What are your main practices for promoting/protecting minorities (especially LGBTQI+) within your firm?

Hi Pierre-Arthur, we have regular unconscious bias trainings, a global system for whistleblowing as part of our compliance system. And additionally of course our LGBTQ+ network Just Be who acts in favor of LGBTQ+ on any topics.

We also just underwent a global pride week event, where we had roundtables, talks, workshops, decorations and parties! In addition, we have D&I initiatives that are different between local offices, such as local whistleblowing systems, examination of our processes for any bias and unconscious bias training

Thank you, Thomas, Grace, I like your unconscious bias training project. It’s a real subject that’s hard to deal with usually. Are these sessions voluntary or mandatory? Grace, what does D&I mean?

These trainings are indeed mandatory for every employee in the company.

D&I means Diversity and Inclusion

Thank you for your clear feedback. On the same subject, how does your whistleblower system work? Sometimes, an offensive practice is more an habit than an actual will to harm. How do you deal with people who have no bad intentions when they offend the sensibilities of others?

Currently our global whistleblowing system is based on using a specialised channel to contact a trained team that can deal with any incidents. Completely agree on that there may be more subtle or not ill-intentioned offensive incidents - globally, these are being addressed through the mandatory unconscious bias training and initiatives at a local office level e.g. the London office we also have a public forum for anonymously speaking about uncomfortable incidents

Great, thanks. Within the framework of your Just Be network, are there any arrangements in the members' schedule for them to organize events or workshops?

It's definitely possible to make time for organizing events and workshop, as well as for joining them. In general, it is highly welcomed by the management if colleagues do activities for connecting employees internally.

I can say that at the local office level, there are formal opportunities to devote time to organise D&I initiatives as well; in the London office, I was able to spend a few days organising a LGBTQ+ event as well as gender diversity strategy

I can confirm what my colleagues said from the Brussels office as well. Even when on a project, we planned well so we could prepare Pride week activities, and support was mobilized from Office Management and Marketing / Communications

Great! I have to leave you for a meeting. It has been a pleasure to discuss this important topic with you all. Your feedbacks were clear and sincere. Thanks again for this exchange. Good day to you all. Best regards