As mentioned above, the first link of good diversity in business is none other than recruitment. Recruiters must base their choices on criteria of skills and professional experience, and not on religious opinion, gender, age... In short, anything that is considered discriminatory today.

Recruiting by skills therefore means analyzing three criteria:

• Knowledge: skills and theoretical knowledge acquired during studies or training (hard skills)
• Know-how: putting theoretical knowledge into practice.
• Interpersonal skills: set of human skills and qualities, such as autonomy, adaptability, creativity, emotional intelligence, etc. (soft skills)

Recruitment by profession, on the other hand, means looking at the candidate's qualifications and career path. These two recruitment approaches are not opposed. On the contrary, they complement each other for fair and egalitarian hiring that promotes diversity in recruitment, without falling into positive discrimination.

Inclusion in business is based primarily on fairness. In other words, all employees must be treated on the same footing of equality, whether in terms of salary, working conditions, workload, holidays, access to certain services, etc. example, through parity between women and men with the development of female leadership. No favoritism in the style of management, and even less if it is based on criteria of discrimination, can then be tolerated.

Managing diversity in the company means creating a real sense of belonging and team cohesion to form one. In addition, promoting mutual aid is the best way to guard against the exclusion of a person. Concretely, this translates into regular exchange meetings through brainstorming sessions or less formal moments, for example. Team building workshops are also essential to strengthen team spirit. Blindfolded walks, treasure hunts, escape games, murder parties... Here is a non-exhaustive list of fun activities to practice in groups to build trust between employees, teamwork and collective performance. Finally, the afterworks (aperitifs, dinners at the restaurant, etc.) are always very popular and allow you to forge real links outside the work environment.

In addition, collaborative tools or collaborative enterprise networks (CSN) greatly facilitate collaboration between teams. And for good reason, these tools stimulate collective intelligence by facilitating the sharing of information. A digital transformation of companies can then be envisaged.

Inclusion at work should not only come from management and human resources. All employees must share the values ​​of the company. To do this, it is important to spread the corporate culture through workshops and training. This awareness of diversity can take place through thematic newsletters, fun and educational workshops, commitment to local associations... We can also imagine seminars or conferences on subjects such as communication and intercultural management, inclusive management… The objective is then to deconstruct stereotypes and point out inequalities.

However, the best thing is to recruit a diversity manager within the company. The latter will then have the role of raising employee awareness of the issues of diversity and inclusion, but also of fighting against discrimination within society, if encountered.

Conflict between employees is a common crisis situation in the life of a company, especially in companies where diversity is strong. However, a poorly managed conflict situation can undermine everything that has been built up over the years. It is therefore necessary to set up an effective and sustainable mediation system. This implies first of all transmitting the values ​​of the company to make them common values ​​to all employees. Then, it is important to apply an agile management style to facilitate discussion in the event of problems encountered.

If however a conflict arises, communication remains the key. And effective communication begins with active and attentive listening in order to find common ground. While the ideal is obviously to find a win-win solution, sometimes compromises have to be made.