Transparency
Is your plan(t) transparent? A plan only has an impact when it’s supported by everyone in the organisation. Transparency is crucial if the organisation is to achieve this.
Here are 5 tips to get you started!
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Add a 'what and why' to your message.
Make it clear what diversity and inclusion mean in your organisation. Ensure that the diversity policy is situated at both social and organisational level. This can be done by highlighting social developments and by examining their added value at the organisational level. -
Present diversity and inclusion as part of the bigger picture.
Which core values within our organisation include diversity and inclusion? Which structures already exist in the organisation into which diversity and inclusion can be embedded? -
Transfer the mission and vision on diversity and inclusion.
Communicate expectations at and between all levels. Where does the organisation want to go and who or what is required to achieve this? -
Give diversity and inclusion a face.
For example, establish a task force or work group dedicated to diversity and inclusion. -
Make the policy plan accessible.
Ensure comprehensive and inclusive language, actively provide information and keep it somewhere that is logical and accessible to all employees.
Reflection exercise
Take a look at your organisation’s general policy and think about how it was communicated last year. Link the 5 tips from the previous part to the policy and communication strategy within your organisation.
- Is diversity and inclusion part of the overall policy within your organisation?
- Is your organisation’s policy sufficiently transparent?
- What lessons will you take on board for the future?
TIP
Exchange good practices with other organisations. For example, publish your diversity policy, good practices, innovations, … on social media. By openly sharing information on diversity and inclusion, organisations can strenghten each other in buildinga more inclusive workplace.
Be a part of it
A diversity policy becomes really tangible when everyone can be a part of it. This can be done in various ways, for example…
- Allowing members of the organisation to help work out the diversity policy in more detail.
- Allow members of the organisation to join the working group on diversity and inclusion. This working group can be consulted for advice on the development of the diversity policy.
- Invite members of the organisation to make a statement on diversity and inclusion, these can be included in the policy.
- Allow members of the organisation to help communicate the diversity policy to their colleagues.
- Involve trade unions in the drawing up and development of the diversity policy. After all, they represent the members of the organisation.
