This training course raises awareness of diversity issues and teaches best practices for inclusion.
- Your company
- Diversity team or dedicated committee
- Corporate culture - Diversity & Inclusion and QHCT
- HR Practices
- Impact and CSR Policy
- Inclusive Management
Result to save:
D&I diagnostics
September 24, 2026
The aim of this diagnostic is to assess the maturity of companies in terms of
In brief
Positives
Areas for improvement
Set up a dedicated diversity team or committee.
Draw up a formal diversity charter.
Implement concrete actions to obtain labels or certifications.
Assess current barriers to diversity initiatives.
Invest in additional training for managers.
Improve communication on diversity initiatives.
Share diversity best practices with other companies.
Encourage other companies to follow your example.
Continue to reinforce existing initiatives.
Assess employee perceptions of diversity.
Launch initiatives to address identified concerns.
Improve quality of work life to reinforce inclusion.
Intensify internal surveys on diversity and inclusion.
Strengthen corrective actions based on employee feedback.
Increase visibility of diversity initiatives.
Actively involve employees in diversity initiatives.
Maintain and improve QVCT practices.
Strengthen employee feedback analysis.
Review HR practices to integrate diversity.
Evaluate and correct compensation gaps.
Bring HR processes into line with anti-discrimination standards.
Reassess recruitment processes for greater inclusiveness.
Implement regular equal pay audits.
Improve discrimination prevention training.
Share best HR practices with other companies.
Obtain additional certifications for HR processes.
Continue to strengthen equal pay.
Include clear diversity objectives in CSR.
Establish partnerships with specialized organizations.
Publish regular reports on CSR progress.
Establish new partnerships to strengthen CSR.
Increase the frequency of reporting on diversity and inclusion.
Broaden the scope of diversity actions in CSR.
Explore more ambitious CSR initiatives.
Establish international diversity partnerships.
Strengthen public reporting on CSR progress.
Launch mandatory training courses on inclusive management.
Set up mentoring programs to raise awareness among managers.
Set clear objectives for inclusive management.
Extend access to non-discrimination training to all managers.
Include inclusiveness indicators in manager appraisals.
Set up a mentoring program for inclusive management.
Extend inclusive management practices to all levels.
Strengthen assessments of managers' ability to manage inclusively.
Organize regular workshops on inclusive management.
Set up a dedicated diversity team or committee.
Draw up a formal diversity charter.
Implement concrete actions to obtain labels or certifications.
Assess current barriers to diversity initiatives.
Invest in additional training for managers.
Improve communication on diversity initiatives.
Share diversity best practices with other companies.
Encourage other companies to follow your example.
Continue to reinforce existing initiatives.
Assess employee perceptions of diversity.
Launch initiatives to address identified concerns.
Improve quality of work life to reinforce inclusion.
Intensify internal surveys on diversity and inclusion.
Strengthen corrective actions based on employee feedback.
Increase visibility of diversity initiatives.
Actively involve employees in diversity initiatives.
Maintain and improve QVCT practices.
Strengthen employee feedback analysis.
Review HR practices to integrate diversity.
Evaluate and correct compensation gaps.
Bring HR processes into line with anti-discrimination standards.
Reassess recruitment processes for greater inclusiveness.
Implement regular equal pay audits.
Improve discrimination prevention training.
Share best HR practices with other companies.
Obtain additional certifications for HR processes.
Continue to strengthen equal pay.
Include clear diversity objectives in CSR.
Establish partnerships with specialized organizations.
Publish regular reports on CSR progress.
Establish new partnerships to strengthen CSR.
Increase the frequency of reporting on diversity and inclusion.
Broaden the scope of diversity actions in CSR.
Explore more ambitious CSR initiatives.
Establish international diversity partnerships.
Strengthen public reporting on CSR progress.
Launch mandatory training courses on inclusive management.
Set up mentoring programs to raise awareness among managers.
Set clear objectives for inclusive management.
