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Furthering diversity

Furthering diversity

Knowing that diversity is a source of performance, many companies try to attract more personnel with varied profiles. Yet, they also need to be able to really take advantage of this diversity. How can you integrate these staff without erasing their differences?
281b – Synopsis (8p.) Diversity and Inclusion
Gender diversity for better performance

Gender diversity for better performance

Beyond ethical considerations, how can you capitalize on the complementary leadership styles of men and women to reinforce organizational performance?
196a – Synopsis (8p.) Diversity and Inclusion
Promoting the confrontation of ideas to benefit from diversity

Promoting the confrontation of ideas to benefit from diversity

Taking full advantage of diversity requires creating a climate conducive to the confrontation of ideas. How can we create the conditions for a productive debate?
333b – A look at the news (2 p.) Listening Skills
Dare talk about prejudices

Dare talk about prejudices

To manage diversity effectively, it is necessary to dispel the taboo that often surrounds prejudices. How can we identify them and counter their harmful effects?
320b – A look at the news (2 p.) Diversity and Inclusion
Fostering a more inclusive culture

Fostering a more inclusive culture

Diversity, equity and inclusion are invaluable and complementary assets for companies. But converting good intentions into concrete action is far from easy. How can we move forward while avoiding missteps?
306a – Synopsis (8p.) Diversity and Inclusion
Rehabilitating sensitivity within the company

Rehabilitating sensitivity within the company

A high level of sensitivity is rarely well regarded in the workplace. Yet this way of operating has numerous advantages. How can we give highly sensitive persons the room they require?
304a – Synopsis (8p.) Diversity and Inclusion
Religion and business

Religion and business

Confronted with the expression of religion in the workplace, companies and managers often feel powerless. How can you maintain proper functioning of the organization while respecting everyone’s rights?
272a – Synopsis (8p.) Diversity and Inclusion
Promote and retain talented women

Promote and retain talented women

Despite recent measures in favor of gender diversity, the fact remains that the proportion of female talent decreases as one moves up the hierarchy. How can we remedy this situation?
258b – Synopsis (8p.) Diversity and Inclusion
Generation Z: What to expect?

Generation Z: What to expect?

Generation Z, born in the years 1990-2000, is now arriving on the job market. Beyond prejudice, how can you take the specific characteristics of these young employees into account and successfully integrate them into your business?
250b – Synopsis (8p.) Diversity and Inclusion
Introverts and extraverts: How to cooperate better together

Introverts and extraverts: How to cooperate better together

Far from being respectively a virtue and a fault, extraversion and introversion are two personality poles that both have their assets and limits. How can we turn these differences into a key to collective performance?
248b – Synopsis (8p.) Diversity and Inclusion
Take advantage of the potential of older workers

Take advantage of the potential of older workers

The global population is aging. However, companies still have trouble fully capitalizing on their over-fifty workforce. How can you elicit the full potential of older workers?
210a – Synthèse (8 p.) Diversity and Inclusion
Generation Y at work

Generation Y at work

The attitudes of the youngest generation to enter the workforce reflect a profound sociological shift. Understanding this generation better is essential to work with younger employees more effectively.
180a – Synopsis (8p.) Diversity and Inclusion
Strengthen your intercultural skills

Strengthen your intercultural skills

Working in a multicultural environment is a stimulating, but tough experience. The problem is not as much understanding cultural differences as adapting to them. How can one become a real “cultural chameleon"?  
222b – Synopsis (8p.) Diversity and Inclusion
Promoting intergenerational integration

Promoting intergenerational integration

The age-related stereotypes that permeate representations of the working world are often exaggerated, or even unfounded. How can we move beyond these generational labels to build more fluid and effective work dynamics?
343a – Synopsis (8 p.) Diversity and Inclusion
Better integrating employees with disabilities

Better integrating employees with disabilities

People with disabilities face considerable difficulties in finding employment within companies. Beyond regulations and quotas, how can we act to enable disabled employees to make their full contribution?
325a – Synopsis (8 p.) Diversity and Inclusion
Overcoming the traps of the glass ceiling

Overcoming the traps of the glass ceiling

Gender parity is still a long way from being achieved in positions of responsibility. Faced with persistent obstacles, what can be done today to limit the impact of these obstacles and move forward in one's career?
351a – Synopsis (8 p.) Leader's Positioning
Combining individuals into a real team

Combining individuals into a real team

How can you capitalize on differences to work together more effectively and create real team momentum?
191b – Synopsis (8p.) Cohesion
Managing a multicultural team

Managing a multicultural team

Many managers nowadays collaborate with multicultural teams. Yet, working with people from different cultures is never easy. How can you take advantage of diversity and avoid its dangers?
269b – Synopsis (8p.) Cohesion
Diversify career management

Diversify career management

The working world has changed. Flexibility and personalization are the new watchwords in career management. How can you adapt career paths for increasingly diverse employee profiles?
204a – Synopsis (8p.) Talents and Careers