Diversity and Inclusion
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?
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?
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?
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?
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?
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?
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?
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?
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?