Extend access to non-discrimination training to all managers.
Include inclusiveness indicators in manager appraisals.
Set up a mentoring program for inclusive management.
Extend inclusive management practices to all levels.
Strengthen assessments of managers' ability to manage inclusively.
Organize regular workshops on inclusive management.
Set up a dedicated diversity team or committee.
Draw up a formal diversity charter.
Implement concrete actions to obtain labels or certifications.
Assess current barriers to diversity initiatives.
Invest in additional training for managers.
Improve communication on diversity initiatives.
Share diversity best practices with other companies.
Encourage other companies to follow your example.
Continue to reinforce existing initiatives.
Assess employee perceptions of diversity.
Launch initiatives to address identified concerns.
Improve quality of work life to reinforce inclusion.
Intensify internal surveys on diversity and inclusion.
Strengthen corrective actions based on employee feedback.
Increase visibility of diversity initiatives.
Actively involve employees in diversity initiatives.
Maintain and improve QVCT practices.
Strengthen employee feedback analysis.
Review HR practices to integrate diversity.
Evaluate and correct compensation gaps.
Bring HR processes into line with anti-discrimination standards.
Reassess recruitment processes for greater inclusiveness.
Implement regular equal pay audits.
Improve discrimination prevention training.
Share best HR practices with other companies.
Obtain additional certifications for HR processes.
Continue to strengthen equal pay.
Include clear diversity objectives in CSR.
Establish partnerships with specialized organizations.
Publish regular reports on CSR progress.
Establish new partnerships to strengthen CSR.
Increase the frequency of reporting on diversity and inclusion.
Broaden the scope of diversity actions in CSR.
Explore more ambitious CSR initiatives.
Establish international diversity partnerships.
Strengthen public reporting on CSR progress.
Launch mandatory training courses on inclusive management.
Set up mentoring programs to raise awareness among managers.
Set clear objectives for inclusive management.
Extend access to non-discrimination training to all managers.
Include inclusiveness indicators in manager appraisals.
Set up a mentoring program for inclusive management.
Extend inclusive management practices to all levels.
Strengthen assessments of managers' ability to manage inclusively.
Organize regular workshops on inclusive management.
Set up a dedicated diversity team or committee.
Draw up a formal diversity charter.
Implement concrete actions to obtain labels or certifications.
Assess current barriers to diversity initiatives.
Invest in additional training for managers.
Improve communication on diversity initiatives.
Share diversity best practices with other companies.
Encourage other companies to follow your example.
Continue to reinforce existing initiatives.
Assess employee perceptions of diversity.
Launch initiatives to address identified concerns.
Improve quality of work life to reinforce inclusion.
Intensify internal surveys on diversity and inclusion.
Strengthen corrective actions based on employee feedback.
Increase visibility of diversity initiatives.
Actively involve employees in diversity initiatives.
Maintain and improve QVCT practices.
Strengthen employee feedback analysis.
Review HR practices to integrate diversity.
Evaluate and correct compensation gaps.
Bring HR processes into line with anti-discrimination standards.
Reassess recruitment processes for greater inclusiveness.
Implement regular equal pay audits.
Improve discrimination prevention training.
Share best HR practices with other companies.
Obtain additional certifications for HR processes.
Continue to strengthen equal pay.
Include clear diversity objectives in CSR.
Establish partnerships with specialized organizations.
Publish regular reports on CSR progress.
Establish new partnerships to strengthen CSR.
Increase the frequency of reporting on diversity and inclusion.
Broaden the scope of diversity actions in CSR.
Explore more ambitious CSR initiatives.
Establish international diversity partnerships.
Strengthen public reporting on CSR progress.
Launch mandatory training courses on inclusive management.
Set up mentoring programs to raise awareness among managers.
Set clear objectives for inclusive management.
Extend access to non-discrimination training to all managers.
Include inclusiveness indicators in manager appraisals.
Set up a mentoring program for inclusive management.
