Diversity & Inclusion
Teleperformance Training
What is
discrimination?
Direct
discrimination
When one person is treated
less favorably than another in a
comparable situation on the
grounds of
Indirect
national origin, gender, marital status, pregnancy, physical discrimination
appearance, name, state of health, disability, genetic
characteristics, cultural traditions and customs, sexual
orientation, age, political opinions, trade union activities,
When taking an apparently
belonging to an ethnic group, nation, or religion, etc. neutral provision put persons
having a particular religion,
disability, etc. at a disadvantage
compared with other(s)
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Most common causes of discrimination
Age (55%) Disability (22%)
Ethnicity (31%) Syndicalism (12%)
Physical attributes (25%) Religion (10%)
Gender (22%) Sexual orientation (6%)
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Forms of discrimination
Glass ceiling
Wage gap
Hiring bias
Jokes / Insults / Harassment
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What is Diversity
& Inclusion?
What is Diversity & Inclusion?
It is more than just tolerating differences. It is respecting, appreciating and
understanding the varying characteristics of individuals
This is the achievement of a work environment in which all individuals are treated
fairly and respectfully, have equal access to opportunities and resources, and can
contribute fully to the organization’s success.
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Teleperformance’s
approach to
Diversity & Inclusion
(D&I)
As an international, multicultural and multilingual company, with
presence in 80 countries, Teleperformance embraces diversity.
Teleperformance has developed a global policy on Diversity &
Inclusion (D&I) aligned with the highest international standards
and structured around 5 main categories:
• Recruitment & hiring
• Training & development
• Anti-harassment
• Remuneration
• Work conditions
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Teleperformance’s Diversity &
Inclusion policy (1/3)
Recruitment & hiring Training & development
• Enlarge and diversify the sources of recruitment and the • Ensure the potential development of all employees with
pool of candidates and ensure that external recruitment equal opportunities by providing training and/or mentoring
partners understand the TP’s commitment to D&I and that offers employees of all backgrounds the opportunity to
non-discrimination; perform well and to ascend to upper-level jobs.
• Determine the duties, functions, and competencies • Equal employment opportunity principles should be
relevant to each position and create objective, job- considered at all career stages, from evaluating employees’
related qualification standards; performance to granting promotions.
• Ensure selection criteria do not disproportionately • Ensure an evaluation system under which no advancement is
exclude certain protected groups. blocked or favored under the influence of favoritism and non-
objective criteria;
• Ensure that promotion criteria and job openings are made
widely known.
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Teleperformance’s Diversity &
Inclusion policy (2/3)
Remuneration Work conditions
• Monitor remuneration practices on an annual basis to • Ensure that no individual is rejected or ignored in the context
identify areas of potential concern in terms of equal of work or work-related activities (job assignments, hours of
employment opportunities; work, holidays…)
• Ensure that leaves of absence related to pregnancy and • Encourage clear and transparent communication about the
parental leave, or other events linked to parenting do importance of managing family, personal and work time.
not result in a violation of TP’s equal employment • Ensure adapted accommodations in the workplace for disabled
opportunities commitment. applicants and employees.
• Monitor practices for equal employment opportunity
compliance and conduct self-analyses to determine whether
current employment practices disadvantage people of
protected categories.
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Teleperformance’s Diversity &
Inclusion policy (3/3)
Anti-harassment
• Prevent sexual and other unlawful harassment by disseminating to all employees and enforcing a policy prohibiting
unlawful harassment and retaliation, including:
— Specific examples of prohibited conduct;
— Protection against unlawful retaliation;
— A clearly-described complaint process;
— Protection of the confidentiality of the complaints;
— Prompt and impartial investigation.
• Ensure immediate and appropriate corrective action when harassing behaviors occur.
• Work discussions with employee representative bodies if applicable.
The harasser does not necessarily have to be the victim's boss or supervisor. It is still harassment if a
coworker or client is the source of the behavior and the company's management does nothing to put a
stop to it.
In case of sexual harassment, the woman's harasser does not necessarily have to be a male and the
victim doesn't always have to be a woman—men can also be the target. Women can be just as guilty
of sexual harassment.
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Focus on harassment
How to detect, report and handle any issue?
DETECT
Examples of sexual and non-sexual harassing behaviors:
• Using racist slang, phrases, or nicknames;
• Making remarks about an individual's skin color; offensively talking about negative racial or religious stereotypes;
• Making offensive reference to an individual's disability;
• Sharing sexually inappropriate images or videos with co-workers; sending suggestive letters, notes, or emails; telling lewd
jokes or making inappropriate sexual gestures;
• Staring in a sexually suggestive or offensive manner, or whistling; making sexual comments about appearance or clothing;
• Inappropriate touching;
• Etc.
REPORT AND HANDLE
Report harassment by contacting your HR point of contact, your manager or the Teleperformance Ethics Hotline
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Teleperformance’s global D&I Pillars
Teleperformance has agreed on 4 major pillars to roll out its D&I programs:
Leadership Systems Culture Communication
Behavior Policies Learning Reporting
Representation Processes Engagement Benchmarking
Accountability Metrics Values Partnerships
Leaders and managers should:
• Exhibit the right behaviors and be irreproachable; take accountability for the results of the D&I programs; set goals,
commit to that goals and take actions towards that goals.
• Ensure that the global D&I policy is translated into processes and metrics and well-implemented.
• Promote a diverse and inclusive culture through training and positive communication, engage all employees around
D&I programs: help to build an organization we’re proud to be part of.
• Communicate on the 3 other pillars to enhance TP’s reputation; monitor and report information on D&I and create
relevant partnerships.
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Teleperformance’s global D&I Priority Areas
TP D&I focuses on 5 priority areas:
Gender Disability LGBT Ethnicity Local Priority
Improving representation Ensuring reasonable Respectful workplaces Improve race, ethnic and Flexibility for TP
of women (or men) in accommodation and through equal rights, cultural diversity in the companies to prioritize
leadership roles, across increased representation benefits, opportunities for leadership roles and in the diversity strand relevant
business units and geos, in the workforce. advancement. workforce. to their needs and local
mainly through the Group realities.
initiative TP Women.
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Focus on
TP Women
TP Women
Our Mission
The TP Women initiative seeks to address women’s issues in the workplace
and help drive positive change. TP Women stands behind diversity, inclusion,
and gender balance, supporting equal opportunity and participation at all
levels and in all aspects.
Guiding Principles:
▪ Diversity is about inclusion, not exclusion
▪ We are educators, promoters & advocates
▪ Our ability to impact change lies in the strength
of our character
▪ We are the voice of TP Women
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#TPWOMEN
100+ BOARD MEMBERS & REGIONAL
BOARD MEMBERS WORLDWIDE
• Appointed TP Women Board & Regional Board
Members.
• Hundreds of meetings to share stories & networking all
around the world.
• Benchmarks were completed in across the Globe
• Global LinkedIn page went live.
• Women mentorship program
• First TP Women board meeting at the TIEC center in
Santa Clara CA
• TPSheTalks utilizing client relationships to help
promote diversity & equality
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