For 15 years, we have been recognized for our high level of expertise, our innovations and our commitment to society.

Each company is as unique as its employees. That's why we take into account the history and culture of each organization and propose the most appropriate solutions.

Our mission: to promote a culture ofinclusion as part of your company's overall performance by proposing appropriate actions to make diversity a corporate strength.

Accordia

Why carry out a diagnostic?

We use a combination of methods to collect comprehensive data

Understanding internal dynamics

Understanding internal dynamics

Identify the factors that influence diversity and inclusion in your company.

Our data analysis process

Our comprehensive Diversity & Inclusion Diagnostic gives you a clear, detailed picture of your strengths and areas for improvement.

Combining quantitative and qualitative data

Combining quantitative and qualitative data

Use of structured surveys, demographic analysis and qualitative data collection

A nuanced, holistic approach

A nuanced, holistic approach

Accurate, detailed assessment of your company's current situation with regard to diversity and inclusion.

Our values

Developing diversity and inclusion in the workplace

Developing diversity and inclusion in the workplace

It means being convinced that we are all rich in our differences, which are a source of individual and collective enrichment.

Why choose Accordia?

Why choose Accordia?

Why choose Accordia?

Teste dfgke, k,sfgml, :;,gs dfdfshsgh

Why choose Accordia?

bla bla bla coconut no water in content page web

bla bla bla coconut no water in content page web

test

Hello hello2

   Which form?

Filter

Filter by

Which period?

La Boussole - SOS Homophobie

 

🌈 La Boussole: Comprendre et Réagir Face aux LGBTIphobies

La Boussole, created by SOS Homophobie, is an awareness-raising tool designed to combat LGBTIphobia, i.e. manifestations of rejection, contempt or hatred towards lesbian, gay, bisexual, transgender and intersex (LGBTI) people. This guide presents situations experienced by LGBTI people, whether benevolent or discriminatory, to raise awareness and encourage action against violence.

📋 The different situations explored

  1. When you feel good
    • Talk freely about your relationships, if you wish.
    • Assert your gender identity and be correctly named.
    • Live out your relationships in the open and enjoy the same rights as everyone else.
  2. When you feel uncomfortable
    • Being mocked or isolated.
    • Hearing jokes or clichés about LGBTI people.
    • Facing hostile judgments or the minimization of experienced discrimination.
  3. When you're in danger
    • Physical or sexual abuse.
    • Be the target of harassment, rumors or outing (forced disclosure of sexual orientation or gender identity).
    • Being rejected from your home or having your rights violated.

🌟 Compass objectives

  • Raising public awareness: Informing the public about the realities experienced by LGBTI people to foster understanding and empathy.
  • Helping victims: Provide concrete examples of situations and resources for dealing with violence.
  • Encourage witnesses: Encourage allies to take action against discrimination and support those affected.

🛠️ Resources and support

  • SOS Homophobie: A helpline and chat room are available to support victims and witnesses.
  • Emergency numbers: In case of immediate danger, call 17.

La Boussole | SOS homophobie

Go to data sheet

LGBTIphobia Report 2023 - SOS Homophobie

 

🌈 Report on LGBTIphobia in France: 2023

SOS Homophobie's 2023 LGBTIphobia Report reveals a worrying reality regarding the discrimination and violence suffered by LGBTI people in France. This document is based on over 1,500 testimonials collected via the association's hotline, chat'écoute and other platforms. It analyzes the contexts and manifestations of LGBTIphobia, and suggests ways of improving inclusion.

📋 Report key data

  • 1,506 testimonials recorded, up 5% on 2022.
  • Background to the violence :
    • Online hate (17% of cases).
    • Public places (12%).
    • Family and close friends (15%).
    • Work (10%).
  • Main targets :
    • 64% of victims are cisgender men.
    • Trans people account for 18% of cases, marking a significant increase.

🌟 Events and developments

1️⃣ Verbal and physical abuse

  • Insults: Present in 40% of cases.
  • Physical assaults: 15% of testimonies report beatings, injuries or stalking.
  • Harassment: Mostly in the neighborhood, at work or in the family.

