We place particular importance on diversity and inclusion, both to foster cohesion and a sense of community within our teams, and to affirm our positioning with our partners, clients, and future colleagues.
In this context, we have decided to apply for the diversity label through Actiris, which allows us to formalize and highlight this commitment. It is thanks to this support that the action plans we have implemented were developed, aiming to make our practices more inclusive and our organization more open to diversity.
Rethinking our recruitment practices
More inclusive job offers
We have thoroughly reviewed our job offer model to make it more accessible and more representative of our positioning.
Each job posting now includes a dedicated section on diversity and inclusion, where we clearly state our commitment. The wording has also been adapted to be more inclusive and direct. We explicitly mention the possibility of reasonable accommodations to reassure candidates who may have specific needs.
Additionally, we have decided to limit degree requirements to positions where they are truly essential. This change aims to broaden access to our opportunities and place greater value on skills, experience, and potential.
Through these adjustments, we aim to attract a more diverse talent pool and reduce the sometimes implicit barriers to applying.
Towards even more neutral recruitment
We have identified raising awareness of implicit bias as a key area for improvement. Training those involved in recruitment on neutral hiring practices has been an important step to strengthen the objectivity of our decisions.
This approach has helped consolidate a culture of evaluation based on clear, measurable criteria aligned with the skills genuinely required. Ultimately, we aim to systematically integrate this approach across all our HR processes.
Establishing a clear and safe framework
A structured anti-discrimination policy
We have developed an anti-discrimination policy to formalize our stance and clarify the rules applicable within the organization.
This policy includes:
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an explicit framework defining expected behaviors;
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a structured reporting procedure;
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identification of resource persons to contact confidentially.
The goal is to ensure a respectful, transparent work environment that aligns with our values.
Raising awareness and shaping internal culture
Diversity and inclusion cannot be sustainably embedded without ongoing awareness efforts. Several actions have been implemented:
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discussion and awareness sessions, such as “Lunch & Learn”;
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regular communications during company updates;
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highlighting the 45+ plan on the HR intranet;
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presentation of ongoing initiatives and future directions.
These initiatives aim to foster understanding of the issues, encourage dialogue, and strengthen collective responsibility around these topics.
Encouraging the expression of needs and flexibility
We emphasize our organizational flexibility and the possibility of reasonable accommodations, both in our job offers and in our internal communications.
Our objective is clear: to create a climate of trust that allows candidates and employees to express their specific needs without fear of stigma. This approach helps strengthen real inclusion beyond stated principles.
A more authentic representation of diversity
We also pay particular attention to the images and content shared on our website and communication materials. The goal is to reflect authentic, non-stereotypical diversity and to allow everyone to see themselves represented within our organization.
Strengthening our external positioning
We aim to make our commitment more visible to our partners, clients, and candidates. This includes developing a dedicated space for diversity and inclusion on our website, as well as more regular communication about our initiatives through our digital channels.
And tomorrow?
Our approach is part of a continuous improvement mindset. Several avenues are being considered for the next steps:
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systematically implementing training on neutral recruitment;
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more precisely measuring the impact of our actions (tracking diversity indicators, analyzing applications and hires);
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strengthening collaboration with specialized partners;
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further integrating diversity and inclusion into our talent evaluation and development processes;
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continuing awareness-raising initiatives for all teams.
We are convinced that diversity and inclusion are not one-off projects, but a lasting commitment that evolves with the organization and its environment. Our ambition is to continue progressing in a structured, transparent, and value-driven manner.
