Remember that slogan, “A better environment starts with yourself”? It was originally created by Postbus 51 to encourage Dutch people to personally contribute to our climate and future. In other words: if you want something to change, start with yourself and set a good example. Every little bit helps—and it’s no different when it comes to inclusivity and diversity.
Need a quick refresher on what we mean by inclusivity and diversity? Read it in our blog on the importance of a diverse workforce.
Back to the slogan (…) starts with yourself. That’s exactly how it works with inclusivity and diversity. Your workforce won’t become diverse and inclusive overnight. But then again, Rome wasn’t built in a day either. Start with small steps and, most importantly, be willing to be honest with yourself! Yes, you heard that right. If you aim for diversity and inclusivity, it’s crucial to first take a critical look at yourself and your workforce—without turning a blind eye. Have you always handled it perfectly as a company? Probably not, but don’t worry: you’re not alone. Mistakes are learning opportunities if you take the time to reflect.
Honest campaigns by the police and ABN AMRO
Here’s an example to give you some context. This year, the Dutch police decided to be completely transparent. The force aims for more diversity and inclusivity, which of course doesn’t come without challenges—especially since not everyone may have had a fair chance in the past due to biases. The police appear to be aware of this and choose not to hide from it, but to turn it into something positive. By being transparent and honest and striving to do better than before, they hope to reach their target audience. And don’t forget to speak the audience’s language. This approach is intended to lead to a more diverse workforce. Curious about the campaign? Check out the video below.
Not only does the Dutch police provide a great example, but ABN AMRO also shows how it’s done. This video from the Dutch bank starts with ‘Making a difference… begins with realizing there is still much to improve.’ The bank wants to innovate together with its employees to prepare for the future, ensure equal opportunities for everyone, and much more. ABN AMRO also takes responsibility by examining diversity within its own workforce, sustainability in mortgages, and even issues like money laundering. They recognize that there is still a lot to improve and aim to achieve these improvements together with their employees. What stands out in this story? The honesty and transparency. Not blaming others, but first looking at yourself.
Your ideal candidate through competency-based recruitment
Admittedly, it’s bold, but it shows courage and certainly grabs attention. And that attention is exactly what you want to convince a candidate to choose your organization. Once you have their attention, it’s important to select the candidates who are the best fit for your organization. For example, are you aiming for more creativity within a team or department? Then it’s important to first identify which competencies are associated with that. Are you looking for someone who is innovative, creative, or decisive? Can you assess how well-developed someone’s competencies are based solely on a CV? Probably not.
Our platform, on the other hand, can do just that. With Recrout’s assessments and tools, you can recruit competency-based in no time and see at a glance who your ideal candidate is. The fact that you’ve read this blog shows that you’re eager to work on inclusivity and diversity. We’re happy about that and ready to help. You have to start somewhere, but you’re not alone. We’re here to assist, which is why we offer you a no-obligation consultation. Not fully convinced yet? No problem. After that, you can even try our tools free for two weeks here!
