Diversity & Inclusion Month
Unleash the untapped potential of diversity in your organization
May & November
What is the "Diversity & Inclusion Month" challenge?
Diversity & Inclusion Month is a transformational program that puts equity and inclusion at the heart of your corporate strategy. In a world where diversity is a major competitive advantage, we work with you to go beyond mere declarations of intent and implement a structured, measurable approach. During this month-long immersion program, your teams discover and experiment with the many dimensions of diversity (gender, age, origin, disability, background, thought) through interactive training, awareness-raising workshops and collaborative projects. Our approach combines individual awareness and collective transformation to anchor inclusive practices in your corporate DNA, fostering creativity, innovation and overall performance.
Key figures
Beyond the ethical imperative, diversity and inclusion constitute a performance lever that has been demonstrated by numerous studies. These figures illustrate the concrete impact of an ambitious D&I policy on innovation, employeeengagement and organizations' financial results.
87%
companies with a high level of cultural diversity make better business decisions than their less diverse competitors
70%
more creativity is generated by inclusive teams than by homogeneous teams
25%
additional financial performance is seen in organizations where diversity is actively promoted and valued
No data was found
Turnkey challenges
Samira Benali
The Mosaïque Talents program has transformed our approach to diversity from a regulatory obligation to a genuine competitive advantage. Our teams are now more innovative and better adapted to the diverse expectations of our international customers.
I'm committed to building an organization where every talent can flourish in its uniqueness.
Une plateforme conçue pour engage vos équipes par le jeu
OuiLive s’adapte à tous vos objectifs : formation, onboarding, performance commerciale, bien-être, engagement sociétal ou cohésion.
Découvrez nos 6 univers de jeux pour fédérer vos collaborateurs autour d’expériences ludiques, interactives et motivantes.
Learning - Formation
Se former autrement, par le jeu.
Sales - Vente
Stimuler la performance et les réussites.
Impact - RSE
Agir ensemble pour un monde plus durable.
Health - QVT
Cultiver le bien-être et les bons réflexes.
Welcome - Onboarding
Renforcer vos valeurs et l’intégration.
Fun - Cohésion
Créer du lien avec légèreté et convivialité.
Frequently asked questions
Any questions? Dive into our clear answers and discover how our connected challenges are transforming the daily lives of over 250 companies.
How to overcome resistance to change in the face of diversity and inclusion initiatives?
Our approach sees resistance as a natural part of the transformation process. We start by creating a safe space for dialogue where everyone can express their concerns without judgment. Then we use immersion exercises and concrete data to deconstruct unconscious biases and demonstrate the tangible benefits of diversity. Finally, we involve reluctant employees in the co-construction of actions, thus transforming potential opponents into ambassadors of change.
How can we measure the effectiveness of our diversity and inclusion policy?
Our "Inclusive Impact" methodology combines quantitative indicators (representativeness at all levels, pay gaps, promotion rates) and qualitative indicators (sense of inclusion, employee experience). We work with you to draw up a customized dashboard that enables us to monitor your progress in real time and adjust your strategy accordingly. This measurement-based approach guarantees tangible results that go beyond good intentions, and enables you to communicate factually about your progress.
How can we integrate diversity into our recruitment process without resorting to positive discrimination?
Our method is based on three pillars: broadening sourcing (diversifying channels and partnerships to reach a variety of candidates), objectifying criteria (structuring interviews and training recruiters to combat bias) and revising processes (anonymizing CVs, diversifying panels of assessors). The aim is not to impose quotas, but to create the conditions for genuine equality of opportunity, where each candidate is assessed exclusively on his or her skills and potential.
How can we make diversity a lever for concrete innovation in our company?
The impact of diversity on innovation requires a deliberate approach that we structure in three stages. First, we create teams that are intentionally diverse along multiple dimensions (expertise, background, thinking). Next, we implement working methodologies that actively value different perspectives and turn constructive disagreements into opportunities. Finally, we create mechanisms for inclusive innovation that allow all voices to be heard, including those traditionally less listened to.
