Inclusive policies lead to exclusive benefits?

INTRODUCTION: WHAT IS INCLUSIVE PERSONNEL POLICY ACTUALLY.

Nowadays the newspapers are full of inclusivity, positive discrimination, discrimination, distance from the labor market, LGBTQIA+, etc. And it is right that this is on the agenda of many. Every company deals with this in its own way, but how does VanDerEng deal with this?

Inclusive Personnel Policy is - in our opinion - an approach where everyone matters and is of value. Regardless of, or perhaps because of, the differences. HR realizes that the workforce is a mirror of society; in age, gender, orientation, ethnic background, education, environment and experience.

The business processes are described smartly and flexibly, so that every employee contributes to the organizational objectives. The recruitment has been really thought through, which means that it goes much further than recruiting people who are distanced from society; what do we need as an organization to respond resiliently to internal and external factors. R&D that not only looks at technological innovation but also at social and cultural innovation. A flexible, eager to learn and, above all, safe organization.

This may cause more headaches during implementation, but it does lead to a company that can quickly respond to trends or respond smoothly when things go wrong.

INCLUSIVITY AND DIVERSITY, FIND THE DIFFERENCES

Inclusivity assumes that all employees within an organization are treated equally. That everyone within the organization has the same resources and opportunities available so that they can develop and therefore optimally contribute to the success of the organization where they work.

Diversity means that there are employees within the organization who (consciously) differ from each other. This diversity implies that there is sufficient difference in terms of gender, socio-cultural background, age, personality, religious beliefs, orientation, language, education and expertise.

These two concepts are often used interchangeably, but there is a difference. Diversity is about the different qualities and characteristics that make employees unique, inclusion is about the behavior and social norms that ensure that people feel safe and respected and experience that they are part of a larger, but above all, a shared whole.

WHEN DOES INCLUSION WORK?

Inclusion only works if it is really serious. No greenwashing because marketing deems it wise, but a real institutionalized value that can be found in all the capillaries of the organization. Which, by the way, always has to start at the top. A management that must share a vision of inclusion and also fulfills an actual role model in this regard. Inclusion also means that you must have the courage to consciously select for profiles that are necessary for the composition of the workforce; in terms of age, sex and, for example, skin color. Also create sufficient space for your own interpretation of the business processes, which will naturally create much more self-management.

WHY VANDERENG HAS BEEN COMMITTING TO INCLUSIVITY AND DIVERSITY FOR YEARS

VanDerEng has been around since 1894 and originated as a local organization that was anchored in the local community. From that background, VanDerEng felt obliged to also give a place to sons or daughters of local residents who were not able to keep up well at school.

After existing as a family business for 4 generations, the company was sold to an external party in 2007. Since then, we have actively worked on the personal development of employees. This also includes those who perhaps did not show the best results at school. And guess what? If employees are actually intrinsically motivated, they can easily learn theoretical material or new techniques, despite, for example, a learning trauma. Provided this took place in a coordinated manner. In particular, theory that could be immediately put into practice produced sensational results.

In the years that followed, we actively aimed for a diverse workforce. This is not only good for VanDerEng's value, but especially for its resilience, culture and earning capacity.

Various studies also indicate that an inclusive organization shows a higher operating result in the longer term than organizations with a monoculture.

CONDITIONS FOR SUCCESS

The exemplary behavior of management is essential for a successful inclusive policy. Even though these employees do not always realize this, they are being looked after. It is important to have the courage to consciously select for specific characteristics, despite the fact that this is sometimes experienced as positive discrimination. In addition, take special care; for a safe working environment. It is precisely from a safe working environment that employees dare to develop, so that innovation across a broad area comes from within.

CONCLUSION.

By making diversity and inclusivity a policy, VanDerEng ensures that new and current employees have equal opportunities to optimally develop their talent. It ensures diversity in the teams, which is not only important from an ethical perspective, but particularly contributes to the well-being, productivity and performance of colleagues. This creates benefits such as higher productivity, much more innovative power, a stronger brand and better business results.

Ernst de Haas

Director of owner VanDerEng BV.