2️⃣ Increase in cases of transphobia

  • An increase of 27% compared to 2021, linked to the trivialization of transphobic discourse in the media and online.

3️⃣ Rejection and ignorance

  • Rejection behavior affects 68% of victims, amplifying their isolation and malaise.

🛠️ Recommendations for action

  1. Raising awareness from an early age
    • Develop educational modules on inclusion in schools and universities.
    • Train teachers to better welcome and support LGBTI students.
  2. Protecting victims
    • Strengthen online and face-to-face reporting systems.
    • Ensure that law enforcement and the justice system take appropriate action.
  3. Promoting inclusion in the workplace
    • Training managers on LGBTIphobia.
    • Set up corporate support networks.
  4. Penalizing hateful behavior
    • Strict enforcement of anti-discrimination and anti-hate speech legislation.

Report on LGBTIphobia | SOS homophobie

 

Go to data sheet

Sexual orientation in the workplace: understand and act - IMS-Entreprendre pour la Cité

 

🌈 Orientation Sexuelle en Entreprise : Comprendre et Agir

The guide Sexual Orientation in the Workplace: Understanding and Acting, published by IMS-Entreprendre pour la Cité, aims to provide companies with practical tools for including sexual orientation in their diversity policies. This document demonstrates that dealing with sexual orientation in the workplace contributes to employee well-being, loyalty and improved organizational performance.

📋 Why take sexual orientation into account?

  1. An often overlooked criterion
    Although sexual orientation is one of the 18 legal criteria for discrimination, it remains poorly integrated into companies' inclusion policies.
  2. A well-being issue
    LGBT+ employees who conceal their sexual orientation at work suffer considerable stress, which impacts on their productivity. An inclusive policy helps them to flourish.
  3. Impact on performance
    Companies that take diversity, including sexual orientation, into account attract and retain talent, while improving their image with customers and partners.

🛠️ Actions for effective inclusion

  1. Explicit company commitment
    • Explicitly mention sexual orientation in diversity charters and internal documents.
    • Sign anti-homophobia charters, like that of l'Autre Cercle.
  2. Awareness-raising and training
    • Training HR teams and managers in diversity management.
    • Organize workshops and events, such as the celebration of the International Day Against Homophobia and Transphobia.
  3. Setting up inclusive systems
    • Revise administrative documents to avoid discrimination (e.g., include the terms "partner" or "parent 1 and parent 2").
    • Create listening and reporting units to support employees who are victims of discrimination.
  4. Support for internal networks
    • Recognize and support in-house LGBT+ employee associations to improve cohesion and experience sharing.
  5. Working with external partners
    • Collaborate with specialized associations to enrich inclusion policies (SOS Homophobie, Homoboulot, etc.).

💡 Examples of committed companies

  • IBM: Executive training with an LGBT+ reverse mentoring program.
  • France Télécom - Orange: Support for the Mobilisnoo association, which helps LGBT+ employees.
  • Sodexo: Implementation of international inclusion charters and creation of an LGBT+ taskforce.

Guide "Sexual orientation in the workplace" | DILCRAH

Go to data sheet

Mobilization plan against anti-LGBT hatred and discrimination, DILCRAH

 

🌟 Mobilization Plan against Anti-LGBT Hate and Discrimination

The Plan de mobilisation contre la haine et les discriminations anti-LGBT, drawn up by the DILCRAH (Délégation interministérielle à la lutte contre le racisme, l'antisémitisme et la haine anti-LGBT), sets out strategic priorities to strengthen equality and the protection of the rights of LGBT+ people in France. The plan is based on five main priorities and mobilizes an annual budget of 1.5 million euros for local and national actions.

