“Companies are timidly open to greater diversity”

As part of its studies on changes in the world of work, Cooptalis, a European player in international recruitment and the professional mobility of Talents, surveyed more than 500 HRDs, CEOs and C-Level1 on the so-called “extensive” diversity, ie linked to geography, age and disability situations.

This shows contrasting results with a small majority of companies still integrating very few minority profiles and others making the clear choice for inclusion.

Strategies for diversity and inclusion in the world of work are slowly changing

Thereby :

  • 44% of the companies surveyed have more than 10% profiles of diversity among their employees;
  • 48% of HR strives to reinforce their company’s values ​​by recruiting diverse and/or minority profiles;
  • 75% of recruiters believe they are doing their best to adapt their hires and open up to people of great diversity;
  • 56% of companies say they have already hired senior candidates.

Often implemented as a result of stricter regulations and government policy restrictions at work, diversity and inclusion strategies in the world of work evolve with fundamental changes in society. The feminization of the labor market is already well advanced, even though large inequalities remain in terms of salary, job types and sectors of activity. But what about seniors, people with disabilities or international workers?

What are the new barriers to adopting minority profiles as we experience unprecedented talent shortages in certain industries? And what are the key benefits of diversity from a business perspective?

To discuss it, Cooptalis organized a round table discussion in which experts and recruiters had their say.

Yvan Talpaert, regional representative of AGEFIPHthe association responsible for opening up employment opportunities for people with disabilities observes behavioral changes in society in favor of inclusion: “ Of the 100,000 companies with more than 20 people, subject to the legal quota of 6% people with disabilities in France, 50,000 establishments go beyond 6% and exceed the legal threshold. Ten years ago it was only a third. In the remaining 50,000 companies, 8% do nothing for inclusion: no recruitment, no retention of employees, no subcontracting with the adapted and protected sector. 10 years ago they were 30%† †

Maud Fry, Business Developer at Cooptalis involved in the Mercure project for the integration through employment of refugees, recalled that ” When barriers to recruitment exist (language equivalents, education and skills, digital acculturation) and need to be removed, refugees show enthusiasm, an extraordinary commitment to the missions entrusted

A finding that Christophe Debray, Recruitment Director at Cooptalis, illustrated by concrete feedback, following the integration of a refugee candidate in his team. † The strength of character he has shown to get this far is reflected in his professional life. He brings an unfailing positivism, a powerful energy to the team. Today I wonder why I didn’t make this choice sooner† †

on his side Youssef Jradeh, Director of Digital Software Developmentcurrently working at Cooptalis, expat in France from Lebanon also gave his testimonial: “ I was able to quickly put together a team of 19 confirmed technical profiles by opening up my recruitment internationally. Today, different countries and different languages ​​work together fruitfully.

These testimonies show that if evolutions are slow, inclusion offers convincing benefits for more and more companies.

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