Intentions

DEMAIN, a firm committed to managerial and societal transformation issues, wanted to objectify the perception of diversity and inclusion within its teams.
The objective: to have a clear and reliable perception diagnosis, enabling internal reflections on corporate culture, management and collective dynamics.

Actions

TOMORROW called upon experts to implement its D&I policy:
Excerpt from the DEMAIN website:
  • We initially sought guidance from Mozaik RH, a recruitment and diversity consulting firm, which helped us clarify our vision of diversity and inclusion.
  • We recently called upon Accordia, an expert firm in the implementation of diversity policies, to identify situations of non-inclusion within the firm through a questionnaire (the processing of information and the conclusions were managed by Accordia in order to ensure neutrality and confidentiality) and to subsequently provide concrete solutions and measures .

Impacts

Commitment to diversity and inclusion 

The questionnaire conducted by Accordia revealed that the importance of inclusion is widely shared within the firm and associated with a respectful work environment . However, its benefits in terms of performance are questionable.
While we at the firm are all aligned on the desire to be more inclusive and diverse, a certain skepticism remains regarding the effective implementation of equal opportunities. The underlying belief in this skepticism is that, given our size and the nature of our business, we will never be 100% representative of French society , even if we can strive for greater diversity and inclusion .

Furthermore, the discussions that followed the return of the questionnaire revealed:

  • a real need to define the terms : singularity vs. diversity, notion of ally… Beyond allowing everyone a good understanding of the messages, this clarification of the notions has also proven important to ensure that everyone feels included and concerned.
  • a real need to take action through concrete and actionable short-term measures.

Conclusion

The questionnaire results were shared with the entire firm and helped raise awareness, open discussions, and initiate preliminary actions to promote diversity and inclusion within DEMAIN . We have planned workshops to address five key elements:

  • the impacts on recruitment of CV screening during interviews upon arrival
  • The impacts on the life of the practice : inclusion, moments of conviviality…
  • Impacts on the client's life : how to ensure that consultants do not experience discriminatory situations and if this is the case, what process to report and what solutions to put in place?
  • Tools : What tools should be put in place to adapt to certain situations such as disability, for example?
  • contract : free choice of pronoun or first name for contracts for example.