Diversity And Inclusion Best Practices - An Interview With Carine Lacroix

By Tony Restell

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Carine Lacroix InterviewI recently had the opportunity to interview Carine Lacroix of Reneshone. Carine shared tips that companies can implement today to help ensure that diversity and inclusion are embedded as part of their culture. You're going to love Carine Lacroix's passion for the topic of Diversity & Inclusion! A must watch for anyone striving to understand best practices in diversity hiring.

Watch the full interview

Here's the full video, a transcript of which follows underneath


Interview Transcript - Diversity & Inclusion Best Practices

Delighted to be interviewing today Carine Lacroix who is the Founder and CEO of Reneshone.

Carine, thank you for joining us today.

Would you like to tell us a little bit about your business?


Thank you first of all Tony, thank you for inviting me.

Yes, Reneshone is a human resource consulting firm, based in Canada.

Which exists to address a challenge that characterizes many organizations today.

Employee engagement. Many times I hear things like this:

"We need to get better Glassdoor ratings. Can you help with that?"

"The attrition rate is very high, can you help with that?"

"We have done everything, we even pay them competitively,

I would say, but they still leave."

"Can you help with that?"

Why? Because 85% of employees are not engaged or are actively disengaged at work, and many organizations do not have a formal, I would say, an effective employee engagement strategy.

So in order for us to optimize employee engagement for our clients.

Most of our services are data-driven and range anywhere from recruitment to retention strategies, to HR support services.

So our services are anything like employee surveys, HR policies, exit interviews, data analysis and reporting and many others.


Terrific and obviously diversity and inclusion a really hot topic today.

Why would you say that HR people in organizations should really be focusing their attentions on this right now?


This is a very hot topic, you're right.

And why it is a hot topic? It is not just a hot topic, I would say it is a must. It is a social reality, Tony.

Just look at you and look at me.

You're a white man. You're also a parent and you're British.

That already are three diversity types for you.

And look at me. I'm black. I'm French.

I lived in four different countries, like I grew up in four different countries.

I'm a Mum.

So those are again different types of diversity. Diversity is a reality.

And it's something that there's no way nobody can escape from it.

Okay? We should all embrace it.

And I'm talking about any type of diversity, not just race or ethnicity.

And of course, the Black Lives Matter movement just came as a wake-up call for many who were just neglecting it.

When you just see workers, for example, if I see the view of a worker or a job seeker.

That person, what they want is actually to be accepted by any organization that they will work for.

No matter the perspective that they have.

Now when you see the view of an employer, an employer wants his organization, his or her organization I would say to win and in order for that organization to win one element that should never be neglected is actually diversity and inclusion.

Why? Because diversity and inclusion brings a lot of benefits, such as top talent attraction, high employee engagement, better decision making and of course higher returns.


I'd love to hear a little bit more about that.

If you expanded on that, what diversity brings to an organization, what would be some of the things that you would emphasize?


Let me emphasize, first of all, when we talk about what it brings to an organization, these are all the innovative aspects because when you bring a group of people that are sitting together that come from different backgrounds, they bring a different perspective to the table and you reduce the bias that people normally have that we call sometimes still stereotypes.

So, it's just very good for innovation.

And how do you see that?

You see that in the way that people are working together and you see that on your numbers.

For example, let me just give an example here in Canada, in Canada, Statistics Canada actually run a research.

It was a big study of about six years, and then they discovered that with only a 1% increase in ethnocultural diversity, companies were able to increase their revenue by 2.4% and also the workplace productivity increased by, if I remember, it was 0.5%.

And let me just also give you another data for UK because that is where you are.

In the United Kingdom, over there that was more McKinsey.

McKinsey actually published a Diversity Matters report, three years ago, and what they discovered about UK is that with a 10% increase in gender diversity, Companies especially UK executive teams were able to increase their earnings by 3.5% and that was the same scenario for the U.S.

In the United States a 10% increase in racial and ethnic diversity allowed U.S. executive teams to increase their earnings by 0.8%.

So this is good for business.

It is not just a good to have.


Absolutely. So with that in mind, if you were going to share a few tips with organizations that they could use to try and ensure diversity and inclusion is part of their culture.

What would be some of the things you would be recommending?


That is a good question.

Tips, I love providing tips for my clients.

So the first thing is for everything that you have to deal in life with, you need to know where you are. You need to know your current state.

So I would say identify your current state.

What type of diverse groups do you have in your organization?

What type of policies and procedures and maybe programs are tied to diversity and inclusion?

The second point is you need to be able to identify trends that will allow inclusion to actually exist in your organization, and you should do that, for example, through employee surveys because the voice of your employees is actually the key to true change because it's more practical.

There's more chance they will tell you the truth.

The third element that I will give you is you need to be able to track, monitor and eventually update your current data and practices.

When we talk about HR, for example, do you know if you have inclusive hiring practices?

Can you confirm that everyone in your company is paid fairly and objectively?

Can you confirm that everybody is promoted regardless of their diversity group and do you use for example, exit interviews, to identify any types of discriminative practices because that is very important.

Many times I hear employees who are leaving their organization, saying I'm leaving because of the culture.

I was not feeling happy there.

What is your culture?

Is it an inclusive culture?

So those are the things that I can give away today for anyone who wants to take on that diversity and inclusion topic in their organization.


Some terrific advice, Carine.

Thank you ever so much, and if anyone wants to follow up, is there a web address or phone number, Anything you'd like to share?


Yes, sure. The web address is www.reneshone.com

People can call me directly, or they can send me an email and my email is exactly like my name, [email protected]

So obviously you have my name somewhere on the screen and hopefully they can spell that correctly.


Fantastic. Carine, Thanks ever so much for your time and have a great rest of the week everyone.


Thank you very much, Tony.

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