Étude de cas
Diversity Management
How we supported an organization in its efforts to treat visible minorities fairly.
Diversity management
Even today, too many visible minorities are subject to direct, indirect and systemic discrimination, not necessarily as a result of ill will. Nevertheless, this is a major problem that affects the employer brand of the organizations concerned and hinders their positioning in a labour market characterized by increasingly scarce talent.
The issue
Diversity management is not a simple matter because of its implications on many HR activities (recruitment, selection, career management, work organization, etc.). Moreover, there are several approaches to integrating members of visible minorities into pre-existing social structures. EPSI’s services have allowed the client organization to comply with its desire to do the right thing and to act according to the most recent findings in diversity management.
The approach
- Preparing a review of the scientific literature on the topic
EPSI first developed a comprehensive literature review on approaches and best practices when it comes to diversity management. This review covers the main trends found in the scientific literature as well as the HR issues related to the optimal inclusion of all employees and their differences in the workplace.
- Develop a picture of the current state of affairs within the client organization
Six groups of both self-identified and non-identified visible minorities were established. The individuals involved were asked to complete the Diversity Approach Test (DAT) and then participate in a group discussion. The themes of the discussion focused on different elements that can have a significant impact on the work experience of individuals from a visible minority group to identify positive or negative trends within the organization.
- Presentation of results
A recommendation report and an executive presentation were prepared for the client organization. These include a clear recommendation to adopt an inclusive approach, in which differences are seen as value-added resources that must be integrated into an organization’s acceptance of differences. Specific recommendations were also made to improve the inclusion of members of diversity, particularly in certain HR activities.
Outcomes
Better understanding of possible approaches to diversity management.
Inventory of the integration of diversity within the client organization.
Overview of possible approaches to reducing inequalities and improving the work experience of visible minority employees.
Specific recommendations on six HR activities that could better contribute to the equitable inclusion of all employees.