Extend inclusive management practices to all levels.
Strengthen assessments of managers' ability to manage inclusively.
Organize regular workshops on inclusive management.
Set up a dedicated diversity team or committee.
Draw up a formal diversity charter.
Implement concrete actions to obtain labels or certifications.
Assess current barriers to diversity initiatives.
Invest in additional training for managers.
Improve communication on diversity initiatives.
Share diversity best practices with other companies.
Encourage other companies to follow your example.
Continue to reinforce existing initiatives.
Assess employee perceptions of diversity.
Launch initiatives to address identified concerns.
Improve quality of work life to reinforce inclusion.
Intensify internal surveys on diversity and inclusion.
Strengthen corrective actions based on employee feedback.
Increase visibility of diversity initiatives.
Actively involve employees in diversity initiatives.
Maintain and improve QVCT practices.
Strengthen employee feedback analysis.
Review HR practices to integrate diversity.
Evaluate and correct compensation gaps.
Bring HR processes into line with anti-discrimination standards.
Reassess recruitment processes for greater inclusiveness.
Implement regular equal pay audits.
Improve discrimination prevention training.
Share best HR practices with other companies.
Obtain additional certifications for HR processes.
Continue to strengthen equal pay.
Include clear diversity objectives in CSR.
Establish partnerships with specialized organizations.
Publish regular reports on CSR progress.
Establish new partnerships to strengthen CSR.
Increase the frequency of reporting on diversity and inclusion.
Broaden the scope of diversity actions in CSR.
Explore more ambitious CSR initiatives.
Establish international diversity partnerships.
Strengthen public reporting on CSR progress.
Launch mandatory training courses on inclusive management.
Set up mentoring programs to raise awareness among managers.
Set clear objectives for inclusive management.
Extend access to non-discrimination training to all managers.
Include inclusiveness indicators in manager appraisals.
Set up a mentoring program for inclusive management.
Extend inclusive management practices to all levels.
Strengthen assessments of managers' ability to manage inclusively.
Organize regular workshops on inclusive management.
More details
Your company seems to be at the beginning of its diversity and inclusion journey. It's essential to set up a dedicated team or committee to structure your efforts. Start by drawing up a formal charter and implementing the first concrete actions, such as obtaining labels or certifications, to demonstrate your commitment.
Your company has made significant progress in diversity and inclusion, but some initiatives could be strengthened. Although you have set up a dedicated committee, there are still opportunities to improve communication and obtain additional certifications. We recommend assessing current obstacles and investing in additional training for your managers.
Your company demonstrates a strong commitment to diversity and inclusion by having set up a dedicated team or committee. Initiatives are well communicated, and certifications/labels obtained testify to your seriousness in this area. To go even further, consider sharing your best practices within your sector and encouraging other companies to follow your example.
It sounds like your company is struggling to establish a strong culture of inclusion. It's crucial to start by assessing employee perceptions and launching initiatives that directly address the concerns identified. Ongoing efforts to improve the quality of working life will be essential to evolving your corporate culture.
Your company shows a reasonably well-established culture of inclusion, but further efforts are needed to ensure that all employees feel valued. We suggest you intensify internal surveys and reinforce corrective actions based on employee feedback.
Your company has succeeded in creating an inclusive culture where employees feel respected and valued. Regular surveys and feedback analysis show a strong focus on quality of working life. To maintain this high level, continue to actively involve your employees in the continuous improvement of diversity and inclusion practices.
Your company could benefit from a complete overhaul of its HR practices to incorporate principles of diversity and inclusion. It's important to start with concrete actions, such as assessing pay gaps and complying with discrimination prevention standards, to create a solid foundation on which to build.
Your company has taken important steps to integrate diversity into its HR practices, but there are still areas for improvement. It is advisable to re-evaluate your recruitment processes and set up more regular audits to ensure full compliance in terms of equal pay and discrimination prevention.
