By Stéphane Pallez, Chairwoman and Chief Executive Officer of the FDJ Group
Why make affective orientation and gender identity a key pillar of our diversity and inclusion policy? Because FDJ is a popular brand that addresses everyone, just as it does its teams, without distinction. Because working in a company means living in society. A society in which FDJ is fully committed to ensuring that everyone feels they belong. Together, we have the responsibility to build a future where equity is not an option, but a reality.
A few years ago, voices were raised calling for the Group to commit to the inclusion of LGBTQI+ individuals. It was by inviting footballer Ouissem Belgacem, author of the book “Adieu ma honte” (“Goodbye My Shame”), that our collective journey began. His testimony on his fight against homophobia in the world of sport and the discussions that followed highlighted the extent of the discrimination faced by LGBTQI+ individuals throughout their professional careers.
We therefore decided to fully embrace the topic and take action so that everyone can feel completely comfortable in the company, regardless of their affective orientation or gender identity. Building a respectful work environment is my responsibility, but it is also fundamental to the performance of the Group that I lead.
In 2023, we signed the LGBT+ Commitment Charter of the association L’Autre Cercle, which aims to advance LGBT+ inclusion in the professional world. We then supported the creation of the internal network “All’in”, composed of engaged individuals. This network aims to promote a vision that considers all forms of diversity simultaneously, because, as we know, discrimination does not cancel out but rather accumulates. We also multiplied awareness campaigns and discussion sessions to break down prejudices: conferences on lesbian visibility in the workplace or on the representation of LGBTQI+ individuals in the video game industry, workshops with the têtu•connect think tank, and more. These are all inspiring initiatives to push boundaries.
For each of its commitments, the FDJ Group acts and measures progress to move forward. A barometer created with Mozaïk RH helps us assess the level of inclusion of diversity within the Group, so we can adjust our action plans to precisely meet the needs of the teams and their managers.
But I remain clear-eyed about the path that still lies ahead! The latest L’Autre Cercle survey on LGBTQI+ inclusion at work, to which FDJ contributed, paints a stark picture: nearly a quarter of LGBTQI+ individuals report having been victims of at least one attack in the workplace; nearly half have heard LGBT-phobic expressions at work, and a quarter say they have been discriminated against by their management.
We move forward with determination. Our company, throughout its history, is rooted in the conviction that it has a social and societal role, beyond its status as an economic actor. For FDJ, embracing the diversity of its nearly 3,000 employees and its 27 million customers means fulfilling this role, with the utmost consideration, throughout the year and not just during Pride Month.
