When I started two years ago in my role as Chief Talent Officer, I quickly realized that winning organizations stand for strong values and live up to those values day by day. After a couple of months, it became clear to me that diversity is at the heart of our values at House of Communication Brussels.
Indeed, when we take the time to analyze the population working in our agencies, we notice that among more than 120 people, there are 55% men and 45% women, more than 14 represented nationalities, more than 13 languages spoken on a daily basis, colleagues of many religions and different sexual orientations, more extraverted colleagues and more introverted ones, all within 4 different generations. We are the daily proof that diversity is an integral part of our DNA.
We are a reflection of the society in which we live. This diversity represents the population that lives in Belgium as well as in Brussels, the second most cosmopolitan city in the world.
This diversity allows us to be pioneers in innovation. Indeed, a group of similar individuals has a greater chance of staying in their old ways and not developing new ideas. Innovation is key to us. This is particularly the case at the Mediascale agency, which develops, among other things, models for analyzing the results of communication campaigns.
This diversity is a reflection of the Belgian population and therefore of the consumers of the brands for which we work. It consequently reflects the customers of these brands, which is key to developing campaigns close to our targets.
Finally, I am convinced that organizations for which diversity is part of their core values, adapt more easily to the challenges of the future because they have a more global understanding of the world around them.
It is for all these reasons that I strive every day to develop HR practices that are ethical, inclusive and non-discriminatory. Whether in the process of recruiting new colleagues, in discussions for promotions or salary increases; only skills, attitude and results are taken into account when making choices in these areas.
On top of this, shortly after their arrival at the House of Communication, our colleagues discover their MBTI profile (read our other article in this VeryHOCNews). This test is done on a voluntary basis and allows us to better understand their preferences and those of their colleagues in order to adapt to them.
This way of doing things allows us to have more fulfilled and happy colleagues, because they know that objectivity is key to us.
Tanguy Georis,
Chief Talent Officer
