- '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, Equity and Inclusion (DEI). 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 DEI can slow down real progress.
Just as 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 DEI a genuine plan of action. Particularly when it's becoming an obligation in terms of reporting (ESG).
Diversity, equity 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, participants will discover the false pretences of DEI and the real advantages of building a genuine strategy.
Duration: 2h
Language: Available in English and French. The supporting material is only available in English.
Number of participants: up to 15
Available as intra-company course (i.e. dedicated session on demand)
Objectives
By the end of this training, participants will be able to:
- understand the evolving business case for DEI and the latest trends;
- build and drive an action plan, which is aligned with the vision of their business;
- gain insight on the benefits and challenges of diversity;
- recognise the importance and necessity of a cultural change and systemic barriers and bias within organisational processes;
- identify the advantages of having a diversity and inclusion data-driven approach;
- build strategies to drive inclusion across branding, recruitment, communication, and leadership.
Content
- Diversity, equity and inclusion: concept, importance and global/local trends and stakeholder expectations
- Getting rid of all types of unconscious bias. How bias appears in organisation processes: hiring, promotion, branding.
- 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
- DEI officers, leaders, natural/internal advocates
- Corporate responsibility leaders
- HR leaders
- Communication professional
- Branding experts
- Recruiters and leadership members in general acting as sponsors of DEI for their company
Our lead experts
This training is coordinated by Vinciane Istace, Partner at PwC Luxembourg and delivered by People, Experience and Change experts.
Vinciane has been with PwC for more than 33 years and became head of the firm’s HR department in 2003 after having worked as an Auditor and Chartered Accountant. In her executive role of human capital partner then leader, she structured PwC HR operational capabilities, and co-designed and deployed the firm’s HR strategy.
She is currently the leader of the People and Process Outsourcing (“PPO”) practice, proposing assistance to our clients in the field of payroll, immigration and HR administration driven by high quality standards and of the People, Experience and Change(PE&C) team, providing HR advisory services from HR strategic design to implementation.
She was also the Diversity and Inclusion leader at PwC Luxembourg for 10 years. In that role, she ensured the deployment of the DE&I ambition.
