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A methodical and pragmatic approach to inclusion
for a sustainable transformation of companies and organizations
Solutions for employers
Rez-Care for employees
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Human beings are the heart of organizational performance

Rezalliance responds to a societal challenge: the place of the human being as a driver of the performance of work organizations

Psychosocial Risk Management: Understanding and taking action

Psychosocial risks impact the physical and mental health of employees. They are linked to employment conditions, work organization, and professional relationships. All companies, regardless of their size or sector, are affected. Social partners and authorities are working together to prevent these risks. But what exactly do they entail? What role does the employer play in their prevention? How can employees be protected?

These risks lie at the intersection of the individual and their professional environment and come in various forms:

  1. Stress: Arising from the pressure of meeting professional expectations.
  2. Internal Violence: Serious conflicts, emotional or sexual harassment, may originate from colleagues.
  3. External Violence: External parties unrelated to the company may assault employees.
  4. Burnout Syndrome: Resulting from excessive workloads.

These psychosocial risks can combine and exacerbate each other. For instance, stress and internal conflicts can create widespread tension within the company.

Joëlle Payom – Founder of Rezalliance – 24.05.2023
Openning speech for the 1st anniversary of the International day against harassment and for inclusion in the world of work.

Other key concepts.

DIVERSITY : Characteristics that make an individual unique: Gender, ethnicity, age, sexual orientation, health status, religious beliefs, cognitive abilities, social class, etc.

EQUITY : The means deployed to achieve equality of rights, which remains a fundamental objective.

INCLUSION : A process aimed at recognizing and respecting differences to ensure fair treatment for all.


A term coined by African-American jurist Kimberlé Crenshaw, highlighting the unique experiences of individuals facing multiple intersecting forms of oppression simultaneously.

Why inclusion matters ?

Neither utopian nor demagogic, inclusion involves the practical application of the principle of equality of human rights. This key principle ensures the balance of our modern societies.

Inclusion is a human skill to be cultivated within all organizations in order to maintain a work environment that is both healthy, secure, and high-performing.

Accelerator of individual fulfillment and collective growth

A state of mind to be developed at all levels to increase well-being and individual fulfilment, and automatically improve the performance of work organizations.

Expression of a paradigm shift

An increased demand for a world of work that is more respectful of individuals and fairer, driven by civil society and future generations of workers. This change in mentality is an opportunity for employers to get in tune with societal changes to increase their profitability in a sustainable way.


Better innovation

Companies with above-average diversity report 19% higher innovation revenue.


Better profitability

Companies with ethnically diverse teams are 36% more
likely to outperform on profitability.


Better decisions

Diverse and inclusive teams make better decisions 87% of the time.


Better performance

87% of the most admired companies see positive impact of diversity and inclusion on their performance.

Source: Korn Ferry report 2022

Provider of integrated solutions for inclusive and high-performing organizations


Inclusion: A challenge for society as a whole

Why do organizations struggle to implement inclusion, which benefits both employees and employers?

Various forms of harassment and discrimination pose obstacles that need to be overcome to promote organizational growth while preserving the integrity of all employees.

No sector is spared from this scourge, whether it be private or public organizations, NGOs, schools, or universities. It weakens society as a whole.

To learn more about workplace harassment and discrimination, please visit the association’s website: www.rezalliance-asso.com.


Inclusion: A catalyst for growth

Inclusion fuels both individual and collective growth while reducing psychosocial and reputational risks associated with harassment and discrimination. It enhances the performance of organizations. The benefits of inclusion become accessible when we understand the challenges and mechanisms of exclusion and take pragmatic action.

At Rezalliance, we address this complex issue from all angles and develop constructive solutions that benefit both employees and employers, thereby contributing to a profound transformation of organizations and society towards greater inclusivity.

We are committed to assisting organizations and their personnel in adopting inclusive practices that value differences, create meaning, promote well-being, and generate long-term wealth.

Solutions for employers

You work in the private or public sector, for an NGO, school, university or other: We offer services tailored to the needs of your organization.

Rez-Care pour employé·es

You are an employee (including consultants, interns, apprentices) facing harassment and discrimination in the workplace, whatever your sector of activity: the Rezalliance Care (rez-care) offer is the turnkey solution to help you cope and rebound.