Dutch Startup Association (DSA) aims to promote diversity and inclusion (D&I) broadly. In particular, DSA wants to improve the position of people from non-western migration backgrounds in start-ups and scale-ups. Therefore, DSA’s question, “How do you get more ethno-cultural diversity in our industry?”
ANSWER AMSTERDAM – DIVERSE & INCLUSIVE:
If you want more ethno-cultural diversity in a company, you will have to increase internal support for this. In addition, attention must be paid to developing multicultural talent and it will have to be visible in various expressions that you are paying attention to ethno-cultural diversity. Consider, for example, the following measures:
- Formulate and actively promote a vision of the added value of diversity at the corporate level.
- Ensure that middle managers and operational managers are aware that interventions are needed to achieve support for cultural diversity in the workplace and provide interventions and tools for this purpose.
- Recognize that the existing culture in the company can be prohibitive for some groups. Make the organizational culture visible and shape culture change through workshops and training, for example. Maintain zero tolerance for discrimination!
- Reduce social distance and promote dialogue among employees from different ethno-cultural backgrounds by organizing low-threshold activities.
- Encourage talent development with measures aimed at making ethnic minority employees feel at home and valued in the organization as well. Address cultural diversity in team building, coaching, training programs and organize mentoring programs to support multiculturally diverse talent.
- Pay attention to cultural diversity and inclusion on the Internet, intranet, social media, in newsletters, company magazines and in speeches and presentations by (top) management and make visual expressions – leaflets, flyers, brochures, presentations, website – visibly culturally diverse. support.
- Provide insight into figures on inflow and outflow and the state of inclusion.
- During exit interviews, ask about possible reasons for departure linked to cultural aspects.
RESPONSE TECHGROUNDS: RUBEN NIEUWENHUIS
Ruben Nieuwenhuis is Managing Partner at TechGrounds. In districts such as Amsterdam Nieuw-West, the company offers people the chance to enter the Tech world, for example by offering training in coding school. One can also work as a start-up entrepreneur during the Incubator track, regardless of one’s background.
Nieuwenhuis advises start-ups/scale-ups founders to seek more collaboration with coding schools. In fact, there is a lot of talent in the various neighborhoods. Wil je meer medewerkers met een niet-westerse migratieachtergrond in dienst hebben, gebruik dan ook de informele wervingskanalen of neem contact op met mediacolleges (ROC’s) of de Hogeschool van Amsterdam en ga daar op zoek naar studenten die een bijbaan hebben in Tech.
“Go to the different neighborhoods and contact people there who are known in the neighborhood. They can help you connect with talents. Organize Tech events in the neighborhoods, such as Tech talks with CTOs, to get direct contact with multicultural talent.”
More ethno-cultural diversity in your company means more ethno-cultural diversity in ALL parts and layers of your organization: sales, coding, IT, marketing, management, etc.