Your company's HR practices are exemplary in terms of diversity, inclusion and equal pay. Your recruitment processes are inclusive and in line with discrimination prevention standards. To go further, you could consider sharing your HR practices with other companies, or obtaining additional certifications for your HR processes.
Diversity and inclusion don't seem to feature much in your CSR policy. We suggest that you start by including clear diversity objectives in your CSR strategy, and establishing partnerships with organizations that can help you achieve these objectives. Regular reporting would also be beneficial to reinforce your commitment.
Although your company has integrated elements of diversity and inclusion into its CSR strategy, there are still opportunities to strengthen these initiatives. We recommend broadening the scope of your actions by establishing new partnerships or increasing the frequency of your progress reports.
Your company excels in integrating diversity and inclusion into its CSR strategy. You have set up inclusive partnerships and regularly report on your progress. To go even further, you could explore even more ambitious CSR initiatives, such as international projects or partnerships with specialized NGOs.
It seems that your company does not yet have established practices for inclusive management. We recommend that you start with mandatory training courses on inclusive management and set up mentoring programs to raise awareness among your managers of the importance of inclusiveness in their teams.
Your company has put in place a solid foundation for inclusive management, but there are still areas for improvement. It could be useful to extend access to training on non-discrimination to all managers, and to strengthen evaluations by integrating specific indicators on inclusiveness.
Your company demonstrates a strong commitment to inclusive management, with regular training and assessments of your managers' ability to manage inclusively. You could consider extending these practices to all levels of management to ensure consistent application throughout the company.
Your company seems to be at the beginning of its diversity and inclusion journey. It's essential to set up a dedicated team or committee to structure your efforts. Start by drawing up a formal charter and implementing the first concrete actions, such as obtaining labels or certifications, to demonstrate your commitment.
Your company has made significant progress in diversity and inclusion, but some initiatives could be strengthened. Although you have set up a dedicated committee, there are still opportunities to improve communication and obtain additional certifications. We recommend assessing current obstacles and investing in additional training for your managers.
Your company demonstrates a strong commitment to diversity and inclusion by having set up a dedicated team or committee. Initiatives are well communicated, and certifications/labels obtained testify to your seriousness in this area. To go even further, consider sharing your best practices within your sector and encouraging other companies to follow your example.
It sounds like your company is struggling to establish a strong culture of inclusion. It's crucial to start by assessing employee perceptions and launching initiatives that directly address the concerns identified. Ongoing efforts to improve the quality of working life will be essential to evolving your corporate culture.
Your company shows a reasonably well-established culture of inclusion, but further efforts are needed to ensure that all employees feel valued. We suggest you intensify internal surveys and reinforce corrective actions based on employee feedback.
Your company has succeeded in creating an inclusive culture where employees feel respected and valued. Regular surveys and feedback analysis show a strong focus on quality of working life. To maintain this high level, continue to actively involve your employees in the continuous improvement of diversity and inclusion practices.
Your company could benefit from a complete overhaul of its HR practices to incorporate principles of diversity and inclusion. It's important to start with concrete actions, such as assessing pay gaps and complying with discrimination prevention standards, to create a solid foundation on which to build.
Your company has taken important steps to integrate diversity into its HR practices, but there are still areas for improvement. It is advisable to re-evaluate your recruitment processes and set up more regular audits to ensure full compliance in terms of equal pay and discrimination prevention.
Your company's HR practices are exemplary in terms of diversity, inclusion and equal pay. Your recruitment processes are inclusive and in line with discrimination prevention standards. To go further, you could consider sharing your HR practices with other companies, or obtaining additional certifications for your HR processes.
Diversity and inclusion don't seem to feature much in your CSR policy. We suggest that you start by including clear diversity objectives in your CSR strategy, and establishing partnerships with organizations that can help you achieve these objectives. Regular reporting would also be beneficial to reinforce your commitment.
