The figures are significant: 48% of employees in the private sector reveal that they have already been victims of discrimination in their workplace.
The question is at the heart of a new study carried out by the firm Occurrence for the association of equal opportunities in the digital sector Diversidays and in partnership with PwC.
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1000 private sector employees spread throughout France as well as 318 young employees (work-study or first job) responded to this survey carried out online between June 14 and 28, 2021. Revealed by
France Inter,
the responses of these French employees therefore reflect their perception of diversity and inclusion within their company.
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If half of them have already been victims of discrimination, 46% of employees in the private sector still consider that diversity remains a vague notion. While a third of those questioned indicate that this discrimination manifests itself most often during recruitment, it concerns more "
age
" for young people (at 45%) as for seniors (at 35%). This answer makes sense for Anthony Babkine, General Delegate of Diversidays, who explains that this fear comes from: "
the fear of young employees of being refused positions of responsibility and for the most senior, of finding themselves unemployed and leaving the market. work
".
Next come the various causes of discrimination: physical appearance for a third of those questioned, gender (for 12% of employees and 23% for the youngest) and finally ethnic and geographic origin (for 9% of employees and 14% among young employees).
Young workers more concerned by the issue
Are young workers more sensitive to issues of diversity and inclusion?
“
This survey confirms how much young people are waiting on this subject, much more than their elders.
They are thus 95% to estimate that their company must engage in diversity (versus 86% for the employees).
Young people are also more numerous (54% against 47% of employees) to think that they may be subject to discrimination,
”explains Assaël Adary, president of the Institut Occurrence.
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The employees solicited also raise the keys which, according to them, would make it possible to respond to the problem of discrimination and promote inclusion.
First, awareness and communication on the issues related to these themes emerge, because 54% of employees believe that diversity is not a well-understood concept.
Next come the quotas, for 71% of those questioned, then the idea of “
collective benevolence
” with the involvement of all parties in the company and in particular the general management.
However, the panel of employees who took part in the survey agree to give their company an average score of 6.7 / 10 for their diversity and inclusion policy.
