Diversity and inclusion in organisations
The Skills-related challenges of cultural transformation
How is discrimination perceived in organisations? What are the strategies implemented to promote inclusion? How are employees and managers guided in dealing with skills issues?
This survey polled 4,007 employees (of which 1,003 in France) and 420 HR Directors and Managers (HRDs/HRMs) all working in private- and public-sector organisations employing fifty employees or more, in seven countries in Europe (France, Germany, Italy, Spain, Great Britain, Portugal) and Latin America (Brazil).
Find out 4 key figures to remember
Over the last few years, many international companies have taken steps to improve Diversity and Inclusion (D&I) among their workforces. Progress has certainly been made. However, there remains a staggering number of employees who say they have faced discrimination in the workplace.
Discrimination still very much present in the professional arena
- 82% of employees claim to have witnessed at least one form of discrimination.
- 63% of employees claim to have experienced at least one form of discrimination.
- These acts of discrimination are perpetrated first by colleagues and then by direct managers (line managers).
- The most willing stakeholders in the fight against discrimination: colleagues and direct managers according to employees vs. members of the HR team according to HRDs/HRMs.
- The movements to free speech against sexism and racism have had a positive impact… but there is still plenty of room for improvement.
- Diversity-related conflicts within organisations are generally resolved by the HR department.
From one world to another: diversity & inclusion policies need to be shared even more widely
- 71% of employees have a clear understanding of what diversity is; 74% have a clear understanding of what inclusion is.
- 49% of employees see themselves as “promoters” of diversity in their organisation and 11% as “active advocates”.
- 75% of employees and 68% of international HRDs/HRMs believe the corporate structure of their organisation reflects the diversity of society.
- 65% of employees believe that the diversity policy contributes to the organisation’s overall performance.
- 67% of employees are in favour of the quota policy, as are 65% of HRDs/HRMs.
The mindset is in place: it is up to organisations to implement and evaluate actions
- 87% of employees say they feel “fully included” in their organisation.
- A variety of awareness-raising actions are carried out to “shake things up” in organisations.
- To further inclusion, employees and HRDs/HRMs are primarily interested in levers related to work organisation, recruitment and training.
- 75% of HRDs/HRMs say they apply non-discrimination in recruitment, from sourcing to integration.
- If they were to change jobs in the future, 84% of international employees say that taking inclusion issues into account would be an “important” criterion in their choice of a new employer.
- 34% of managers feel that the actions their organisation has taken (information, training, HR support, etc.) help them “quite a bit” in dealing with sensitive diversity and inclusion issues.
- 39% of employees and 43% of HRDs/HRMs believe that their direct manager acts as a solid ally in dealing with these
Benoit Felix, CEO of the Cegos Group, gives his views on this international survey
"The results show that across the world, organisations have the same willingness to take up the challenges of Inclusion and Diversity. Far from being a fad, it is a structural concept and part of a real cultural and societal transformation. At Cegos, we firmly believe that organisations that do not dare or do not know how to grasp these issues will miss out on history, especially if they do not take into account the expectations and demands of the
younger generations. Verbalising, raising awareness, training and recruiting: these are the four priority levers for action."
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