When were the Remixt campaigns launched?
In October, we launched the « Diversity Week, » an event that lasted two weeks. For this, we simultaneously launched 5 campaigns, representing 5 key pillars of our Diversity and Inclusion policy.
What was the outcome of the campaign?
We have 6,500 employees worldwide, including 3,000 in France. We had a participation rate of 11% in France, where our communication channels are the most established. This is an encouraging result.
What did you do before the campaign?
That’s when we worked the hardest.
3 weeks before the launch, we shared the teaser prepared by Remixt. We sent it out in a flash email, a format we use internally that goes to all employees. We also duplicated the message across internal social networks (Yammer, specific groups, etc.).
In the 2 weeks before the launch, we increased our messaging on the intranet for both English and French-speaking groups, posting every two days. With 5 topics to cover, we had plenty of content to share. We created GIFs highlighting key figures from the courses, which helped pace our pre-campaign.
In summary, we amplified our messages and channels. Messages did not always come from my account to show that many of us were supporting the initiative. This was a key factor in our success.
Two weeks before the teaser campaign and five weeks before the official launch, we brought initiative to the management committees of all business units to present it to the highest management levels.
The key argument was that succeeding with this policy would help us with employee retention and attracting younger talent who are sensitive to these issues. I created an engaging presentation to win their support. By the end of the management committee meetings, I could count on the associated HR to ensure the information was communicated down the line.
What did you do during the campaign?
We followed a simple system: launch / relaunch / close. We launched on Monday, relaunched the following Monday and closed on Friday.
What did you do after the campaign?
We shared the feedback with the extended HR committee. We communicated participation rates by country, highlighting key points and priorities.
For the broader audience, we posted a thank you message on Yammer, emphasizing that, for the first time, all countries participated despite distance and covid.
We kept the campaigns online for 6 months and leveraged two key events in the French Diversity & Inclusion calendar (European Disability Employment Week in December and International Women’s Day on March 8) for additional follow-ups. This approach increased participation.
