7
8
Convey inclusion in your communication
Monitor and evaluate
You can monitor and evaluate the results of the diver-
Discuss cultural diversity and inclusion via your me-
sity policy through many different methods. You can
dia channels, e.g. internet, intranet, social media and
include a few questions about diversity and inclusion
newsletters. Make progress visible. You could also or-
on your employee satisfaction survey. Other opportu-
ganise events or sponsor initiatives.
nities to ask about diversity issues are evaluation and exit meetings. Mechanisms of exclusion or cultural differences may contribute towards dissatisfaction or early exits.
9
Work together
Various social organisations and networks in the business community are working towards greater ethnic and cultural diversity in the workplace. Seek cooperation with them. They possess relevant knowledge, networks and rolemodels that companies can make use of.
DIVERSITY GUIDE
FROM CULTURAL DIVERSITY TO INCLUSION
Diversiteit in Bedrijf
www.diversiteitinbedrijf.nl
@Charterdiv
Diversity at Work (Diversiteit in Bedrijf) is an initiative by the Labour Foundation (Stichting van de Arbeid), ons,
the and
is
national
consultative
financed
by
the
body
Ministry
for of
employers’
Social
Affairs
federations and
and
Employment
trade and
the
union
confederati-
Labour
Foundation.
Bezuidenhoutseweg 60 | P.O. box 90405 | 2509 LK The Hague, The Netherlands | T: +31 70 – 3499 576 | E: DIB@stvda.nl 11-10-2018
DIVERSITY VS. INCLUSION
BUSINESS CASE
“Diversity is being invited to the party. Inclusion is being
Investing in an inclusive company culture pays off.
asked to dance.” Greater ethnic and cultural diversi-
Through inclusion, the business benefits of cultu-
ty in the workplace does not automatically result in an
ral diversity in the workplace are most fully realised:
inclusive company culture. By inclusive, we mean a cli-
Attracting, retaining and promoting the best talent.
mate in which everyone feels valued and respected and
Greater creativity, innovation and problem-solving
has access to the same opportunities.
capabilities in teams. Diversity
Improved ability to respond to the needs of a cultu-
Inclusion
rally diverse customer base. Access to new domestic or international markets. A positive reputation. The benefits that arise from diversity and inclusion make it easier for a company to differentiate itself on the market and gain an advantage over its competitors.
TOWARDS AN INCLUSIVE COMPANY CLIMATE
1
Create a vision
3
Get everyone on board
Determine the business case for diversity and inclusi-
It is important to get all levels of your company on board.
vity in your company, in line with the mission, vision and
Here are a few tips:
objectives. Develop this into clear and measurable goals.
2
Stimulate inclusive leadership
The first step towards an inclusive company culture is putting the subject on the agenda. Allocate sufficient time and budget for this. Add ‘inclusive leadership’ to the list of core competences used for the evaluation of your managers.
In each layer of the organisation, assign responsibili-
WHAT STEPS COULD YOU TAKE?
4
Increase awareness and trust
5
Provide facilities
Provide facilities and benefits. For example, include the
You can do the following to increase awareness and trust
opportunity to celebrate culturally-specific holidays in
in diversity:
the terms of employment. Another example is culturally-sensitive protocols. In addition, you should consider
ty for the subject of ‘cultural diversity and inclusion’
Organise workshops and training sessions to encou-
to one person.
rage an inclusive work environment.
Put managers who are still hesitant in contact with
Support and invest in ethnic and cultural employee
managers who are enthusiastic about the efforts sur-
networks within your company.
rounding cultural diversity.
Include diversity-related aspects in your code of
Put cultural diversity and inclusion on the agenda of
conduct and integrity policy.
the Works Council or staff representation board.
Appoint confidential advisers at your organisation
Assemble a project team of diversity professionals
who can monitor mechanisms of inclusion and ex-
who are capable of embedding diversity in your com-
clusion.
Prevent a revolving door effect. Encourage the develop-
pany.
Have a zero-tolerance policy for discrimination, and
ment of culturally diverse talent through team building,
a complaints procedure in place.
coaching and training. Support talent through mentoring
guidelines relating to food and drink in the company canteen, such as providing vegetarian or halal options.
6
Encourage the development of talent
and peer coaching.