We help companies develop a D&I strategy which fits their unique culture so that they engage their teams and managers.
Our group trainings and science-based workshops provide an inclusive environment to knock down unconscious bias, inequalities and cognitive resistance. The Allyance works towards a great personal commitment among your team members. Finally, we provide actionable D&I strategies.
AUDIT
The Allyance leads diversity and inclusion audits. With a strong methodological care, we mix quantitative and qualitative approaches in order to understand your company culture. To conduct D&I audits, we send out surveys, meet with your team members and collect data about your workforce and internal processes, while complying with CNIL’s guidelines on data collection. Launching a D&I audit enables companies to:
To empower your teams,
we built forward-thinking group programs on the following topics :
Unconscious Biases
Diversity Sourcing
The 10 Things You Need To Know To Get DEI Right
How To Be An Inclusive Interviewer
How to Support a Gender Transition at Work
Hiring online (without discriminating)
Providing an anti-harassment and anti-discrimination workplace
Ensuring an inclusive workplace for LGBTQI+ people
Humour, its effects and its dangers in the workplace
Unconscious Biases
A collaborative and science-based workshop to identify unconscious biases. While people belonging to the majority population are judged according to their potential, those belonging to a minority are still expected to demonstrate performance to get equally rewarded. This needs to change and we help you get there.
Identify your invisible unconscious biases
Understand unconscious biases and their consequences on recruitment and company culture
Find personalized ways to improve diversity thanks to a collaborative brainstorming session
Make the unconscious conscious in order to make more objective decisions and facilitate inclusive interactions
Define measurable, achievable targets in order to achieve a more inclusive workplace
Feedback from Doctolib, Back Market, leboncoin, BlaBlaCar, Inato.
Diversity Sourcing
A hands-on workshop to train your recruitment team to master diversity sourcing techniques. The goal is to help recruiters hunt down underrepresented groups (URG) via creative techniques based on emojis, unusual searches and accessible data.
Customize Boolean searches personalized to URG
Build personalized and captivating email approaches
Be familiar with the URG’s uniqueness while sourcing
Engage with untapped talent to enhance diversity inside your company
The 10 Things You Need To Know To Get Diversity And Inclusion Right
Hiring underrepresented groups to create the best products and services
Increasing your performance thanks to an efficient DEI strategy
De-biasing minds: a hard but much needed task
Understanding the legal framework in order to adapt locally
Being vocal about your DEI efforts in order to make your company stand out
Feedback from Doctolib and CybelAngel.
How To Be An Inclusive Interviewer
A hands-on workshop to train your interviewers to be more inclusive. The goal is to help interviewers understand how their behaviour can affect their company’s reputation, to help them engage a diverse range of candidates and ensure, in turn, a world-class candidate experience.
Welcome a candidate offline and online
Understand how to be warm while keeping track of time
Be familiar with structured interviews
Be able to answer to challenging questions to attract more diversity
Feedback from Strapi.
How to Support a Gender Transition at Work
A hands-on workshop for HR professionals, managers and team members wanting to create an inclusive environment for trans professionals. The goal is to provide tools and solutions pertinent to your specific company culture.
Use to right words and rethink your internal communication
Plan the administrative steps in the context of a gender transition
Support trans professionals to ensure their career evolution
Identify resources and engage your teams on inclusion topics
Hiring online (without discriminating)
In recent months, the recruitment process has been re-invented: video interviews replaced face-to-face interviews. The risk of discriminating against candidates is still present during recruitment processes. On a daily basis, all the actors of a company have the responsibility to respect the legal framework.
Based on legal texts, numerous examples and practical tools, this training will:
Help managers, recruiters and HR managers to refine their understanding of the legal framework for recruiting without discriminating, regardless of the sector of activity
Design an inclusive recruitment process and a strong employer brand
Adapt the candidate experience to an interview on Zoom, Google Meet and Teams
Guarantee equal opportunities
Providing an anti-harassment and anti-discrimination workplace
A legal and pragmatic workshop aiming at understanding the mechanisms of harassment and discriminative behaviors at work.
Identify toxic words, attitudes and behaviours through examples from legal precedents
Prevent discriminatory behaviors at work
Raise awareness on everyone’s responsibility to provide an anti-harassment and anti-discrimination workplace
Feedback from Warner Bros. Media France, Weborama, Loft Orbital.
Ensuring an inclusive workplace for LGBTQI+ people
A workshop to help you make inclusion a reality. The LGBTQI+ community is underrepresented in the workplace because we falsely imagine gender identities and sexual orientations belong to the personal sphere. Yet, who you are does not go away when you are at work. By addressing the inclusion of the LGBTQI+ community, we enable companies to become a safer space for everyone.
Name your LGBTQI+ colleagues with accuracy and respect
Understand the importance of using the right vocabulary while at work
Discover what situations exclude LGBTQI+ professionals and make sure to anticipate them rather than react to them
Build an inclusive communication, HR policies and events
Feedback from MongDB.
Humour, its effects and its dangers in the workplace
A real-life based workshop aiming at provoking inner introspection to anyone thinking “we can’t joke about anything anymore”. Toxic humour at work creates exclusion rather than inclusion and leads to losing key employees.
Raise awareness on hostile attitudes, choices of words and inappropriate jokes
Discourage inappropriate jokes and verbal abuse from all the staff members (Top Down)
Become an expert at spotting mansplaining, manterrupting and sexist statements
Adopt the right policies, process and behaviours to ensure an inclusive work environment
We rely on existing employees and processes to build bias-resistant programs.
The Allyance team is available for consulting opportunities to help companies.
Testimonials
“The Allyance supported some of the exciting Pride events within HSBC Asset Management. We felt extremely honored and privileged to hold safe spaces for these important conversations that are key to value our differences. I’d like to thank our partners and for the events held in France Caroline Therwath-Chavier from the The Allyance and Cyrielle Tcheng-Collignon, it was such an honor to have you with us.”
Farah Bouzida, Global Head of Solutions Research & Analytics at HSBC Asset Management
“After communicating internally about the DEI audit, we started sending Caroline our internal communication documentation so she’d get a solid ground of what PhotRoom looked like: hiring process, D&I statement, etc. The quantitative and qualitative part of the audit was led by Caroline. The final 40-50 pages audit was well-rounded: it featured her findings, observations, the issues she identified, the good and the bad, and ended with suggestions of actions to take: training, sanitary products in the bathrooms, inclusive job description…”
Cody Dority, Talent Partner at PhotoRoom
“Our collaboration went very smoothly. Caroline was attentive to our needs, she didn’t resort to cut-and-paste methods and delivered a message tailored to our company. In order to do that, she made the effort to grasp the specificities of Doctolib and was always in tune with us. She is empathetic and does not preach. She managed to understand where we stood and helped us grow from there.“
Bettina Riveyron, Social Impact Director at Doctolib
“Sami Touil, past VP Engineering at Onfido After the Diversity Sourcing training, 42% of the engineers we recruited come from underrepresented groups and 55% of the hires for the product and design teams. I am so happy about this. Previously, underrepresented groups were somewhere between 5 and 10%. CTO @Alma, Advisor, Teacher”
Sami Touil, CTO at Alma