📋 Objectives and strategic directions

  1. An exemplary Republic against anti-LGBT hatred
    • Launch of national awareness and prevention campaigns.
    • Creation of a network of correspondents within ministries and prefectures to manage actions in the field.
    • Support for national and local associative projects.
  2. Punish every act of hatred and protect victims
    • Strengthen reporting mechanisms, in particular with an online pre-complaint system for discrimination.
    • Train reception staff and referral agents to improve the reception of victims, with a particular focus on trans people.
    • Actively combat online hate speech in collaboration with social networks.
  3. Educating against anti-LGBT hatred and discrimination
    • Integrate the fight against LGBTphobia into school curricula, via moral and civic education.
    • Train educational staff to identify and prevent discrimination.
    • Support associations working in schools.
  4. Taking action against anti-LGBT discrimination on a daily basis
    • Facilitating the inclusion of trans people in public services and administrative procedures.
    • Encourage the signing of inclusive charters in EHPAD and public establishments.
    • Raising awareness of LGBT rights in companies and rural areas.
  5. Continuing the international fight for LGBT rights
    • Promote universal decriminalization of homosexuality through the United Nations and European organizations.
    • Support LGBT activists abroad and facilitate their participation in international events.
    • Pay particular attention to asylum applications from people persecuted for their sexual orientation or gender identity.

💡 Flagship actions

  • Introduction of a training module for new entrants to the civil service.
  • Launch of awareness-raising campaigns in sport, notably via the promotion of the Gay Games in Paris in 2018.
  • Organization of events around May 17 (International Day Against Homophobia and Transphobia).

Mobilization plan against anti-LGBT hatred and discrimination | DILCRAH

Go to data sheet

BibliNino literary catalog

 

🌟 "BibliNino" Literary Library: Queer and Feminist Reading

The BibliNino literary catalog, conceived during a translation residency at Rhizomes, features a selection of queer and feminist literary works. Classified by theme and emotion, these works explore issues of gender, sexuality and domination, while celebrating the power of literary narratives. This guide is designed to stimulate reflection, arouse emotions and broaden horizons.

📋 Thematic organization of the works

  1. Queer and feminist
    These stories displace norms, expose violence, and feature protagonists who resist and empathize.
  2. Cruautés d'enfance
    Fiction that explores childhood through the prism of dependence and empathy, revealing adult truths through fresh eyes.
  3. Brut-es de décoffrage
    Works marked by rage, violence and trauma, for those moments when you're looking for an emotional slap in the face.
  4. Writings
    These abundant stories help us understand social structures and embrace the complexity of the world.
  5. Regenerating reality
    Books that reinvent categories, propose new ideas and new words to resist and transform.
  6. Healing
    Unexpected trajectories and personal resolutions, these works inspire us to overcome obstacles and find peace.

📖 Outstanding examples

  • Stone Butch Blues by Leslie Feinberg: A queer classic translated by an activist collective.
  • Le dieu des petits riens by Arundhati Roy: A poetic exploration of social inequality in India.
  • Why be happy when you can be normal? by Jeanette Winterson: A poignant autobiographical account.
  • Chavirer by Lola Lafon: A critique of power dynamics through the story of abuse.
  • Trash by Dorothy Allison: A plunge into class inequality and systemic violence.

🌟 A resource for thinking and acting

This library is an invitation to broaden perspectives while highlighting the richness of literary narratives as tools for social transformation. It features works that challenge, inspire and resonate with contemporary struggles.

Queer and feminist bibliography by Nino S.Dufour | DILCRAH

Go to data sheet

Discrimination on the job market suffered by people of North African origin - INSEE

 

🌟 Discrimination in the job market: Focus on people of North African origin

The INSEE report Les discriminations sur le marché du travail explores the specific obstacles faced by people of North African origin, immigrants or descendants of immigrants, in employment. Based on recent data and in-depth analyses, this document sheds light on inequalities in access to employment and career progression, by identifying the structural and behavioral causes of discrimination.

📋 Key points

  1. Access to employment and unemployment rate
    • Applicants of presumed North African origin receive 32% fewer callbacks from recruiters than applicants with no presumed migratory background.
    • The unemployment rate for people of North African origin is 16%, 10 points higher than for people with no migratory background.
  2. Gender differences
    • Men of North African origin face more obstacles, with an unexplained unemployment rate as high as 80% compared with people of no migratory background.
    • Although women of North African origin are less affected than men, they often suffer from a combination of discrimination linked to gender and origin.
  3. Feeling of discrimination
    • 36% of immigrant men and women of North African origin report that they have been unfairly refused a job, compared to 15% of people with no migrant background.
    • Reasons include origin (51%) and, for women, additional gender discrimination.

