Diversity and inclusion: moving from the superficial to the genuine
“It’s an HR matter” “We have it on our agenda” “We have 50 nationalities, we are so diverse!” “I know I’m not racist or sexist, so why do I need to worry about inclusion?” “If the group has diversity, then by definition it is inclusive, right?”
These are frequent comments you can hear when talking about Diversity and Inclusion. However, most of them are wrong or at least partially wrong. We live in a competitive market where companies need to differentiate themselves from others by having the best strategies to attract and retain candidates. The common misconceptions around diversity can slow down real progress.
Just as the companies in the past few years have had to move beyond superficial ‘sustainability and greenwashing’ communication, the next topic on all agendas should be: to make Diversity and Inclusion a genuine plan of action.
Diversity and Inclusion are one of the most misunderstood and misconstrued strategies. It has passed from being the “right thing to do” to a “must have” It assures a steady pipeline of talent, and it increases performance, promotes a culture of fair treatment and equal opportunities, stimulates creativity, innovation and conflict resolution… and so much more.
During this course, the participants will discover the false pretences of Diversity and Inclusion and the really advantages of forming a genuine strategy.
9 February 2021 (FR) - 10am-12pm
23 March 2021 (ENG) - 10am-12pm
Price: 300.00 €
Duration: 2h
Language: English, also available in French
Number of participants: max. 20
Objectives
By the end of this course, participants will be able to:
- Understand diversity and inclusion and how to drive an action plan, which is aligned with the vision of the business;
- Gain insight on the benefits and challenges of diversity;
- Recognise the importance and necessity of a cultural change;
- Learn about the advantages of having a diversity and inclusion data-driven approach.
Content
- Diversity and Inclusion: concept, importance and illustrative strategies
- Getting rid of all types of unconscious bias
- Equality vs. equity
- Gender and LGBTQ+
- Opportunities and challenges
- My business and diversity and inclusion: How to make it work?
- Key takeaways to apply to my company.
Target audience
- Diversity officers, leaders, natural/internal advocates
- Corporate Responsibility leaders
- HR leaders
- Communication professional.
- Branding Experts
- Recruiters and leadership members in general acting as sponsors of Diversity an Inclusion for their company.
Our lead experts
Vinciane Istace has been with PwC for more than 20 years. First as an auditor and Chartered Accountant and in 2003 became the Head of the firm’s Human Resource department then Human Capital Leader. In 2015, Vinciane took over the role of PR Partner, supported by a team of 20 communication specialists, and is now focusing in designing the internal and external PwC Communication strategy.
She has the privilege of acting as the Diversity & Inclusion Leader for PwC Luxembourg.
In this role, she ensures the deployment of the D &I ambition by focusing on five key actions:
- Accountability of Leaders - Engage Leaders at the top (Partners) in building a more balanced firm in terms of gender.
- Awareness on Diversity & Inclusion among People & Leaders - Build a supportive culture for D&I.
- Pipeline of talents - Build the right pipeline of female talents.
- Embed Diversity & Inclusion in all critical business activity - Increase the winning potential by valuing diversity.
- Increase Diversity & Inclusion external footprint - Contribute to the impact on society in the field of gender.
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