Blog Information

• Posted By : Criss Lyn
• Posted On : Mar 24, 2021
• Views : 256
• Category : Soccer
• Description :

Overview

• Diversity and inclusion are two principles increasingly quantified by HR. We must now act and propose concrete actions to make them part of the culture of companies on a permanent basis.
  
  One of the major projects of recent years within HR departments has been forged around two principles that have become essential: diversity and inclusion; giving rise to new concerns and increased monitoring of initiatives deployed within companies. Last September, the Refinitiv index ranked companies according to their scores according to 24 indicators related to Diversity and Inclusion, grouped under 4 main pillars: diversity, inclusion, employee development and controversies in the media.
  
  
  Admittedly, this is a big step forward in terms of awareness and responsiveness to disparities and inequalities within companies, even if the latest Glassdoor study on the theme of Diversity and Inclusion in 2019, shows that almost half (48%) of French workers want their company to do more to increase diversity and inclusion in the workplace. To be effective, however, these measures must be part of a long-term global project: the creation of a genuine sustainable inclusive culture which would allow the development of inclusion mechanisms at all levels. To achieve this, one of the responses revolves around raising awareness and training managers and employees in a personalized way through coaching.
  
  
  Coaching for inclusive leadership
  Still shy about the training sector, professional coaching is attracting more and more people and represents 30 to 40% of the budgets of HR managers . Now far from the image of Anglo-Saxon coaching reserved exclusively for an elite, digital business coaching is now open to everyone. It makes it possible to provide personalized support to employees, with an approach focused on objectives and solutions that aims to improve the perception of experience and behavior.