Your questions, our answers

DEI is neither a passing trend nor a recent invention. It’s a field of study rooted in decades of research and human experience. Diversity is not a fad, but an inherent fact of our humanity, observable across generations and cultures. The urgent challenges we face today, such as labor shortages and staff turnover, are being met by EDI approaches. Specialized university programs – both short and long – in EDI are also available, and many Quebec companies have already set up departments dedicated to EDI. A veritable ecosystem has thus been created around the training and development of a qualified next generation to meet today’s needs in terms of equity, diversity and inclusion.

We’ve supported over 250 companies and trained thousands of individuals since 2019… if this were a fad, it would have passed long ago!

Not at all! A DEI approach doesn’t mean you have to turn everything upside down. At URelles, we help you identify the concrete, progressive actions that will have the greatest impact. There’s nothing productive about trying to change everything at once. Sometimes, small steps go a long way! We offer a customized process that adapts to your organization’s culture and priorities. We work with you to create a more inclusive environment without imposing radical changes.. There is no one size fit all and we’ll do it according to your needs!

Investing in equity, diversity and inclusion is no longer simply a gesture of goodwill, it has become a strategic imperative for companies wishing to prosper. The benefits of DEI are now well documented and go beyond ethical objectives: attracting and retaining talent (including Generation Z), stimulating innovation and improving economic performance are now tangible results of an inclusive corporate culture.
When you use our services, you’re investing in people, innovation… and your legal obligations as an employer!

There was a time when DEI took a more rigid approach through the use of quotas. Since then, things have evolved, and DEI isn’t just about coercive measures! It’s certainly advisable to assess the impact of existing practices and raise awareness among individuals. We’ll also want to think about tying our DEI strategy to KPIs, like any business strategy, but these may not be as rigid as quotas. We can help you assess your progress using more qualitative indicators, for example, such as employees’ sense of belonging, perceived inclusiveness, or the impact of initiatives on well-being at work. Now that’s something everyone can do!

One of the comments we receive most often at URelles is: “Wow, we expected to be judged, but it wasn’t like that at all! Indeed, our training, workshops and coaching are never about lecturing, but rather about encouraging openness and creating a more inclusive and respectful work environment. The aim is to provide individuals with the tools and knowledge to better understand themselves, not to judge you. In any case, to make a mistake is human, and that’s what allows us to progress!

Rather than imposing a moral vision, our training courses open the door to constructive exchanges and foster a culture of benevolence.

Well, no! In fact, DEI is an approach that aims to create an equitable environment for everyone by removing barriers that disadvantage certain groups. Rather than favoring one group at the expense of another, DEI ensures that everyone has an equal opportunity to succeed and thrive. However, since DEI aims to equalize opportunities and promote equity, it can give rise to perceptions of loss of privilege and therefore a feeling of discrimination. However, DEI cannot be compared to discrimination, as the very aim is to create a level playing field for all.

DEI is based on an approach that focuses on individual skills and strengths, providing access to qualified candidates and broadening the labor pool. By objectively analyzing skills and eliminating unconscious bias, DEI practices align with best practices in human resources management. When done correctly, there’s absolutely no question of lowering standards. Don’t know where to start it? We can help!

Yes and no. DEI is not a legal obligation as such. As an employer, you’re not legally obliged to set up an DEI system, provide training on the subject to your employees, or have a DEI policy. On the other hand, you don’t have much choice but to use DEI one way or another if you wish to meet legal obligations under various Quebec and Canadian laws, such as the Charter of Human Rights and Freedoms, the Act respecting labour standards, the Act respecting occupational health and safety and many others. Read our article on the subject to find out more!