{"id":4824,"date":"2025-03-07T10:13:10","date_gmt":"2025-03-07T10:13:10","guid":{"rendered":"https:\/\/willing.fr\/nos-publications\/an-ambitious-csr-policy-to-foster-inclusive-leadership\/"},"modified":"2025-03-07T12:59:37","modified_gmt":"2025-03-07T12:59:37","slug":"an-ambitious-csr-policy-to-foster-inclusive-leadership","status":"publish","type":"post","link":"https:\/\/willing.fr\/en\/nos-publications\/an-ambitious-csr-policy-to-foster-inclusive-leadership\/","title":{"rendered":"An ambitious CSR policy to foster inclusive leadership"},"content":{"rendered":"\n

In a work environment where diversity and inclusivity are recognized as drivers of performance and innovation, the question of inclusive leadership takes center stage<\/strong>. While gender equality remains a key issue, it is essential to broaden the discussion to inclusive leadership as a whole.<\/p>\n\n

Inclusivity is not just about parity. It also encompasses cultural diversity, accessibility, and the representation of profiles from all backgrounds. Inclusive leadership, therefore, is not merely about increasing the number of women in leadership roles but is rooted in a managerial culture that enables everyone to contribute fully, regardless of their gender, origin, or abilities. <\/p>\n\n

Dans cette optique, et au travers de cet article, nous explorerons :<\/p>\n\n

Pourquoi l\u2019inclusivit\u00e9 au sein des organisations ne doit pas seulement \u00eatre une question de conformit\u00e9 l\u00e9gale mais une d\u00e9marche port\u00e9e par toutes les parties prenantes ?<\/strong>Comment une politique RSE ambitieuse peut \u00eatre un levier pour faire \u00e9merger un leadership inclusif\u00a0?<\/strong>Quels leviers concrets une politique RSE peut-elle activer pour favoriser un leadership plus inclusif ?<\/strong><\/p>\n\n

Le leadership inclusif : un imp\u00e9ratif pour les organisations aujourd\u2019hui<\/strong><\/h2>\n\n

Dans un contexte o\u00f9, sous certaines latitudes, les politiques de diversit\u00e9 sont remises en question, il est d\u2019autant plus crucial d\u2019affirmer que l\u2019inclusivit\u00e9 n\u2019est pas seulement une question de conformit\u00e9 l\u00e9gale ou de conformisme aux normes soci\u00e9tales<\/strong>, mais un levier essentiel de progr\u00e8s social et de performance \u00e9conomique.<\/strong> Ainsi, la diversit\u00e9 au sein des organisations s\u2019inscrit comme un vecteur d\u2019innovation, de performance, un enjeu cl\u00e9 en mati\u00e8re de bien-\u00eatre salarial et par prolongement, de r\u00e9tention des talents.<\/p>\n\n

De nombreuses \u00e9tudes montrent que les entreprises qui int\u00e8grent activement des pratiques inclusives dans leur gouvernance sont plus performantes, innovantes et attractives. Une \u00e9tude r\u00e9alis\u00e9e par l\u2019organisme de formation CEGOS en juin 2022, r\u00e9v\u00e8le par exemple que, 84 % des salari\u00e9s internationaux consid\u00e8rent la prise en compte des enjeux d\u2019inclusivit\u00e9 comme un crit\u00e8re majeur dans leur choix d\u2019employeur. \u00c0 l\u2019heure o\u00f9 certains secteurs font face \u00e0 une p\u00e9nurie de candidats, articuler sa marque employeur autour de l\u2019inclusivit\u00e9 devient un v\u00e9ritable atout comp\u00e9titif.<\/strong><\/p>\n\n

Par ailleurs, selon une \u00e9tude men\u00e9e en 2018 par Boston Consulting Group, les entreprises dot\u00e9es d\u2019\u00e9quipes dirigeantes affichant une diversit\u00e9 sup\u00e9rieure \u00e0 la moyenne sont 19 % plus innovantes que leurs concurrents. Cette corr\u00e9lation s\u2019explique par un principe simple : un groupe h\u00e9t\u00e9rog\u00e8ne dispose d\u2019une capacit\u00e9 plus d\u00e9velopp\u00e9e \u00e0 envisager des solutions nouvelles<\/strong>, \u00e0 d\u00e9construire les sch\u00e9mas existants et \u00e0 imaginer des strat\u00e9gies disruptives. L\u2019ouverture d\u2019esprit, stimul\u00e9e par le brassage d\u2019opinions et d\u2019exp\u00e9riences vari\u00e9es \u2013 qu\u2019elles soient culturelles ou g\u00e9n\u00e9rationnelles \u2013 permet de rompre avec une vision homog\u00e8ne et souvent limit\u00e9e des d\u00e9fis \u00e0 relever.<\/p>\n\n