🌟 Methodology

The analysis is based on three complementary approaches:

  1. Large-scale testing (2019-2021): Sending out fictitious applications to measure discriminatory behavior in hiring.
  2. Unemployment Gap Surveys (2019-2020): Comparison of unemployment rates by demographic and occupational characteristics.
  3. Discrimination Perceptions Survey (TeO2, 2019-2020): Study of perceptions of unfair treatment over the past five years.

🛠️ Recommendations for action

  1. Strengthening anti-discrimination legislation
    • Step up controls and penalties for companies that discriminate in hiring.
  2. Training recruiters
    • Offer training on unconscious bias and diversity issues.
  3. Promoting inclusive policies
    • Promote charters or labels promoting diversity and equal opportunity.
  4. Encouraging transparency
    • Introduce regular audits to analyze recruitment practices and correct discrepancies.

Discrimination in the job market suffered by people of North African origin | DILCRAH

Go to data sheet

Report on LGBTIphobia 2024 - SOS Homophobie

 

🌈 Report on LGBTIphobia in France: 2024

The Report on LGBTIphobias 2024, published by SOS Homophobie, draws an alarming picture of the violence and discrimination suffered by LGBTI people in France. With over 2,377 cases reported in 2023, this document analyzes the contexts and manifestations of LGBTIphobias, while offering poignant testimonials that illustrate the reality experienced on a daily basis.

📋 Key figures for 2023

  • 2,377 cases of LGBTIphobia were recorded, an increase on previous years.
  • Main contexts :
    • Online hate: 23%.
    • School environment: 10%.
    • Family life: 8%.
    • Labor: 6%.

Most frequent forms of violence:

  • Rejection and ignorance: 67%.
  • Insults: 36%.
  • Harassment: 15%.
  • Threats: 15%.
  • Physical assaults: 11%.

🌟 Report highlights

1️⃣ Exacerbated hatred in the digital space

Social networks and online platforms continue to convey hate speech against LGBTI people, facilitating its spread and intensifying its impact.

2️⃣ Multiple and intersectional forms of discrimination

Some people suffer intersecting discrimination linked to their sexual orientation, gender identity, ethnic origin or disability.

3️⃣ Edifying testimonials

Each case represents a unique story, often marked by violence, rejection or fear. For example:

  • Alex, a victim of domestic harassment, who has to deal with his aggressors on a daily basis.
  • Sophie, a trans woman, harassed and assaulted in her neighborhood without being able to find institutional support.

4️⃣ A latent sense of unease

The psychological impact of LGBTIphobia is underlined by the fact that the association receives many calls from people who are unhappy with their lives.

🛠️ Key recommendations

  1. Strengthening reporting systems
    • Simplify and encourage the filing of complaints.
    • Train law enforcement officers to provide better support for victims.
  2. Raising public and institutional awareness
    • Promote training in schools and companies to deconstruct stereotypes.
  3. Supporting victims
    • Offer accessible psychological and legal support mechanisms.
  4. Encouraging role models
    • Highlighting visible LGBTI figures in the media, business and politics.

Report on LGBTIphobia 2024 | DILCRAH

Go to data sheet

Resource document on the inclusion of LGBTI+ people at work - AFMD

 

🌈 Inclusion of LGBTI+ People at Work: Tools and Good Practices

The Resource Document on LGBTI+ Inclusion at Work compiles key information, definitions and practical recommendations for promoting an inclusive working environment. The guide, aimed at HR directors, managers and diversity teams, explores the specific issues facing LGBTI+ people and offers tools to strengthen equal opportunities and prevent discrimination.

📋 Main topics covered

  1. Understanding LGBTI+ diversity
    • Definitions: gender identity, sexual orientation, gender expression and intersex.
    • History of struggles for LGBTI+ rights and legal contexts.
  2. Deconstructing stereotypes and prejudice
    • Identify unconscious biases using tools such as the Harvard Implicit Association Test.
    • Deploy training and educational materials to raise team awareness.
  3. Fighting LGBTphobia in the workplace
    • Focus on the most frequent manifestations: mockery, discrimination in hiring and harassment.
    • Importance of reporting and victim support mechanisms.
  4. Promoting an inclusive policy
    • Integrate LGBTI+ people into HR processes (recruitment, promotion, training).
    • Valuing role models and allies to foster a benevolent climate.
    • Encourage collective initiatives by signing charters (such as that of L'Autre Cercle).
  5. Focus on specific themes
    • Supporting trans employees in their transition.
    • Inclusion of same-sex families in the workplace.
    • Examples of best practices in communications, marketing and purchasing.

