Inclusive recruitment: preventing discrimination and guaranteeing equal opportunities

Law no. 2017-86 of 27 January 2017 on equality and citizenship (art. L. 1131-2) stipulates that "In any company employing at least three hundred employees and in any company specialising in recruitment, the employees responsible for recruitment assignments receive training in non-discrimination in hiring at least once every five years."

Over and above compliance with the legislative framework governing professional recruitment activities, the implementation of diversity recruitment represents a lever for securing and improving the recruitment process, by enabling, in particular:

- Include its recruitment process in a CSR approach, promoting inclusion, gender diversity or equal opportunities;

- Optimise the quality of recruitment, by making choices based on objective criteria, in line with the organisation's real needs;

- And thus strengthen the reliability and performance of the recruitment approach (recruitment "errors" represent a significant financial cost for organisations).

TRAINING OBJECTIVES

- To master and integrate non-discrimination legislation into recruitment practices;

- To prevent discrimination, promote diversity in recruitment and make the recruitment process more secure, by implementing an approach and using appropriate tools.

1. Discrimination: integrating French legislation

2. Implementing a suitable approach and tools: promoting inclusive recruitment and preventing discrimination

3. Conclusion and outlook: taking things further...!

4. Evaluation

• Certification of prior learning

• All audiences

not concerned

1 to 8 people

• Fully distance learning

• Distance learning
• Individual benefit

• Plateforme Learning Management System

Positioning prior to entry into training.

Tutoring.

For beneficiaries with disabilities: possible adaptation of training and assessment methods, support by the TH referent.

In order to improve the quality of our service, you can send us your suggestions or complaints using the form available on our website.

Trainers experienced in the individualisation of distance learning.

Formative assessments

Contact us to register.

Recruitment manager/recruiter

HR manager

Recruitment consultant or recruitment agency

Diversity, equality and inclusion officer

CSR manager

Access for people with disabilities

Legal compliance guaranteed

• Meets the training obligation stemming from Law no. 2017-86 (every 5 years).

• A strong mark of legal compliance and securing HR practices.

• A traceable justification to be integrated into Qualiopi or social balance sheet approaches.

Strong, accessible pedagogical foundation

• 100% distance learning, asynchronous: total autonomy for learners.

• Varied support: videos, practical fact sheets, external resources, situational exercises.

• Interactive activities (quizzes, self-assessments) for active skills enhancement.

Field-oriented approach and RSO

• Proposes practical tools to integrate an inclusive approach into recruitment.

• Aligns HR practices with a social responsibility logic (diversity, equality, inclusion).

• Participates in the ethical and committed image of the organisation.

Direct impact on recruitment performance

• Helps to reduce cognitive biases, often at the root of casting errors.

• Improves the quality of recruitment by objectifying selection criteria.

• Enables optimisation of HR costs, by reducing failed recruitments

Valorisation of the HR professional

• Provides a increase in skills that can be valued in a CV or for internal mobility.

• Uses to professionalise and engage recruiters in their key role.

• Strengthens the strategic positioning of the HR function in organisational transformations.

Compatible with transformation dynamics

• Adapted to companies reflecting on their managerial practices, HR policy, or cultural transformation (diversity, inclusion, transparency).

• Easily integrated into skills development plans, or an Equality action plan.

1st training session, we have no Quality indicators.