Diversity, equity, and inclusion are critical for organizations. These values improve workplace climate, team performance, and brand reputation.

Step 1: Start with the “why”

Before launching DEI actions, understand the issues your company faces. Ask:

• What problem are we solving? (gender inequality, age imbalance, lack of social diversity, etc.)
• What is the impact? (reputation, financial, etc.)
• Where in the employee journey are we focused? (recruiting, management, etc.)

Survey employees to identify priority topics.

Step 2: What actions should you take?

Recruiting

• To hire people from diverse social and cultural backgrounds, consider specialized partners like eachOne, Ada Tech School, or Simplon.
• To attract more women—especially in technical teams—see Diane’s article on doubling the number of women developers at Theodo in under six months, and partner with associations like BecomTech.

Management

• Ensure women returning from maternity leave are not penalized in pay or promotions. Encourage men to take paternity leave under fair conditions.

Compensation

• Use tools like Figures to measure gender pay gaps and benchmark against peers.

Prohibited

• Be careful: under GDPR, collecting ethnic statistics is prohibited.

Step 3: Measure and steer your actions

Set up relevant indicators. You can draw inspiration from Pacte Parité, Pacte IDEA, and the Gender Equality Index, for example:

• Gender pay gap
• Number of women among the top 10 salaries
• Gender ratio by department
• Number of nationalities
• Attrition by gender

Complement quantitative metrics with a qualitative survey to gauge employee sentiment. Tools like Supermood offer DEI survey templates. You can automate indicator tracking with specialized software like Reflect.

Step 4: Communicate

Deliver transparent communication throughout. Explain the why, the how, and expected outcomes—internally and externally. Involve stakeholders from other departments to legitimize and support your actions.