🛠️ Concrete recommendations

  1. Training and awareness-raising
    • Offer training on LGBTphobia and diversity management.
    • Create internal guides to good management practices.
  2. Strengthening listening and reporting systems
    • Set up anonymous tools to collect reports of discrimination.
    • Appoint diversity advisors to support teams.
  3. Communicating your commitment
    • Include LGBTI+ commitments in CSR reports.
    • Participate in external initiatives such as the Gay Games or Pride Walks.
  4. Working with specialized associations
    • Work with players like SOS Homophobie or L'Autre Cercle to benefit from their expertise.
    • Draw on barometers and studies to measure the impact of inclusive policies.

AFMD | Kit for the inclusion of LGBTI+ people at work

Go to data sheet

LGBT+ 2022 Barometer - L'Autre Cercle, Ifop

 

🌈 LGBT+ Barometer 2022: Inclusion of LGBT+ People at Work

Publication date: 2022

The LGBT+ 2022 Barometer, carried out by L'Autre Cercle in partnership with Ifop, analyzes the state of inclusion of LGBT+ people in French professional organizations. This third opus, based on surveys of LGBT+ and non-LGBT employees, highlights the progress, obstacles and expectations of individuals regarding inclusion at work.

📋 The 10 key indicators

  1. Increase in LGBTphobic attacks :
    • 30% of LGBT+ people suffered at least one LGBTphobic attack in 2022, compared with 26% in 2020.
  2. Discrimination by management :
    • 26% of LGBT+ people report discrimination related to their career or pay, up from 2020.
  3. Visibility still limited :
    • 50% of LGBT+ people are not visible in their organization.
    • Visibility increases with professional status: 65% of managers versus 42% of blue-collar workers.
  4. LGBTphobic climate :
    • 55% of LGBT+ people have heard LGBTphobic expressions at work, compared with 34% of non-LGBT+ people.
  5. Frequent self-censorship :
    • 40% of LGBT+ couples have given up attending events where spouses were invited.
  6. Positive impact of the LGBT+ Commitment Charter :
    • The signatory organizations show greater inclusion, with increased visibility for LGBT+ people.
  7. Lack of reports :
    • 43% of victims of derogatory remarks don't talk about it, and this figure rises to 63% for acts of violence.
  8. Supporting inclusion :
    • 91% of employees support their organization's commitment to the Charter.
  9. Raising awareness is a priority :
    • 63% of LGBT+ people believe that raising awareness among all staff is essential for inclusion.
  10. Perception gap:
  • Non-LGBTs underestimate the LGBTphobic climate in the workplace.

🌟 Major lessons

  1. Stagnant visibility
    LGBT+ visibility has stagnated since 2020, underscoring the need for more targeted initiatives.
  2. Discrimination on the rise
    LGBTphobic behavior is on the rise, despite improvements in Charter signatory organizations.
  3. Persistent silence
    The lack of reporting of discrimination and aggression remains a major obstacle to inclusion.
  4. The role of organizations
    Creating inclusive environments requires the active involvement of management and teams.

🛠️ Recommendations for greater inclusion

  1. Raising team awareness
    • Train managers and employees to recognize and prevent discrimination.
  2. Zero tolerance
    • Set up reporting systems and punish LGBTphobic behavior.
  3. Supporting visibility
    • Encourage LGBT+ role models and foster a caring climate.
  4. Regular follow-up
    • Regularly measure inclusion and adjust policies according to results.

Home | L'Autre Cercle

Go to data sheet

BO test

Title 1 Subtitle 1

Simple text test 

Simple text test 

  • Simple text test
  • Simple text test

Simple text test

Here's a simple text