This training meets the obligation for recruiters to be trained in non-discrimination (LOI n°2017-86 du 27 janvier 2017 relative à l'égalité et à la citoyenneté + Art. L. 1131-2. of the Labor Code)

This training course provides the knowledge needed to implement recruitment practices that respect the principles of non-discrimination, and to identify and select the best candidates.

Pedagogical objectives

  • Understanding the challenges of diversity
  • Understanding the legal framework for preventing discrimination
  • Conduct a discrimination-free recruitment process (from sourcing to final decision)
  • Positive actions applied to recruitment (disability, etc.)
  • Identify the best candidates on the basis of skills

Program

Diversity and Inclusion: what are we talking about?

  • Sharing representations of diversity
  • The concepts of diversity and inclusion
  • Preventing discrimination
  • Putting things into perspective: disability, age, gender equality, etc.

Activity : Diversi'Cartes©

 

The legal framework

  • Discrimination criteria illustrated
  • Permitted discrimination
  • Positive action in practice (gender diversity, disability, etc.)
  • Penalties
  • Legitimacy and proportionality of recruitment decisions
  • Practical exercise: putting recruitment into perspective


Stereotypes: sources of inequality

  • Understanding the origins of stereotypes, prejudice and unconscious bias
  • Understand the impact of stereotypes on our behavior and the act of recruitment


Recruiting the best candidates

  •  Case studies of operational situations
  •  Presentation of tools and best practices to avoid discrimination and promote skills and profile diversity


Focus on the stages in the recruitment process

  •  Writing ads and sourcing
  • Use of new sourcing tools (LinkedIn, Work4, Keycoop, Google, etc.)
  •  Applicant sorting and innovative practices (cross CV sorting, double CV sorting, etc.)
  •  The recruitment interview: forbidden questions and reformulation techniques to obtain legitimate information
  •  Presenting an atypical application to an operational manager
  • Knowing how to finalize recruitment and limit the feeling of discrimination among applicants
    applicants

 

Getting involved

  • Identify your area of action to take concrete action in your professional environment