Inclusion

What is the definition of inclusion?

Inclusion is about creating an environment where every individual, whatever their background, origins or differences, feels fully accepted, valued and integrated within a group or organisation. This means going beyond simple diversity by ensuring that all members of a team feel listened to, respected and free to contribute actively.

In a professional setting, inclusion manifests itself through practices that integrate the varied perspectives of team members, thereby strengthening collaboration, innovation and collective commitment.

Why is inclusion essential in business?

Inclusion is a fundamental pillar for modern organisations, as it enables them to:

• Improving creativity and innovation: By integrating diverse perspectives, teams can find more complete and original solutions.
• Increase employee commitment : Employees feel more motivated and invested in an inclusive environment.
• Respond to diverse markets: An inclusive team is better equipped to understand the needs of different communities and adapt its products or services accordingly.
• Foster collaboration: When all team members feel valued, they work together more harmoniously.
• Attract and retain talent: Inclusive companies are seen as employers of choice, attracting a wider pool of talent.

Inclusion and diversity: what’s the difference?

While diversity focuses on the visible or invisible differences between individuals (gender, culture, age, sexual orientation, disability, etc.), inclusion focuses on the way in which these differences are welcomed and integrated into a given environment.

In other words, an organisation can be diverse without being inclusive. Inclusion requires proactive action to ensure that every member feels fully accepted and supported.

What are the benefits and challenges of inclusion at work?

Benefits :

• Building cohesion: Inclusive teams develop a sense of belonging and solidarity.
• Enriched decision-making : Multiple perspectives allow situations to be assessed from several angles.
• Better financial performance: Studies show that inclusive companies often have better economic results.
• Reduced prejudice: Promoting inclusion helps to deconstruct stereotypes and encourage a culture of openness.

Challenges :

• Team awareness: Inclusion requires training to overcome unconscious prejudice.
• Balance of opinions: Ensuring that all voices are heard without favouring some over others.
• Adapting policies: Companies need to update their practices to support inclusion (flexible working hours, accessibility, etc.).

How can we promote inclusion in the workplace?

1. Train managers and teams: Raise awareness of unconscious bias and the importance of inclusion.
2. Establish inclusive policies: Adapt recruitment, promotion and assessment processes to ensure they are fair.
3. Encourage diverse exchanges: Create spaces for dialogue to encourage the expression of diverse points of view.
4. Establish collaborative practices: Value everyone’s contributions to team projects.
5. Monitor progress: Use indicators to assess inclusion initiatives and adjust actions accordingly.

Are there any examples of successful inclusion in French companies?

There are several examples of successful inclusion in French companies that are worth analysing. Here is a structured analysis of some significant examples.

L’Oréal has particularly distinguished itself in this field with its ‘Disability Initiatives Trophies’ programme, launched in 2000. The company has developed a comprehensive inclusion policy, including adapting workstations and training managers in inclusion. By 2023, the Group employed more than 2% of people with disabilities and has set up specific mentoring programmes to facilitate their integration.

Societe Generale has developed a remarkable approach to intergenerational inclusion. The bank has set up a reverse mentoring programme in which younger employees help older employees with digital transformation, while the latter share their business experience. This initiative has improved collaboration between generations and enhanced collective competencies.

Orange stands out for its policy of professional equality between men and women. The company has achieved parity on its executive committee and developed specific programmes to promote women in technical professions. In particular, the ‘Women in Tech’ programme has significantly increased the proportion of women in engineering teams.

Michelin is an interesting example of social inclusion. The company has developed partnerships with social integration organisations to recruit people who have been excluded from the labour market. It has also set up appropriate training programmes, enabling these employees to acquire technical competencies and progress within the Group.

These successes are based on several key factors:

• The concrete commitment of senior management, reflected in quantified targets and dedicated resources.
• A systemic approach that integrates inclusion into all HR processes, from training to career development.
• The introduction of precise indicators to measure progress and adjust actions if necessary.
• Ongoing awareness-raising among all employees to create a truly inclusive corporate culture.

These examples demonstrate that a well-designed and properly implemented inclusion policy can create value for the company while promoting the professional development of diverse populations. They also illustrate the importance of a long-term approach, supported by concrete and measurable actions.

Further reading on the concept of inclusion

• Inclusify: The Power of Uniqueness and Belonging to Build Innovative Teams ‘* by Stefanie K. Johnson: A guide to building teams where everyone feels they belong.
• The Diversity Bonus: How Great Teams Pay Off in the Knowledge Economy ‘* by Scott E. Page: An analysis of the economic and intellectual benefits of diversity and inclusion.
• Belonging at Work: Everyday Actions You Can Take to Cultivate an Inclusive Organization ‘* by Rhodes Perry: Concrete strategies for strengthening the sense of belonging within teams.
• The Inclusion Imperative: How Real Inclusion Creates Better Business and Builds Better Societies ‘* by Stephen Frost: A call to action to embed inclusion in organisational culture.

How can Praditus support companies in their drive for inclusion?

Praditus offers tailor-made solutions to integrate inclusion at the heart of professional practices:

1. Personalised assessments: Identify employees’ unconscious strengths and biases to better understand team dynamics.
2. Coaching and training: Raising managers‘ and employees’ awareness of the importance of inclusion and providing them with the tools they need to embody it.
3. Collaborative workshops: Strengthen communication and listening within teams by valuing the diversity of viewpoints.
4. Progress monitoring: Measuring the impact of inclusive initiatives on satisfaction, productivity and team cohesion.

At Praditus, we support the transformation and accelerate the development of your talents through personalised coaching and training solutions.

Thanks to a better understanding of key concepts such as inclusion, we help everyone to develop their behavioural competencies (or soft skills) to reveal their potential and progress in their career path.