Politique sur l’équité, la diversité et l’inclusion (EDI)
L’Institut de recherches psychologiques (IRP) croit fermement que la diversité, l’équité et l’inclusion sont les piliers fondamentaux pour garantir un environnement professionnel éthique et respectueux, tout en offrant des solutions psychométriques précises, équitables et inclusives.
Nos tests psychométriques sont conçus pour refléter la diversité des populations mondiales, en tenant compte des différents genres et des différentes cultures, origines ethniques, religions et orientations identitaires. Cette approche garantit que nos outils sont exempts de biais et pertinents pour toutes les personnes, quels que soient leur parcours ou leur identité.
La diversité et l’inclusion : des leviers pour le succès organisationnel
Le marché du travail vit à l’heure actuelle une transformation profonde qui se poursuivra dans les années à venir. Le vieillissement démographique, la mondialisation et les nouvelles générations, qui changent d’emploi plus fréquemment, poussent les entreprises à adapter leurs pratiques en matière de gestion des ressources humaines.
Dans ce contexte, la gestion de la diversité en milieu de travail devient un levier stratégique majeur, offrant de nombreux avantages tant pour les employés que pour les employeurs. Pour être perçue comme un employeur de choix, votre entreprise doit être un modèle de diversité et d’inclusion, des éléments aujourd’hui essentiels pour attirer les meilleurs talents.
Qu’est-ce que la diversité ?
La diversité reflète la richesse des personnes et des idées au sein d’une organisation. Elle se manifeste sous différentes formes :
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Le sexe;
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L’origine ethnique;
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L’âge;
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Les limitations fonctionnelles ou les handicaps physiques et intellectuels;
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La religion, les croyances et les valeurs;
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La langue;
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Le niveau d’éducation;
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Les compétences et les expériences professionnelles.
Qu’est-ce que l’inclusion ?
L’inclusion consiste à créer un environnement de travail où chacun se sent accueilli, respecté et valorisé, quelles que soient ses différences. Elle favorise un sentiment d’appartenance, permettant à chaque individu de se sentir authentique et connecté aux autres.
Un duo indissociable
Pour maximiser leurs bénéfices, la diversité et l’inclusion doivent aller de pair. Une organisation diversifiée, mais non inclusive, risque de nuire à ses performances, à l’engagement de ses employés et à sa réputation. En intégrant ces deux dimensions dans vos pratiques, vous renforcerez la fidélité de vos équipes et contribuerez à l’innovation et au succès de votre entreprise.
Our commitments to EDI
Fairness in the design and interpretation of tests:
We are committed to developing and validating our psychometric tests using representative and diverse samples, reflecting a plurality of genders, cultural backgrounds, religious beliefs, and other demographic characteristics.
We use rigorous methodologies to identify and reduce any potential bias in our assessment tools.
Diversity in our team:
We promote an inclusive culture within our company by recruiting and supporting employees from diverse backgrounds, thus ensuring a plurality of perspectives in our work.
Accessibility of our tests:
We strive to make our products accessible to people of all ability levels, including those living with disabilities.
We are working to adapt our digital platforms and interfaces so that they comply with international accessibility standards (WCAG).
Training and awareness-raising:
All our employees and collaborators regularly attend training courses on inclusive practices, implicit bias and cultural diversity.
We encourage ongoing dialogue on the importance of EDI in our sector and beyond.
Collaboration with external experts:
We collaborate with researchers, community groups and organizations to ensure that our tools evolve in line with societal realities and the diverse needs of our clients and users.
EDI is at the heart of the IRP's mission. We are committed to providing psychometric tools that not only meet the highest scientific standards, but also honor the richness and diversity of human experiences.
Standard data from our tests
The standards for our personality and cognitive ability tests designed for organizational psychology reflect mixed standards (men, women, and LGBTQ+). These standards apply to the recruitment, skills assessment, coaching, career guidance, and counseling markets.
However, our tests for clinical psychology will retain norms based on sex differences. The decision to eliminate this difference in clinical psychology is still under consideration.
Implementation and monitoring
Measuring impact: We conduct regular audits to assess the inclusivity and fairness of our tools.
Feedback mechanisms: We maintain open channels to collect feedback from our users and partners on EDI-related issues.
Continuous improvement: We adapt our practices and products based on scientific advances and feedback received.
Discriminatory factors arising from unconscious biases and the elimination of these biases in our tests
Let us remember that the propensity to value or devalue a person based on one of their characteristics would be the result of the anchoring of unconscious biases and that these exist in each of us.
These unconscious biases fall into three main categories.
The first category concerns individuals. For example, there is a bias related to first impressions, that is, to the physical attraction that a person arouses in us, as well as another that relies on our intuition to judge people who are unknown to us.
The second category is associated with our group affiliation (which can be defined by age, gender, ethnic origin, etc.). This includes the bias that makes us appreciate people who are like us and ideas similar to our own, as well as the illusion of transparency, which leads us to overestimate our ability to understand the mental state of the individuals around us.
Finally, the third category corresponds to systems of oppression and privilege. Racism, sexism, ageism, and fatphobia are the most common manifestations of this.
To foster inclusive behavior towards people, it is essential to become aware of the stereotypes that exist in our society and to recognize that our unconscious biases can mislead us. Accepting criticism from other perspectives is therefore a crucial first step.
To mitigate some of the negative dynamics stemming from group affiliation, we must consider the paradigm shift occurring in the workplace and modify our criteria to allow individual differences to be expressed in new ways. Therefore, our tests for organizational psychology will no longer include certain criteria that could be discriminatory factors.
More representative normative data
Psychometrics is the science of measuring the psychological characteristics of individuals. It consists of the quantified, objective and standardized evaluation of individual differences using psychometric instruments.
These differences are the psychological characteristics by which individuals can differ from one another (e.g., intelligence, extroversion, anxiety, reliability). They are expressed in our daily behaviors.
[The professional using psychometrics] compares our behaviors to the behaviors of others in order to position us on a scale from 0 to 100%. In this way, [they] are able to position us in the expression of this psychological characteristic [relative to a norm].
A norm is the distribution of scores obtained by a sample of people, representative of a defined population, on an instrument administered under standardized conditions. This distribution generally follows a normal curve, and the sample thus formed is called a "normalization sample" or "normative sample".
Data on the distribution of scores of members of the normalization sample (i.e. mean, standard deviation, reliability coefficient and standard error of measurement) are documented (usually in the manual of the psychometric instrument used), so that the score of any individual can be situated within this distribution of scores, for the purpose of interpreting the results.
To reflect societal evolution, inclusive psychology will no longer differentiate based on age, sex, sexual orientation, group affiliation, socioeconomic status, etc. The norms used in psychometrics will also be gradually modified to be more representative of their reference populations.
The IRP research team's decision to adopt mixed norms in its psychometric personality tests was made with this in mind. It reflects a desire to free individuals from the burden of societally defined characteristics. Instead of adding a new group, such as non-binary individuals, we have chosen to compare ourselves to a single group: humans!