Impact on Diversity & Inclusion
It seems easier said than done: treating colleagues and team members equally with attention and respect for their own identity in terms of age, gender, ethnicity, physical or mental abilities, orientation, educational background, cultural roots, and (political) beliefs. Only then can a vital, agile, and creative organization emerge that is “a great and safe place to work”.
The implementation of a genuine Diversity, Equity, and Inclusiveness policy starts with the recruitment and selection of employees. The litmus test of implementing that policy is the first meeting: the job interview. It is important to note that DE&I must be implemented right down to the heart of an organization. Only through training is it possible to communicate so that everyone feels heard, respected, and seen. Communication with as little “implicit bias” as possible entails being aware of and identifying unconscious prejudices that are hurtful to employees.