Although your company has integrated elements of diversity and inclusion into its CSR strategy, there are still opportunities to strengthen these initiatives. We recommend broadening the scope of your actions by establishing new partnerships or increasing the frequency of your progress reports.
Your company excels in integrating diversity and inclusion into its CSR strategy. You have set up inclusive partnerships and regularly report on your progress. To go even further, you could explore even more ambitious CSR initiatives, such as international projects or partnerships with specialized NGOs.
It seems that your company does not yet have established practices for inclusive management. We recommend that you start with mandatory training courses on inclusive management and set up mentoring programs to raise awareness among your managers of the importance of inclusiveness in their teams.
Your company has put in place a solid foundation for inclusive management, but there are still areas for improvement. It could be useful to extend access to training on non-discrimination to all managers, and to strengthen evaluations by integrating specific indicators on inclusiveness.
Your company demonstrates a strong commitment to inclusive management, with regular training and assessments of your managers' ability to manage inclusively. You could consider extending these practices to all levels of management to ensure consistent application throughout the company.
Your company seems to be at the beginning of its diversity and inclusion journey. It's essential to set up a dedicated team or committee to structure your efforts. Start by drawing up a formal charter and implementing the first concrete actions, such as obtaining labels or certifications, to demonstrate your commitment.
Your company has made significant progress in diversity and inclusion, but some initiatives could be strengthened. Although you have set up a dedicated committee, there are still opportunities to improve communication and obtain additional certifications. We recommend assessing current obstacles and investing in additional training for your managers.
Your company demonstrates a strong commitment to diversity and inclusion by having set up a dedicated team or committee. Initiatives are well communicated, and certifications/labels obtained testify to your seriousness in this area. To go even further, consider sharing your best practices within your sector and encouraging other companies to follow your example.
It sounds like your company is struggling to establish a strong culture of inclusion. It's crucial to start by assessing employee perceptions and launching initiatives that directly address the concerns identified. Ongoing efforts to improve the quality of working life will be essential to evolving your corporate culture.
Your company shows a reasonably well-established culture of inclusion, but further efforts are needed to ensure that all employees feel valued. We suggest you intensify internal surveys and reinforce corrective actions based on employee feedback.
Your company has succeeded in creating an inclusive culture where employees feel respected and valued. Regular surveys and feedback analysis show a strong focus on quality of working life. To maintain this high level, continue to actively involve your employees in the continuous improvement of diversity and inclusion practices.
Your company could benefit from a complete overhaul of its HR practices to incorporate principles of diversity and inclusion. It's important to start with concrete actions, such as assessing pay gaps and complying with discrimination prevention standards, to create a solid foundation on which to build.
Your company has taken important steps to integrate diversity into its HR practices, but there are still areas for improvement. It is advisable to re-evaluate your recruitment processes and set up more regular audits to ensure full compliance in terms of equal pay and discrimination prevention.
Your company's HR practices are exemplary in terms of diversity, inclusion and equal pay. Your recruitment processes are inclusive and in line with discrimination prevention standards. To go further, you could consider sharing your HR practices with other companies, or obtaining additional certifications for your HR processes.
Diversity and inclusion don't seem to feature much in your CSR policy. We suggest that you start by including clear diversity objectives in your CSR strategy, and establishing partnerships with organizations that can help you achieve these objectives. Regular reporting would also be beneficial to reinforce your commitment.
Although your company has integrated elements of diversity and inclusion into its CSR strategy, there are still opportunities to strengthen these initiatives. We recommend broadening the scope of your actions by establishing new partnerships or increasing the frequency of your progress reports.
Your company excels in integrating diversity and inclusion into its CSR strategy. You have set up inclusive partnerships and regularly report on your progress. To go even further, you could explore even more ambitious CSR initiatives, such as international projects or partnerships with specialized NGOs.
It seems that your company does not yet have established practices for inclusive management. We recommend that you start with mandatory training courses on inclusive management and set up mentoring programs to raise awareness among your managers of the importance of inclusiveness in their teams.
