In a global and fast-evolving world of work, inclusion is no longer optional. Diverse organizations innovate faster, collaborate better, and attract a wider pool of talent.
At Mantu, with teams across more than 60 countries, we recognize the richness of our collective differences and the need to create a work environment where everyone can succeed. We act through concrete initiatives to make our workplace more equitable day after day: structured governance, accessible tools, continuous learning, inclusive policies, and awareness programs.
How Mantu builds a more inclusive workplace
1. Diversity Equity and Inclusion Charter
Our DEI Charter is the foundation of our commitment to equality. It formalizes five key areas of action that guide our work across the group:
Ensuring non-discrimination and equal opportunities throughout hiring, compensation, and career development.
Fostering accessibility and disability inclusion, including accommodations, awareness campaigns, and partnerships with specialized organizations.
Strengthening gender equity, with measurable goals and targeted development programs.
Supporting the professional integration of young people through early-career opportunities, training, and community initiatives.
Establishing a DEI management system to track progress and continuously improve practices.
This charter reflects Mantu’s commitment to creating an environment where all employees can thrive and contribute fully to our collective success.
2. Diversity Equity and Inclusion Portal
The DEI Portal, accessible to all employees across brands and geographies, serves as a centralized hub for everything related to Diversity, Equity & Inclusion at Mantu.
It provides:
Guidance on topics such as disability, harassment, parenthood, accommodation, and inclusive management.
Learning resources, practical support, and FAQ sections for employees, managers, and HR.
Clear pathways to seek help, raise concerns, or access additional information.
By making DEI knowledge transparent and accessible, the portal empowers every team member to take part in building a more inclusive culture.
3. DNA Tick Box
As part of our commitment to accessibility, Mantu has introduced a voluntary disability disclosure feature. It allows employees to inform HR about a disability; neurodivergence or long-term health condition and provide relevant documentation. This streamlined process preserves confidentiality and trust.
Moreover, this confidential tool enables employees to:
Request accommodation or personalized support.
Receive guidance on obtaining official recognition.
Open a safe dialogue with HR and DEI teams.
Employees’ privacy is fully protected. Managers are only involved when accommodation directly impacts work organization, and even then, no specifics about the condition are disclosed.
4. DEI Management System
Mantu’s DEI management system ensures that inclusion is not just a series of initiatives, but a structured and measurable approach embedded in our operations.
This system ensures accountability and continuous improvement across the organization, through regular training of our DEI team and industry best practices analysis.
Furthermore, we are proud to host Employee Resource Groups and DEI Committee, where voluntary employees can help shape the future of inclusion at Mantu.
Mantu’s inclusion in action: Disability Week 2025
Disability Week is one of Mantu’s key annual events dedicated to raising awareness and promoting accessibility. In alignment with our DEI Charter, the week encourages employees to engage with disability inclusion through learning, open conversations, and inspiring encounters.
Its aim is simple: break stereotypes, build empathy, and empower inclusion across the group.
The 2025 edition featured a series of online and in-person events. With +10 workshops and more than 700 people participating, Disability Week helps:
Raise awareness of visible and invisible disabilities.
Break stereotypes by highlighting real stories and lived experiences.
Create empathy through direct interaction with athletes and speakers.
Equip employees and managers with tools to support colleagues more effectively.
Strengthening accessibility culture across Mantu.
It reinforces that disability inclusion is a shared responsibility, beyond HR or DEI teams.
I am proud that disability is a topic we talk about here, this activity was a once in a lifetime experiment!
We don’t realize as a society the difficulties faces by persons with disabilities; we only focus on physical accessibility when the issue is much larger.
What matters most is not the medal, but the journey that leads to it.
DEI is rooted in our 4 values:
Trust Comes First. Inclusion begins with trust. Through transparent tools like the DNA tick box and accessible DEI resources, we are creating a workplace where employees feel safe to share their needs and confident they will be supported.
Challenge the Status Quo. Real progress requires questioning old habits. Whether redefining our policies, innovating through new accessibility features, or hosting conversations that break stereotypes, we continuously push ourselves to do better.
Give It All Together. Inclusion is a collective effort. Every employee who participates in Disability Week, engages with our DEI Portal, joins an ERG, or simply listens with empathy contributes to a stronger, more united culture.
Keep It Grounded. Meaningful change is built on consistency and humility. We stay focused on concrete actions, measurable progress, and practical improvements that directly enhance the daily experience of our teams.
Mantu is committed to leading with purpose. By embedding DEI into our values and transformation journey, we continue shaping a workplace and a way of working, where equity, accessibility, and representation are not aspirations, but everyday realities.
I am proud to work for a company that reflects my values. The success of this week demonstrates the growing importance of diversity topics in the corporate environment.
