Making EDI maturity objective in order to prioritize action

Les Industries MES & Staca were already investing in integrating their workers. The question was not willingness, but measurement: among everything already in place, what was actually working, and where were the blind spots?

The context

Real investments in integration — welcome, follow-up, well-meant gestures — but no clear measure of what was having an effect. Without an objective picture, the organization risked the classic trap: prioritizing in the wrong place, reinforcing what was already going well and leaving the real gaps open.

The approach

The rollout of the Intégramètre, our structured audit of 70 criteria aligned with the ISO 30415 standard. The tool does not measure intentions: it assesses observable practices, from planning to recruitment, from welcome through to inclusion, on a common, comparable scale. The diagnostic, carried out with the support of a Mosaïca consultant, positions the organization on one of four levels of maturity and brings out concrete improvement priorities.

The result

An objective picture of the organization, shared with leadership, and a prioritized retention plan: efforts now concentrate where the diagnostic showed they pay off, instead of scattering across everything that seemed like “a good idea”. The process also gave the HR team a shared, measurable language for talking about integration with leadership.