Your company has put in place a solid foundation for inclusive management, but there are still areas for improvement. It could be useful to extend access to training on non-discrimination to all managers, and to strengthen evaluations by integrating specific indicators on inclusiveness.
Your company demonstrates a strong commitment to inclusive management, with regular training and assessments of your managers' ability to manage inclusively. You could consider extending these practices to all levels of management to ensure consistent application throughout the company.
Your company seems to be at the beginning of its diversity and inclusion journey. It's essential to set up a dedicated team or committee to structure your efforts. Start by drawing up a formal charter and implementing the first concrete actions, such as obtaining labels or certifications, to demonstrate your commitment.
Your company has made significant progress in diversity and inclusion, but some initiatives could be strengthened. Although you have set up a dedicated committee, there are still opportunities to improve communication and obtain additional certifications. We recommend assessing current obstacles and investing in additional training for your managers.
Your company demonstrates a strong commitment to diversity and inclusion by having set up a dedicated team or committee. Initiatives are well communicated, and certifications/labels obtained testify to your seriousness in this area. To go even further, consider sharing your best practices within your sector and encouraging other companies to follow your example.
It sounds like your company is struggling to establish a strong culture of inclusion. It's crucial to start by assessing employee perceptions and launching initiatives that directly address the concerns identified. Ongoing efforts to improve the quality of working life will be essential to evolving your corporate culture.
Your company shows a reasonably well-established culture of inclusion, but further efforts are needed to ensure that all employees feel valued. We suggest you intensify internal surveys and reinforce corrective actions based on employee feedback.
Your company has succeeded in creating an inclusive culture where employees feel respected and valued. Regular surveys and feedback analysis show a strong focus on quality of working life. To maintain this high level, continue to actively involve your employees in the continuous improvement of diversity and inclusion practices.
Your company could benefit from a complete overhaul of its HR practices to incorporate principles of diversity and inclusion. It's important to start with concrete actions, such as assessing pay gaps and complying with discrimination prevention standards, to create a solid foundation on which to build.
Your company has taken important steps to integrate diversity into its HR practices, but there are still areas for improvement. It is advisable to re-evaluate your recruitment processes and set up more regular audits to ensure full compliance in terms of equal pay and discrimination prevention.
Your company's HR practices are exemplary in terms of diversity, inclusion and equal pay. Your recruitment processes are inclusive and in line with discrimination prevention standards. To go further, you could consider sharing your HR practices with other companies, or obtaining additional certifications for your HR processes.
Diversity and inclusion don't seem to feature much in your CSR policy. We suggest that you start by including clear diversity objectives in your CSR strategy, and establishing partnerships with organizations that can help you achieve these objectives. Regular reporting would also be beneficial to reinforce your commitment.
Although your company has integrated elements of diversity and inclusion into its CSR strategy, there are still opportunities to strengthen these initiatives. We recommend broadening the scope of your actions by establishing new partnerships or increasing the frequency of your progress reports.
Your company excels in integrating diversity and inclusion into its CSR strategy. You have set up inclusive partnerships and regularly report on your progress. To go even further, you could explore even more ambitious CSR initiatives, such as international projects or partnerships with specialized NGOs.
It seems that your company does not yet have established practices for inclusive management. We recommend that you start with mandatory training courses on inclusive management and set up mentoring programs to raise awareness among your managers of the importance of inclusiveness in their teams.
Your company has put in place a solid foundation for inclusive management, but there are still areas for improvement. It could be useful to extend access to training on non-discrimination to all managers, and to strengthen evaluations by integrating specific indicators on inclusiveness.
Your company demonstrates a strong commitment to inclusive management, with regular training and assessments of your managers' ability to manage inclusively. You could consider extending these practices to all levels of management to ensure consistent application throughout the company.
Your company seems to be at the beginning of its diversity and inclusion journey. It's essential to set up a dedicated team or committee to structure your efforts. Start by drawing up a formal charter and implementing the first concrete actions, such as obtaining labels or certifications, to demonstrate your commitment.
