Merci @GiordanoIsabel d'être à nos côtés pour faire bouger les lignes et réveiller un monde parfois brutal.#BNPP4DIVERSITY

RT @GiordanoIsabel: Très fière,(et émue aussi en écoutant certains témoignages) d’accompagner @PRIDEBNPP @AutreCercle @GSemene @cath_michau….

RT @CarolineCourtin: Merci 🙏 à @AFMD_Diversite pour cet AFMD’OR de la #communaute. Toujours volontaires et proactifs à vos côtés. A partage….

RT @LesDegommeuses: La FFF nous demande de faire ce que l'@equipedefrance a refusé. Chère @FFF , nous (le foot amateur) ne sommes pas votre….

RT @CarolineCourtin: C’est parti pour les #GPDiversiteInclusion 🥳.Très heureuse que @BNPParibas fasse partie des soutiens à @adrienfigula e….

“We need to be careful with “inclusion marketing” and avoid linking business opportunity and inclusion agenda. It should be a genuine approach that starts with a pain point.” @GeoffroySeghet1, VP Marketing & Communications at @Mastercard Western Europe

What can we do to make our business more inclusive? . “Diversity and inclusion is not only good to create an inclusive work environment. It is also to serve our clients the best we can and make sure they recognize themselves in our services.” Jeffrey Krogh

“Gender identity is changing. More and more young people we shelter identify as non-binary. This will definitely be a challenge for companies in the future as they will need to change their gender approach.”. @sophiedelannoy5, Director of @lerefuge Foundation.

“To create an inclusive environment, people need to understand how trans people feel and what they live.” 🏳️‍⚧️. Eva Diaz, CEO & Founder, Shaping the new

Franck Vignard, CEO of @CetelemSpain: “To have an inclusive workplace, middle management is key: they need to get more consciousness so that they ask the right questions, to leave room for people to express their true selves”.

RT @Delphi17: Proud to be part of this @BNPParibas.

“Things we cannot see, cannot be recognized. We need to have visibility to get equality.” Alba Herrero, HR director at SAP

“Many refugees don’t trust local authorities and are afraid to tell they are LGBT+. We need to make them feel that our system is inclusive in order to accompany them the best way we can.” @ACNURspain.

“This map shows in red the countries in which LGBT+ people are criminalized. When it is possible to be safe in your country, you try to flee but often you don’t have the means to go very far.” @ACNURspain

Time to discuss the situation of LGBT+ refugees around the world with @ACNURspain

“…this was quite new for them as LGBT+ marriage is not recognized there. So it meant my wife and kids could only be on a tourist visa, which was a big issue.”.

Cecile Grimault: “I started to be out at work when I had my children. I thought I had this responsibility for them. When I talked to HR in Hong-Kong, I said: “I have a special family. Is it okay?” They didn’t really understand what was behind the question at the beginning”

One of THE big questions of this conference: “is it possible to be out and have a good career?” 🏳️‍🌈 . What’s your thoughts?.❤️ yes / 🔁 it is hard / comment: no

“[On #transidentity] We asked our trans employees what would work best for them in the company. Rather than writing a procedure, you need to give voice to employees to really understand the stakes and adapt.” @CarolineCourtin.

“At AXA, we launched a survey to our employees: we learnt a lot from it. The NPS for LGBT+ employees was quite high, however we realized that there were still some painpoints, some comments, that we needed to tackle.” @mireyamunozalo.