From Equal Treatment to Diversity: The Case of the French Diversity Charter

It seems useful to wonder, after a few decades of diversity discourses at international, national, and organizational levels, what does diversity actually mean? Do we have a common understanding of the notion of diversity, at a national and European level? Is there such a thing as a European-wide management of diversity? And why should it be? Companies often fear the cost of the implementation of a diversity policy. We, at the French Diversity Charter, like to ask them: do you know how much lack of diversity already costs you? Having a diversified workforce helps you recruit and keep the best talents and enhance innovation and creative thinking, for instance. The idea of diversity as a leverage to improve not only social but also economic performance is gaining momentum in France. Discrimination has a cost both for companies and for civil society. In this matter, public and private entities have a common goal toward diversity and inclusion. Cooperation between public and private actors is key to fight against discrimination appearing at multiple moments of one’s life: education, access to services, employment, health, etc. The role of the French Charter and the EU Platform of Diversity charters is, among other things, to create a space where private and public actors can share ideas and best practices and work together toward a more inclusive society for the mutual advantage of every party.