Achieving and renewing your diversity, equality and CSR labels
These labels follow the same logic as a technical certification, but they commit your management practices and are verified with your own employees. I support you from diagnostic through to renewal.
- Diversity label
- Gender equality label
- CSR commitment label
- ISO 26000
- Gender equality index
Labels covered
Diversity label
Discrimination prevention and the promotion of diversity across all HR processes, from recruitment through to career progression.
Gender equality label
Equality between women and men, work-life balance, and consistency with your existing statutory obligations.
CSR commitment label and ISO 26000
Assessment of social responsibility maturity against the seven core subjects of the standard, with a level awarded on completion.
Gender equality index
Calculation, publication, gap analysis and the corrective action plan where the score requires one.
How the assignment runs
Maturity diagnostic
Where your practices genuinely stand against the standard, and whether you are in a position to apply now or in a year.
Scoping and leadership commitment
Without an explicit, visible commitment from the chief executive, these labels are not obtained. This step is not a formality.
Building the application
Formalising the policy, the processes concerned, the indicators and the reporting channel for complaints.
Rollout and adoption
Awareness sessions for teams, training for line managers and HR staff, internal communication.
Assessment preparation
Assembling evidence, preparing the people who will be interviewed, rehearsing the assessment interviews.
Cycle follow-up
Feeding the action plan, preparing the mid-cycle assessment and the renewal.
When this is not the right service
If the aim is to obtain a label for communication purposes without changing practices, the assessment will detect it. These standards rely heavily on interviews with employees, and any gap between the stated policy and lived experience shows up immediately.
Frequently asked questions
What is the difference between the Diversity and the Gender Equality label?
The first covers discrimination prevention and the promotion of diversity across all HR processes. The second focuses specifically on equality between women and men. They share a common logic and can be pursued together.
Do we need a formal policy before applying?
No, but you need a leadership decision and real practices to build on. A maturity diagnostic tells you whether you are in a position to apply now or should work for a year first.
What is the mid-cycle assessment?
These labels run on a cycle that includes an assessment between renewals. Many organisations underestimate it and turn up without having fed their action plan. That is the point at which the label is most often lost.
Who owns these subjects internally?
Usually the HR director, with an explicit commitment from the chief executive. Unlike technical certifications, these labels commit management practices, which makes line management involvement decisive.
Are you in a position to apply?
A maturity diagnostic answers that in a few days and saves you from starting a process too early.