The fifth edition of the DIF* Awards organized by Demos confirmed the trends of previous years, and gave us some good surprises in terms of educational innovation. The DIF has become an important factor in the development of training in companies: since its launch, nearly one in two employees has benefited and they are increasingly likely to undergo training with this system.

This applies to the Grands Moulins de Paris, awarded the Gold Trophy in the
SMEs category which have seen their access to training jump from 72% to 98%. We
can notice the same with the winner of the Silver Trophy-SME: TIL Technology has
increased the turnout of its staff training activities from 35% to 86%. The same
withValrhona, Bronze Trophy-Enterprise: the DIF has helped 84% of its employees to
benefit from training. And 30% of company employees suitable DSI, which employs a
majority of disabled workers, were able to do training through the DIF, which earned the company the Bronze Trophy-SME. 

The DIF is part of the training policy of 50% of businesses and some of them associate it with their workforce plan. TNT, one of the world leaders in Transportation employing 4,000 people in France, received the Gold Trophy in the category for large companies, among others, including an update on the use of DIF in workforce plan agreement.

 

The DIF offers everyone the opportunity to obtain training and, seven years after its launch, we can see that, in fact, it can be done. It is to the credit of the social partners who created it, as a response to the Pery report, former Secretary of State for Vocational Training in the Jospin government, which rightly pointed out that training always given to the same employees and especially to graduates.

The other finding of the survey that accompanied the awards ceremony * is located in the new relationship between educational innovation and the spreading of DIF: it is striking to note that along with the DIF, e-learning is taking off. 42% of employees say that, under DIF management, their business offers training incorporating new technologies. 55% of them have followed or are willing to follow a programme.

Finally, the DIF is associated with mechanisms for validation or certification as part of vocational programs. The individualization of training, high motivation requires recognition and this we can see, in particular through the DIF and the establishment of financing led by new systems on the safety of course.

 

These fifth trophy awards show us great examples: the enrichment of its implementation of new training facilities. This is further evidence of the operability of the DIF.

* Surveys conducted between October 2010 and March 2011 in partnership with Kelformation and Business & Careers, from 300 companies and over 1,400 employees.