Your company has made significant progress in diversity and inclusion, but some initiatives could be strengthened. Although you have set up a dedicated committee, there are still opportunities to improve communication and obtain additional certifications. We recommend assessing current obstacles and investing in additional training for your managers.
Your company demonstrates a strong commitment to diversity and inclusion by having set up a dedicated team or committee. Initiatives are well communicated, and certifications/labels obtained testify to your seriousness in this area. To go even further, consider sharing your best practices within your sector and encouraging other companies to follow your example.
It sounds like your company is struggling to establish a strong culture of inclusion. It's crucial to start by assessing employee perceptions and launching initiatives that directly address the concerns identified. Ongoing efforts to improve the quality of working life will be essential to evolving your corporate culture.
Your company shows a reasonably well-established culture of inclusion, but further efforts are needed to ensure that all employees feel valued. We suggest you intensify internal surveys and reinforce corrective actions based on employee feedback.
Your company has succeeded in creating an inclusive culture where employees feel respected and valued. Regular surveys and feedback analysis show a strong focus on quality of working life. To maintain this high level, continue to actively involve your employees in the continuous improvement of diversity and inclusion practices.
Your company could benefit from a complete overhaul of its HR practices to incorporate principles of diversity and inclusion. It's important to start with concrete actions, such as assessing pay gaps and complying with discrimination prevention standards, to create a solid foundation on which to build.
Your company has taken important steps to integrate diversity into its HR practices, but there are still areas for improvement. It is advisable to re-evaluate your recruitment processes and set up more regular audits to ensure full compliance in terms of equal pay and discrimination prevention.
Your company's HR practices are exemplary in terms of diversity, inclusion and equal pay. Your recruitment processes are inclusive and in line with discrimination prevention standards. To go further, you could consider sharing your HR practices with other companies, or obtaining additional certifications for your HR processes.
Diversity and inclusion don't seem to feature much in your CSR policy. We suggest that you start by including clear diversity objectives in your CSR strategy, and establishing partnerships with organizations that can help you achieve these objectives. Regular reporting would also be beneficial to reinforce your commitment.
Although your company has integrated elements of diversity and inclusion into its CSR strategy, there are still opportunities to strengthen these initiatives. We recommend broadening the scope of your actions by establishing new partnerships or increasing the frequency of your progress reports.
Your company excels in integrating diversity and inclusion into its CSR strategy. You have set up inclusive partnerships and regularly report on your progress. To go even further, you could explore even more ambitious CSR initiatives, such as international projects or partnerships with specialized NGOs.
It seems that your company does not yet have established practices for inclusive management. We recommend that you start with mandatory training courses on inclusive management and set up mentoring programs to raise awareness among your managers of the importance of inclusiveness in their teams.
Your company has put in place a solid foundation for inclusive management, but there are still areas for improvement. It could be useful to extend access to training on non-discrimination to all managers, and to strengthen evaluations by integrating specific indicators on inclusiveness.
Your company demonstrates a strong commitment to inclusive management, with regular training and assessments of your managers' ability to manage inclusively. You could consider extending these practices to all levels of management to ensure consistent application throughout the company.
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This training course raises awareness of diversity issues and teaches best practices for inclusion.
This training course raises awareness of diversity issues and teaches best practices for inclusion.
This training course raises awareness of diversity issues and teaches best practices for inclusion.
This training course raises awareness of diversity issues and teaches best practices for inclusion.
This training course raises awareness of diversity issues and teaches best practices for inclusion.
This training course raises awareness of diversity issues and teaches best practices for inclusion.
This training course raises awareness of diversity issues and teaches best practices for inclusion.
This training course raises awareness of diversity issues and teaches best practices for inclusion.
This training course raises awareness of diversity issues and teaches best practices for inclusion.
Associated mission
"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
"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
"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
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