L’inclusivit\u00e9 est aussi un facteur de performance \u00e9conomique. Une \u00e9tude de McKinsey (Diversity Wins<\/em>, 2020) r\u00e9v\u00e8le que les entreprises du premier quartile en termes de diversit\u00e9 ethnique et culturelle au sein de leur leadership, ont 36 % plus de chances d’avoir une profitabilit\u00e9 sup\u00e9rieure \u00e0 la moyenne. Cette m\u00eame \u00e9tude a \u00e9galement montr\u00e9 que les entreprises avec des \u00e9quipes de direction diversifi\u00e9es enregistrent une augmentation de 19 % de leurs revenus issus de l’innovation.<\/p>\n\n

Le leadership inclusif n\u2019est donc pas une simple tendance mais une n\u00e9cessit\u00e9 strat\u00e9gique pour les organisations <\/strong>qui souhaitent innover, attirer et retenir les meilleurs talents tout en offrant un environnement de travail plus \u00e9quilibr\u00e9 et performant.<\/p>\n\n

La RSE, moteur de transformation culturelle<\/strong><\/h2>\n\n

La RSE constitue un levier d\u00e9cisif pour insuffler une culture d\u2019entreprise fond\u00e9e sur la diversit\u00e9 et l\u2019inclusivit\u00e9. L’inclusivit\u00e9 fait d\u2019ailleurs partie des questions centrales de la norme internationale ISO 26000. Ainsi, l\u2019approche EDI – pour \u00e9quit\u00e9, diversit\u00e9 et inclusivit\u00e9<\/strong> – d\u00e9signe l\u2019ensemble des mesures propres au pilier social d\u2019une politique RSE visant \u00e0 cr\u00e9er et maintenir une culture professionnelle \u00e9quitable et inclusive pour les collaborateurs<\/strong>.<\/p>\n\n

La Direction des Ressources Humaines joue un r\u00f4le central dans cette dynamique en veillant \u00e0 instaurer des pratiques \u00e9quitables et inclusives \u00e0 tous les niveaux de l\u2019entreprise. Elle est responsable du respect de la dimension l\u00e9gale en mati\u00e8re d\u2019inclusion et de diversit\u00e9, en mati\u00e8re de politiques de recrutement ou d\u2019\u00e9galit\u00e9 des chances par exemple. De cette fa\u00e7on, elle contribue \u00e0 ancrer durablement un leadership inclusif et \u00e0 faire \u00e9voluer la culture d’entreprise autour de ces engagements.<\/p>\n\n

Plusieurs leviers concrets permettent de favoriser un leadership inclusif par le prisme de la politique RSE\u00a0:<\/p>\n\n

    \n
  • La mise en place d’indicateurs et d’objectifs mesurables<\/strong> : L’index de l’\u00e9galit\u00e9 professionnelle en France est un exemple de m\u00e9canisme incitatif qui pousse les entreprises \u00e0 agir sur la parit\u00e9 salariale et la repr\u00e9sentation des femmes dans les postes de direction.<\/li>\n\n\n\n
  • Charters and public commitments<\/strong>: Signing the Diversity Charter commits companies\u2014over 4,000 in France today\u2014and encourages them to implement concrete actions to promote inclusivity.<\/li>\n\n\n\n
  • Les programmes de mentorat et de sponsoring<\/strong> : De grands groupes comme BNP Paribas ou L’Or\u00e9al ont mis en place des programmes de mentorat pour accompagner les talents et favoriser leur accession \u00e0 des postes de leadership.<\/li>\n\n\n\n
  • La sensibilisation et la formation des collaborateurs\u00a0<\/strong>: L\u2019int\u00e9gration d\u2019ateliers et de campagnes de sensibilisations \u00e0 l\u2019inclusivit\u00e9, et ce \u00e0 tous les niveaux de l\u2019entreprise, permet de r\u00e9duire les biais de discrimination, notamment \u00e0 l\u2019embauche et d\u00e9veloppe un climat d\u2019organisation apais\u00e9.<\/li>\n\n\n\n
  • Le num\u00e9rique responsable au service de l\u2019accessibilit\u00e9 : <\/strong>L\u2019accessibilit\u00e9 num\u00e9rique est un enjeu cl\u00e9 pour favoriser l\u2019inclusivit\u00e9 des personnes en situation de handicap. Des initiatives comme celles men\u00e9es par des entreprises technologiques pour am\u00e9liorer la conception inclusive de leurs outils et plateformes (sous-titrage, navigation simplifi\u00e9e, compatibilit\u00e9 avec les technologies d\u2019assistance) permettent d\u2019offrir un environnement de travail r\u00e9ellement accessible \u00e0 tous.<\/li>\n<\/ul>\n\n

