SustainLux | Lëtzebuerg Diversity Charter (2024)

Participation opportunities

Any organisation in Luxembourg can sign the Diversity Charter and benefit from our resources, tools and access to events.

What’s needed

Financing Expertise/knowledge

Objectives

To work towards a better understanding of the challenges of diversity and inclusion, hand in hand with national, European and international players, by proposing concrete tools and solutions.

Impact

The challenge of a diversity policy is to ensure that everyone has employment and career opportunities in line with their skills and aspirations, while respecting and taking into account their individual characteristics (gender, race, age, ethnic or social origin, nationality, disability, language, religion or beliefs, political opinions, sexual orientation, gender identity, family status, morals, surname (a list which is not exhaustive).individual characteristics (sex, race, age, ethnic or social origin, nationality, disability, language, religion or beliefs, political opinions, sexual orientation, gender identity, marital status, morals, surname (non-exhaustive list)).

The concept of diversity management is based on the idea that recognising the plurality of human profiles within a company contributes to its economic success if diversity is consciously integrated into its strategy and managerial practices. Companies are therefore invited to find new ways of operating, more in tune with the diversity of their staff and their customers or users. In practical terms, this means recognising skills, valuing different life experiences, pooling knowledge and opening up to new sources of talent.

If ignored or not managed, the diversity of the workforce not only deprives the company of an economic and social advantage, but can also lead to malfunctions, a deterioration in the social climate and a loss of competitiveness.It can also lead to dysfunction, a deterioration in the social climate and have significant repercussions on productivity and the company's image.

Diversity management therefore responds to concerns such as :

• Complying with legal and regulatory constraints;
• Preventing the risk to image and reputation;
• Demonstrating its commitment as a socially responsible company (diversity is one aspect of Corporate Social Responsibility);
• Optimise its human resources management (better manage available skills, prevent labour shortages, improve the social climate, etc.);
• Enhance the company's performance, both socially and economically (develop its capacity for innovation, improve its image, better understand customer expectations, open up to new markets, etc.).

In this context, a Diversity Charter represents a strong signal, both inside and outside an organisation, of the professional world's commitment to accepting and valuing differences.

Target audience

All employees of organisations that have signed the Diversity Charter.

Challenges and learning successes

Since the 21st century, many changes have made it necessary to adapt our ways of thinking and managing in order to respond to economic challenges, such as demographic changes, the globalisation of markets, the mobility of people, intergenerational and intercultural cohabitation, the ageing of the population, changes in the social and parental roles of men and women, and finally the lengthening of professional careers. mobility, intergenerational and intercultural cohabitation, an ageing population, changes in the social and parental roles of men and women, and the lengthening of working careers.

With 48% of non-Luxembourg residents in the first half of 2019, 170 different nationalities, 200,221 cross-border commuters who come to work in Luxembourg every day, 41% of female employees and 69.5% of the population of working age (15-64), diversity is manifold in the Grand Duchy. These are just a few indicators of the scale of the task in terms of inclusion and managing diversity.

Luxembourg, at the crossroads of the European Union, is no exception to societal transformations; diversity is at the heart of the functioning of democracy and is therefore a major challenge for the world of work. This is why the country has decided to adopt a Diversity Charter, to facilitate this transition, both for companies and for society as a whole. Within the European Union, 26 other countries have established Diversity Charters, with the support of the European Commission.