Anti-discrimination, diversity and inclusion training
-
A reliable assessment to guide your diversity policy
Would you like to understand how your employees perceive equal treatment, inclusion, and anti-discrimination efforts within your organization? The Accordia Diversity Assessment provides you with a clear, structured, and actionable overview of your diversity challenges.
For more than 15 years, Accordia has been supporting large corporations, government agencies, public organizations, and CAC 40 companies.
What sets Accordia apart
Over 15 years of experience
For over 15 years, Accordia has been supporting public and private organizations on issues related to diversity, equality, and inclusion. We have conducted assessments for large corporations, government agencies, multi-site organizations, and CAC 40 companies.
A method designed for large organizations
Our solutions can be deployed across large-scale operations, ranging from a few hundred to tens of thousands of people. The approach is well-suited to complex environments, including multi-site operations, field-based roles, diverse employee statuses, labor relations, GDPR requirements, and certification challenges.
A secure approach
Confidentiality, anonymization, and collective reporting are at the heart of our methodology. This approach ensures more honest responses and more reliable results.
Actionable recommendations
The assessment goes beyond simply identifying issues. It helps establish priorities, inform an action plan, develop a risk assessment, or strengthen an existing diversity initiative.
What diversity assessment enables
Are your diversity commitments well known?
It assesses whether employees actually recognize the measures that have been implemented.
Is equal treatment perceived as being in effect?
It analyzes perceptions related to recruitment, career development, mobility, training, and managerial practices.
Do certain groups feel less valued or less protected?
It allows us to identify differences between populations, without ever attempting to identify individuals.
Which risks should be prioritized?
It helps provide a clearer understanding of areas requiring attention and the actions that need to be taken.
Is your process sufficiently documented?
It can support a CSR initiative, risk mapping, or preparation for the AFNOR Diversity Label.
Is it okay to ask questions about someone’s background, disability, or sexual orientation?
Yes, but within a specific framework. These questions can be useful for understanding whether certain groups experience or perceive the organization differently. However, they must meet several conditions: an explicit purpose; voluntary responses; appropriate wording; clear information provided to respondents; strict anonymization; reporting of results only in aggregate form; and minimum reporting thresholds. The goal is never to identify individuals. The goal is to identify collective trends in order to better prevent discrimination and strengthen equal treatment. This is one of the strengths of Accordia’s support: enabling these topics to be addressed seriously, without improvisation, and without making teams feel insecure.
Choose self-diagnosis
D&I diagnosticsDiversity Assessment and AFNOR Diversity Certification
As part of the AFNOR Diversity certification process, the diversity assessment is often a key step. It demonstrates that the organization goes beyond mere formal commitments and actively seeks to objectively assess its current situation, identify risks, and develop a strategy for continuous improvement. The Accordia assessment can help: map diversity and discrimination risks; identify gaps in perception among different groups; objectively identify strengths and areas for attention; inform the diversity action plan; prepare for discussions with stakeholders; and strengthen the credibility of the certification process. Engaging an external party provides an additional guarantee: neutrality of the analysis, confidentiality of responses, a secure methodology, and an independent perspective. The assessment does not replace the AFNOR audit and does not guarantee certification. However, it provides evidence, guidance, and prioritization that strengthen the process.
Choose self-diagnosis
D&I diagnosticsTake it a step further after completing the questionnaire
The questionnaire helps to objectively assess perceptions on a large scale. Based on the results, Accordia can assist you with further analysis.
HR Process Audit
An HR audit provides an opportunity to analyze practices related to recruitment, onboarding, employee mobility, training, career development, compensation, and the handling of concerns. It allows for a comparison between the perceptions gathered from the questionnaire and the organization’s actual practices.
Qualitative assessment
Interviews or focus groups can be organized to explore certain findings in greater depth. They provide a better understanding of the possible causes of the observed discrepancies and help identify more specific areas for action.
Risk mapping
The results of the assessment can be organized into a diversity and discrimination risk map. This map makes it possible to prioritize risks, justify the chosen priorities, and inform a coherent action plan.
Choose self-diagnosis
D&I diagnosticsThey put their trust in us
See all our case studies
Implementation of VSS prevention actions
-
Label Diversité support
"Having worked with Accordia for many years, we can only praise this partnership, which has enabled the bank to make great strides on the subjects of Inclusion and Diversity. Accordia is always ready to listen, and is able to offer its advice and the paths to follow in a benevolent and demanding manner".
Philippe Triboulet - Banque Populaire Val de France
Human Resources Director
