IMS Luxembourg - Inspiring More Sustainability - in collaboration with LISER, presented on Tuesday the results of the third barometer "Diversité & Entreprise Lëtzebuerg", the result of the analysis of the questionnaires of 138 signatory organizations that fulfilled this commitment. An edition that compares the differences between the signatories committed before 2015 and those who signed thereafter and offer an inventory of the management of diversity within companies in Luxembourg.
In the presence of Laure Amoyel, head of the Integration and Diversity Division of the Office luxembourgeois de l’accueil et de l’intégration (OLAI) and LISER Researcher Nicolas Poussing, IMS unveiled the conclusions of the survey. Charter signatories to better understand the status of their diversity practices. One of the trends is quickly to deal with the topic of employee well-being, especially with respect to work-life balance: 82% of them prioritize this topic. In this context, 92% of the signatory organizations have implemented a system of flexible hours, while 89% have a system of part-time, parental leave, leave without pay and absence of meetings after 18h. Telework is also needed, progressively since 57% of the signatories have implemented it.
Very revealing figures of a real drive to improve the working conditions and the well-being of all, taking into account the specificities of each individual.
Diversity, a benefit for organizations
For Laure Amoyel, this new barometer confirms, in a tangible and measurable way, that the diversity of talents in business is clearly beneficial, both internally and externally. 65% of all signatories say they see an improvement in their image and reputation and 63% of "old" signatories (signature before 2015) go even further, observing the creation of opportunities in new markets (Figure 21bis, page 33 of the barometer). Because diversity is becoming more and more a criterion in many tenders. The voluntary approach becomes a differentiating element and increases the competitiveness of organizations.
At the press conference, Catia Fernandes, coordinator of the Lëtzebuerg Diversity Charter, pointed out that between 2014 and 2018, the signatories are communicating more about their commitment to diversity internally - there is a real desire to raise the awareness of all actors regardless of their hierarchical position - but also externally, which suggests the importance of managing diversity in the reputation of the company.
More informations on the website of the Diversity Charter Lëtzebuerg