity and inclusion through training and workshops

Team-building and CSR trainers, diversity and inclusion coaches, quality of working life and internal communications consultants... All these professionals can help you support your initiatives. 

How does it work in practice? Most of the time, theexternal expert takes the pulse of your needs upstream, through an exchange and/or a questionnaire to all or part of the team. 

Over one or more days, teams are then invited to take part in workshops, sessions and other meetings on specific points ofinclusion, for example.

Some coaches also use ideation, asking participants to create a visual representation of the notion of diversity in a company. 

These actions only work if managers and employees are equally involved in the training.

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Idea no. 4: Set diversity and inclusion objectives for company employees

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

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

As with effective management of a team of recruiters, you'll need a clear strategy and objectives to make the most of your diversity and inclusion initiatives.

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Idea no. 5: Promote diversity in hiring by implementing fair recruitment policies

Every time you recruit, you need to avoid any cognitive bias that might impair judgment.

To avoid prejudices linked 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 n°6: Encourage employees to express their views on diversity and inclusion issues by setting up discussion groups.

As well as encouraging teams to take an interest ininclusion, you can set up internal working groups dedicated to the subject.

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

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Idea no. 7: Promote equal pay for employees from different groups

Equal pay for employees from different groups is a cornerstone of corporate inclusion. Through in-depth analysis of each individual's work, identify any underpaid employees.

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

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Idea no. 8: Promote equal opportunities for promotion and professional development for all employees

Do you recruit your employees on the basis of experience and competence? Then promotion criteria should reflect these two values, to guaranteeequal opportunities for promotion and professional development.

Annual appraisals are the decisive moment for ensuring these principles. By guaranteeing the same level of information and communication with all employees, you will develop inclusion through transparency and fairness.

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Idea no. 9: Promote diversity in the company's partnerships and business relations

Would you like to develop your inclusive policy, including by interacting with other companies? Consider setting up partnerships with key players in the field of diversity and commitment !

There are several ways to develop inclusive collaborations:

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

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Idea n°10: Encourage employees to get involved in volunteering activities for under-represented groups

In addition to work, employees who get involved in voluntary work bring a fresh perspective to the company. They act as ambassadors for your organization, helping you to promote the initiatives you've initiated.

As with partnerships, it's also about bringing in new ideas for diversity that you might not have thought of internally.

In practical terms, you can also offer employees the chance to take part in events (conferences, forums, ceremonies, etc.) focusing on disability and diversity. These employees then represent your company in these ecosystems.

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Idea n°11 : Implement flexibility policies to promote work-life balance

An inclusive policy knows how to be flexible and understanding for people with imperatives, such as health. Right from the recruitment stage, you need to be clear about how absences are to be managed, while reassuring the employee of your flexibility should the need arise.

A good example: avoid the culture of presenteeism. Show your teams that you trust them by letting them adjust their working hours to suit their objectives, their missions and the company's constraints. 

You can encourage telecommuting if this is the right solution. The aim: to improve the quality of working life for all groups and teams.

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Idea n°12 : Encourage diversity in project teams by ensuring that members of different groups are represented.

From the earliest stages of the project through to implementation and follow-up, the company must ensure that members of the various groups have a say. 

Whether it's a team meeting or a sector meeting, the floor must be given to people from visible minorities. As a result :

• The employees concerned 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 no. 13: Encourage employees to express their views on diversity and inclusion issues by setting up surveys.

Throughout the year, ensure regular communication with your teams on diversity and inclusion issues. Well-conducted surveys can help you do this.

As well as helping you to identify tomorrow's best solutions and make them more legitimate, they'll give you new ideas if you leave room for open-ended questions (e.g. "do you have any comments on such and such a subject?").

You can use paper ballots for the simplest votes, or digital questionnaires such as Google Forms.

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Idea no. 14: Promote diversity on company boards and management committees

You'll go further in your inclusive initiatives if you have the support of management committees, boards of directors and other hierarchical structures. This support will be all the stronger if people from different groups are present on these bodies.

You can also appoint a Diversity and Inclusion Officer to report to the Board of Directors on a regular basis. He or she also has other responsibilities:

• support the company's inclusion strategy ;
• raise awareness ;
• identify sources of discrimination.

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Tip #15: Provide special facilities for employees who need them

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

• microwave and 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 stair-side ramps to modified workstations, you can call onAGEFIPH to advise you on the best way to include disabled people in your company.

‍Ideas for diversity and inclusion in the workplace are plentiful, and even more so when employees are involved in the thinking process. Right from the hiring stage, combine objective and fair search factors with a recruitment solution like Marvin's to lay the foundations for your diversity policy.