Documentary database

The Diversithèque©

Documentary database

Accordia continuously monitors best practices in terms of inclusion.
We offer you a rigorous selection of external resources on diversity and inclusion.

This enriching collection is designed to enlighten and inspire all those seeking to deepen their knowledge of inclusion issues.

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Tool sheet: Self-assessment of organizational factors relating to the risk of sexist abuse and sexual harassment in the workplace

 

🌟 The risks of sexist abuse and sexual harassment: a major issue at work

The risks of sexist abuse and sexual harassment are occupational hazards like any other, affecting both men and women in the workplace. Depending on work organization and social relations, working conditions vary between the sexes, exposing each of them differently to occupational risks.

⚖️ A legal obligation enshrined in the Labor Code

As the August 2014 law now specifies in the Labor Code, "the assessment of occupational risks must take into account the differentiated impact of exposure to risk according to gender". The risks associated with sexist harassment and sexual harassment must be included in the Document Unique d'Evaluation des Risques Professionnels (DUERP) as well as in prevention actions.

🔍 An essential diagnosis for effective action

This tool enables you to carry out an initial diagnosis of the situation at your facility. Ideally, this diagnosis should be carried out with members of the CHSCT-CSE, the CSE or company referents for Sexist Behavior and Sexual Harassment (mandatory in all companies with at least 250 employees), or at the very least, collectively with other members of your organization.

🚀 A solid foundation for your prevention initiatives

This self-diagnosis will provide a valuable basis for integrating the risks associated with sexist behavior and sexual harassment into your DUERP. It will then enable you to define and implement appropriate preventive actions to guarantee a safer, more respectful and inclusive working environment.

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Resource sheet: Educational resources on the prevention of sexist behaviour, sexual harassment and sexual assault

 

🌟 Create an inclusive and respectful work environment

In a professional environment where equality and respect have become major issues, this guide offers an essential resource for understanding and combating sexism, sexual harassment and discriminatory behavior in the workplace. Much more than a simple compendium of information, this document brings together legal resources, case studies, poignant testimonials and practical tools to raise awareness, prevent and take effective action in the face of these issues, which are often downplayed but deeply rooted in the daily lives of many organizations.

⚖️ A legal and structured approach
Using a clear, structured approach, the guide explores the legal and human dimensions of sexism in the workplace, detailing employers' obligations, reporting mechanisms and prevention mechanisms. It also features a series ofenlightening studies and surveys that reveal the extent of the phenomenon and highlight concrete solutions for transforming work environments in the long term.

📚 Rich and varied educational resources
Expert articles, institutional opinions and educational videos enrich this document, offering a comprehensive and nuanced view of the subject. Whether for raising team awareness, training managers or implementing robust internal policies, each resource has been designed to move from theory to action.

🚀 A practical guide to concrete action
This guide is aimed at any organization wishing to create a more inclusive, respectful and safe workspace for all its employees. A must-read for those seeking to understand the mechanisms of sexism and build effective solutions to put an end to it.

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Sexual and gender-based violence and harassment in the workplace

 

Sexist and sexual violence and harassment are still all too common in the workplace, affecting mostly women, but also men and people from diverse backgrounds. Such behavior undermines the dignity, equality and well-being of individuals, and weakens collective performance.

A legal framework to protect everyone

French law firmly condemns such acts, whether isolated or repeated. Sexual harassment, assault, sexist comments, intentional violence or rape: each act can be punished, all the more so when committed in a professional context.

Taking action for yourself and others: a five-step guide

  1. Express refusal: Make it clear that the behavior is unacceptable.
  2. Break isolation: find support from colleagues, delegates or specialist associations.
  3. Document the facts: Collect evidence, testimonies and any other relevant elements.
  4. Alert the appropriate parties: Inform the employer, labor inspectorate or legal structures.
  5. Assert your rights: Consider legal action to obtain compensation.

Prevention, an essential lever for inclusion

Employers have a key role to play in combating such violence. Training teams, raising awareness of inappropriate behavior, and setting up secure reporting systems are all essential actions. These measures foster a respectful, inclusive climate in which everyone can move forward with peace of mind.

Together, by promoting respect, listening and solidarity, let's build discrimination-free workplaces where everyone feels free to be themselves.

https://www.souffrance-et-travail.com/travailleurs/harcelement-sexiste-sexuel/

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Study

1st Diversity Barometer of French companies (Club 21e Siècle-McKinsey) 2021

While mature organizations in terms of parity are beginning to embrace broader issues of diversity and inclusion, including not only gender and age, but also diversity of origin, culture, education, experience, sexual orientation and disability, French companies face a major challenge. While some countries, such as the United States, the United Kingdom and Brazil, have the means to measure diversity in the broadest sense, in France, the regulatory and cultural environment has made it difficult to factualize diversity beyond gender and age.

McKinsey and Club 21e Siècle have joined forces to create the Baromètre Diversité des entreprises françaises (French Corporate Diversity Barometer), to provide factual insight into the representativeness of other types of diversity among corporate executives. The aim of this initiative is to measure, for the first time in France, the socio-cultural diversity of the management bodies of major companies, and to enable volunteer organizations to make progress in this area. The study focused on two complementary aspects: diversity of origin and socio-economic diversity (see "Methodology" box). Until now, however, French companies have had very few, if any, measurement tools in these areas. The primary aim of the Diversity Barometer was therefore to work with the organizations taking part in its 1st edition to develop concrete management tools, based on objective criteria and a dedicated methodology. The aim of the Barometer is to initiate a process of progress. It aims to draw up an initial assessment of socio-cultural diversity within the management bodies of a sample of major French groups, and to measure its evolution over time.

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How to assess the impact of diversity and inclusion policies? AFMD

To enable professionals to integrate their most strategic actions into an impact assessment approach, whether in terms of gender inequality, racial discrimination, age or sexual orientation. By inviting D&I managers to slip into the shoes of the investigator, the book puts different postures into perspective and provides a number of examples, so that they can get to grips with the issues specific to their organization. Because that's what it's all about: to have a real impact on inequalities, you have to get to grips with the issues, understand the logic behind them and build your own approach.

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