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Are you an agency that wants to commit to diversity and inclusion but don’t know where to start? These practical guides are made for you. It’s a foundation meant to guide you in building your customized program with your team and HR, but it’s not exhaustive, as the topic is broad and constantly evolving.

6 good reasons to commit to a D&I policy.

• It’s a key lever in the fight against all forms of discrimination.

• It resonates with the issues of representationof all society in communication jobs.

• It improves thewell-beingof employees and increases their engagement.

• It allows for attracting and retaining newtalentand contributes to the employer brand.

• It’s an element of management of legal risks and those related to the agency’s image.

• According to a McKinsey study*, inclusion,performance, and innovation are linked: the most diverse companies are 36% more likely than their less diverse competitors to be profitable.

*Étude McKinsey Diversity wins: How inclusion matters – 2020

GENDER

The topic of gender in the workplace, that is, equality between human beings and the fight against sexism, is a hybrid theme that is addressed both through the lens of the law and as a topic of diversity and inclusion.

DISABILITY

Disability can affect anyone, early in life or as a result of an illness or accident. Contextual and evolving, it only constitutes a disability in certain environments, under certain conditions.

LGBT+

Topics related to gender identity and sexual orientation, which can be grouped together under the acronym LGBT+ and its variations, are not just a matter of privacy or intimacy.

MULTICULTURAL

Ethnic, cultural, and religious diversity, as well as their integration into French society, are topics that regularly come up in public debate in France.

AGE

The topic of multigenerational inclusion, that is, the harmonious coexistence of several age groups within an agency, is essential in the development of a D&I policy.

SOCIAL DIVERSITY

Discrimination related to social backgrounds is mainly manifested by the inequality of access to education and employment. Socioeconomic inequalities affect educational and professional paths.

THANKS

Sabine Keinborg | CEO of Shortlinks, RSE Director at Team Créatif Group

Marion Rungette | Engagement Manager at Havas Paris

Gildas Bonnel | President of Sidièse, board member of AACC, and President of AACC’s RSE commission

Marguerite de Lacharriere | COO at W

Mathilde Chamak | RSE project manager at BETC

Valérie Richard | Corporate Social Responsibility Manager at BETC

Caroline Darmon | RSE Director at Publicis

Christian Coquart | Dentsu France, RSE, D&I, disability mission

Romain Troche | Director at Spin-Interactive

Elise Monnier | UX designer at Shortlinks

Flora Ekam-Dick | Project Manager at Shortlinks

Estelle Capocci | Copywriter at Shortlinks

Marie Gabrié | Deputy Director of AACC

Louise Mignot | Delegation and Communication Assistant at AACC

Hervé Brasselet | President of Parties Prenantes, board member of AACC

Laetitia Hardy | Legal and Social Affairs Director at AACC

Alexandra Basset | Legal Director of Advertising Rights at AACC

Charlotte Parez | Responsible for men-women topics and equal opportunities in companies at Medef

Denis Fremeaux | Deputy Director of Communications at Agephip.

Not forgetting those who sowed the seeds at the start of this working group: Céline Veyrard, Alexandra Amana, Nathan Ndi-Etienne, Leïla Grison, Virginy de Martel. A big thank you!

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