In June 2021 we published a joint position paper with the consultancy firm UTOPIES: “Talents Without Frontiers” to explore issues related to the economy of migration and to invite a change of perspective on migration. On June 20, 2022, on the occasion of this symbolic date, World Refugee Day, we are once again associated with UTOPIES. 

We are pleased to announce the creation of a charter to change practices in favor of the inclusion of refugees and exiles in the workplace. To date, more than 40 large groups, small and medium-sized companies and startups have committed to this initiative:

Major groups : Chloé, BVA, EGIS, Generali, Accor, Adecco, Domofrance, Pierre & Vacances Center Parcs, La Voix du Nord, L’Oréal…
VSEs/SMEs: Le Slip Français, Big Mamma, Guermonprez, Cojean, ADS/Les Arcs…
Networks: C3D, Comité 21, B Lab, ESS France, ENVIE, FACE, Réseau Alliances, SOS…
Startups: Les Petits Culottés, Les Cuistots Migrateurs…

Access the charter here

By virtue of these convictions and this declaration, we, as a company or organization, commit ourselves to:  

Changing the representations related to newcomers and developing a positive culture of interculturality: 

• Include the equal opportunity and interculturality approach in our diversity/inclusion and CSR policies in order to support sociocultural diversity at every level of the company;

Raise awareness amongst our stakeholders (both internal and external: collaborators, suppliers, partners, clients, etc.) about stereotypes related to migration and the benefits of ethnic diversity;

Communicate about our commitment to these internal and external actors, in order to encourage them to respect and deploy these principles, and to evolve their practices and professional environment;

Accompanying refugees and migrant people towards better employability via the implementation of specific internal support mechanisms (such as language or cultural learning, mentoring, training, non-discrimination, etc.) and/or partnerships with specialized actors (on recruitment and/or skills development, etc.);

Ensure the proper inclusion of recruited newcomers or those already present in the workforce, by raising awareness, training, and supporting managers, and collaborators in welcoming refugees and/or migrants in their teams, for the benefits of intercultural management.

Going beyond our operations, whenever possible;

Promote suppliers or projects in the supply chain that support the inclusion of refugee and/or migrant populations;

Integrate into our investments and financing, when in line with the company’s strategy, projects led by refugee and/or migrant entrepreneurs or innovations for their inclusion in our societies and our economy;

Disseminate and share this charter to engage as many companies and organizations as possible to favor the inclusion of newcomers.

Evaluate our performance and organize an annual review of indicators, success factors, and challenges with the general management. Share these elements externally with the best practices implemented.