    L’Or\u00e9al, un mod\u00e8le de r\u00e9ussite en mati\u00e8re de leadership inclusif<\/strong><\/h2>\n\n

    Ranked among the top 20 most advanced companies worldwide in terms of gender equality according to the Equileap Global Gender-Equality Report & Ranking 2023, L’Or\u00e9al has established itself as a benchmark for inclusivity and diversity both in France and internationally. This is no coincidence, as L’Or\u00e9al has been implementing an ambitious policy in favor of professional equality for 20 years. <\/p>\n\n

    Afin de s\u2019assurer que la diversit\u00e9, \u00e9quit\u00e9 et inclusivit\u00e9 (DE&I) soient ancr\u00e9es dans toutes ses actions, l’Or\u00e9al a mis en place un r\u00e9seau interne de Coordinateurs DE&I \u00e0 travers le Groupe<\/strong>. Au sein des pays, des m\u00e9tiers et des divisions, leur r\u00f4le est de veiller \u00e0 la mise en \u0153uvre de la politique Groupe en mati\u00e8re de DE&I, qu\u2019ils adaptent \u00e0 leur contexte et aux exigences locales sp\u00e9cifiques.<\/p>\n\n

    Pour y parvenir, l\u2019une des priorit\u00e9s du Groupe est la formation des collaborateurs aux enjeux de DE&I. L\u2019Or\u00e9al propose une large palette de formations sur ces th\u00e9matiques. Conscients que la sensibilisation des \u00e9quipes manag\u00e9riales est cl\u00e9s, les comit\u00e9s de direction du Groupe suivent une formation sur le leadership inclusif<\/strong> comprenant une auto-\u00e9valuation et un plan d’action individuel. Par ailleurs, des “Ateliers de la diversit\u00e9” sont par ailleurs, int\u00e9gr\u00e9s au parcours d\u2019int\u00e9gration des nouveaux employ\u00e9s.<\/p>\n\n

    En 2020, un programme de mentorat interne<\/strong> a \u00e9t\u00e9 lanc\u00e9 avec la vocation d\u2019accompagner les femmes des Op\u00e9rations dans leur carri\u00e8re. Ce dispositif visant \u00e0 lever les barri\u00e8res qui freinent la progression des femmes, comprend des ateliers de co-d\u00e9veloppement, des s\u00e9ances de coaching et du mentorat assur\u00e9 par des cadres dirigeants du groupe.<\/p>\n\n

    These efforts have allowed the company to measure significant progress, particularly in terms of gender equality. Female representation on the board of directors has thus increased from 21% in 2010 to 43% in 2024. <\/p>\n\n

    Willing: helping organizations make inclusivity a lever for transformation<\/strong><\/h2>\n\n

    Willing Impact, notre centre d\u2019expertise en RSE & environnement, accompagne les entreprises dans la mise en place de politiques RSE ambitieuses, favorisant un leadership plus inclusif, en int\u00e9grant les enjeux de diversit\u00e9, d\u2019\u00e9galit\u00e9 professionnelle et d\u2019accessibilit\u00e9.<\/p>\n\n

    Concr\u00e8tement, nous aidons les organisations \u00e0 :\u2714 D\u00e9finir une strat\u00e9gie d\u2019inclusivit\u00e9 align\u00e9e avec leurs valeurs et objectifs business.\u2714 Structurer des politiques RH et manag\u00e9riales favorisant l\u2019\u00e9galit\u00e9 des chances.\u2714 Mettre en place des dispositifs concrets pour mesurer et piloter l\u2019impact de ces initiatives.<\/p>\n\n

    L\u2019inclusivit\u00e9 est un facteur de performance durable. Comment votre organisation peut-elle en faire un atout strat\u00e9gique ?<\/p>\n","protected":false},"excerpt":{"rendered":"

    In a work environment where diversity and inclusivity are recognized as drivers of performance and innovation, the question of inclusive leadership takes center stage. While gender equality remains a key issue, it is essential to broaden the discussion to inclusive leadership as a whole. Inclusivity is not just about parity. It also encompasses cultural diversity, […]<\/p>\n","protected":false},"author":1,"featured_media":4822,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[43],"tags":[],"class_list":["post-4824","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-article-en"],"yoast_head":"\nInclusive leadership & CSR: strategic leverage for companies<\/title>\n<meta name=\"description\" content=\"An ambitious CSR policy promotes inclusive leadership, a key to performance and innovation. 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